Explain the potential impact of the use of such assessments for both individual employees and organizations.

Explain the potential impact of the use of such assessments for both individual employees and organizations. Also, explain the potential impact of the style approach to leadership for individual change agents and organizations.

*Be sure to support your work with a minimum of two specific citations from this week’s Learning Resources and one or more additional scholarly sources.

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The Leadership Behavior Questionnaire is designed to measure two major types of leadership behaviors: task and relationship. Score the questionnaire by doing the following: First, sum the responses on the odd-numbered items. This is your task score. Second, sum the responses on the even-numbered items. This is your relationship score.
Total scores: Task ______34________ Relationship ___38_________

Scoring Interpretation
45–50   Very high range
40–44   High range
35–39   Moderately high range
30–34   Moderately low range
25–29   Low range
10–24   Very low range
The behavioral approach has several strengths and weaknesses. On the positive side, it has broadened the scope of leadership research to include the study of the behaviors of leaders rather than only their personal traits or characteristics. Second, it is a reliable approach because it is supported by a wide range of studies. Third, the behavioral approach is valuable because it underscores the importance of the two core dimensions of leadership behavior: task and relationship. Fourth, it has heuristic value in that it provides us with a broad conceptual map that is useful in gaining an understanding of our own leadership behaviors. On the negative side, researchers have not been able to associate the behaviors of leaders (task and relationship) with outcomes such as morale, job satisfaction, and productivity. In addition, researchers from the behavioral approach have not been able to identify a universal set of leadership behaviors that would consistently result in effective leadership. Last, the behavioral approach implies but fails to support fully the idea that the most effective leadership style is a high–high style (i.e., high task and high relationship).
Overall, the behavioral approach is not a refined theory that provides a neatly organized set of prescriptions for effective leadership behavior. Rather, the behavioral approach provides a valuable framework for assessing leadership in a broad way as assessing behavior with task and




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