Source: Management by Stephen P. Robbins, 1984, 3rd Edition, Prentice Hall
How Do You (Or Would You) Rate as a Manager?
The following questionnaire evaluates five dimensions of management: style, planning, information/communication, time management, and delegation. It was originally designed for individuals who have had management experience. If you haven’t, complete it anyway, refocusing the questions from “Do I . . . ?” to “Would I . . . ?”
For each question listed, rate yourself as follows: Definite strength: 10-9, Moderately effective: 8-7, Average performance: 6-5, Rarely effective: 4-3, Definite weakness: 2-1
PLEASE ANSWER ALL QUESTIONS FROM 1 TO 10 AND WRITE AT LEAST TWO SENTENCES EXPLAINING WHY YOU ANSWERED WITH Definite strength: 10-9, Moderately effective: 8-7, Average performance: 6-5, Rarely effective: 4-3, Definite weakness: 2-1.
- Management style
- Am I sensitive to the influence my actions have on my subordinates? 7
- Do I understand their reactions to my actions? 6
- Do I find an appropriate balance between encouragement and pressure? 7
- Do I allow subordinates to express ideas and opinions?
- Am I effective at motivating subordinates?
- Am I able to resolve conflicts in a constructive way?
- Have I developed a spirit of teamwork among my subordinates?
- Do I have a clear understanding of my role in the organization?
- Am I tactful in disciplining an employee?
- Do I have a personal plan for self-improvement?
- Are the operations of my organization balanced so that the pace of change is neither too routine nor too disruptive?
- Do I sufficiently analyze the impact of particular changes on the future of my organization?
- Am I sufficiently well informed to pass judgment on the proposals that my employees make?
- Do I schedule my meetings appropriately?
- Are my meetings planned in advance?
- Do I have a clear vision of direction for my organization?
- Are these plans in written form to guide me as well as others?
- Do I make them explicit in order to better guide the decisions of others in the organization?
- Are they flexible enough to be changed, if necessary, to meet the changing needs of the organization?
- Does the day-to-day work in my organization run smoothly?
- Do I have good sources of information and methods for obtaining information?
- Is my information organized so that it is easy to locate and use?
- Do I have other people do some of my scanning for me?
- Do I make good use of my contacts to get information?
- Do I balance the collection of information with action?
- Do my people have the information they need when they need it?
- Do I put it in writing so that my employees are not at an informational disadvantage?
- Do I use interoffice communication media appropriately?
- Do I make the most of meetings for which I am responsible?
- Do I spend enough time visiting other areas in the office to observe firsthand the results accomplished?
- Time management
- Do I have a time-scheduling system?
- Do I avoid reacting to the pressures of the moment?
- Do I avoid concentrating on one particular function or one type of problem just because I find it uninteresting?
- Do I schedule particular kinds of work at special times of the day or week to take advantage of my own energy/effectiveness levels?
- Am I in control of the amount of fragmentation and interruption of my work?
- Do I balance current, tangible activities with time for reflection and planning?
- Do key problems/priorities receive the attention they deserve?
- Do I make use of time-saving devices such as dictating machines and PCs?
- Do I have my priorities clearly in mind most of the time?
- Do I have the necessary information available to me at the right time to meet my deadlines?
- Do my employees understand our objectives and know what is to be clone, when, and by whom?
- Do I know which of my responsibilities I must meet myself and which I can delegate?
- Do I encourage initiative in the people I supervise?
- Do I leave the final decision to my employees often enough?
- Do I avoid doing my employees’ work?
- Do I show genuine interest in my employees’ work?
- Am I confident that my subordinates can handle the work I give them?
- Do I give employees the guidance, training, and authority they need to make decisions independently?
- Do I regularly assess the quality of my work and that of my employees?
- Do I use delegation to help my employees gain new skills and grow in the organization?