Leadership Survey
Please record your details below to facilitate contacting you, should a query arise. Please note that the data provided in this survey will be treated in the strictest confidentiality.
Full name *
Your answer
Organisation *
Your answer
Mobile
Your answer
Email *
Your answer
Please record the level of education / qualification(s) you possess?
Your answer
Please record your occupation? *
Your answer
Kindly indicate how many years you have worked in the quantity surveying sector in the built environment?
Please record the type of organisation you work for?
Please record the province where your organisation is based?
Transformational vs Laissez-faire
Laissez-faire approach - they give their employees complete freedom to make their own decisions regarding their work and step in only when required to do so. This is generally a passive leadership approach.

Transformational approach - these leaders strive to inspire their followers to redirect their thinking to achieve a certain goal. These leaders create a vision and inspire people to follow it.

Kindly specify your organisation’s current leadership approach?
Kindly specify your preferred method of being led?
Kindly specify whether your quantity surveying organization is highly dependent on the leadership style?
Kindly rate on a scale of 'Not at all' to 'To a very large extent' the positive effect of using the correct leadership approach to the quantity surveying profession (please note the ‘Unsure’ response).
Unsure
Not at all
To a little extent
To some extent
To a large extent
To a very large extent
Visual aid
Increased quality of documents
Co-ordination of design team
Cost planning accuracy
Meeting deliverable deadlines
Increased efficiency
Kindly rate on a scale of 'Not at all' to 'To a very large extent' the negative effect of using the incorrect leadership approach to the quantity surveying profession (please note the ‘Unsure’ response).
Unsure
Not at all
To a little extent
To some extent
To a large extent
To a very large extent
Exceeding original buget
Lack of understanding the project
Lack of document standards
Professional indemnity claims
Threat to services conventionally provided by quantity surveyors
Clash of responsibilities among professionals in the construction industry
Decrease in the demand for quantity surveyors required in the industry
Kindly rate on a scale of 'Not at all' to 'To a very large extent' the performance of the following traditional roles and responsibilities of the quantity surveying profession when quantity surveyors use a laissez-faire leadership approach (please note the ‘Unsure’ response).
Unsure
Not at all
To a little extent
To some extent
To a large extent
To a very large extent
Providing estimates
Undertaking feasibility studies
Providing pre and post tender advice
Life cycle costing
Preparing Bills of Quantities
Providing procurement advice
Compilation and adjudication of tenders
Measuring work to date on site
Preparing payment certificates
Cost control
Value engineering
Preparation of final accounts
Kindly rate on a scale of 'Not at all' to 'To a very large extent' the performance of the following traditional roles and responsibilities of the quantity surveying profession when quantity surveyors use a transformational leadership approach (please note the ‘Unsure’ response).
Unsure
Not at all
To a little extent
To some extent
To a large extent
To a very large extent
Providing estimates
Undertaking feasibility studies
Providing pre and post tender advice
Life cycle costing
Preparing Bills of Quantities
Providing procurement advice
Compilation and adjudication of tenders
Measuring work to date on site
Preparing payment certificates
Cost control
Value engineering
Preparation of final accounts
Kindly rate on a scale of 'Not at all' to 'To a very large extent' (please note the ‘Unsure’ response).
Unsure
Not at all
To a little extent
To some extent
To a large extent
To a very large extent
Employees need to be supervised closely, or they are not likely to do their work
Employees want to be part of the decision making process
Providing guidance without pressure is the key to being a good leader
In complex situations, leaders should let subordinates work problems out on their own
Leadership requires staying out of the way of subordinates as they do their work
As a rule, employees must be given rewards or punishments in order to motivate them to achieve organizational objectives
Most employees feel insecure about their work and need direction
In general, it is best to leave subordinates alone to achieve objectives
Effective leaders give orders and clarify procedures
In most situations, employees prefer little input from the leader
It is the leaders job to help subordinates find their passion
Most employees want frequent and supportive communication from their leaders
Kindly rate on a scale of 'Not at all' to 'To a very large extent' (please note the ‘Unsure’ response).
Unsure
Not at all
To a little extent
To some extent
To a large extent
To a very large extent
Employees can lead themselves just as well as the leader
Employees know how to solve organizational problems using creativity and ingenuity
Employees have the right to determine their own objectives
Employees will exercise self-direction if they are committed to the objectives
Leader uses his/her power to help employees grow
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