Once you completed your Chapter 10 questionnaire, think about an example of out-groups from everyday life. This could be an example from your work life, current events, and the national environment, or university life. Discuss your example and what you believe needs to be done to sincerely integrate out-group members.

Once you completed your Chapter 10 questionnaire, think about an example of out-groups from everyday life. This could be an example from your work life, current events, and the national environment, or university life. Discuss your example and what you believe needs to be done to sincerely integrate out-group members.

–Make a connection to the readings for the week (use the terminology from the assigned chapters) READ CHAPTER 10 

Each post should be at least 3 paragraphs in length.

I N T R O D U C T I O N T O L E A D E R S H I P230

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Visit edge.sagepub.com/northouseintro4e for a downloadable version of this questionnaire.

10.2 Building Community Questionnaire

Purpose

1. To identify your attitudes toward out-group members

2. To explore how you, as a leader, respond to members of the out-group

Directions

1. Place yourself in the role of a leader when responding to this questionnaire.

2. For each of the statements below, circle the number that indicates the degree to which you agree or disagree.

Statements Strongly disagree Disagree Neutral Agree

Strongly agree

1. If some group members do not fit in with the rest of the group, I usually try to include them.

1 2 3 4 5

2. I become irritated when some group members act stubborn (or obstinate) with the majority of the group.

1 2 3 4 5

3. Building a sense of group unity with people who think differently than I is essential to what I do as a leader.

1 2 3 4 5

4. I am bothered when some individuals in the group bring up unusual ideas that hinder or block the progress of the rest of the group.

1 2 3 4 5

5. If some group members cannot agree with the majority of the group, I usually give them special attention.

1 2 3 4 5

6. Sometimes I ignore individuals who show little interest in group meetings.

1 2 3 4 5

7. When making a group decision, I always try to include the interests of members who have different points of view.

1 2 3 4 5

8. Trying to reach consensus (complete agreement) with out-group members is often a waste of time.

1 2 3 4 5

9. I place a high priority on encouraging everyone in the group to listen to the minority point of view.

1 2 3 4 5

10. When differences exist between group members, I usually call for a vote to keep the group moving forward.

1 2 3 4 5

11. Listening to individuals with extreme (or radical) ideas is valuable to my leadership.

1 2 3 4 5

12. When a group member feels left out, it is usually his or her own fault.

1 2 3 4 5

13. I give special attention to out-group members (i.e., individuals who feel left out of the group).

1 2 3 4 5

14. I find certain group members frustrating when they bring up issues that conflict with what the rest of the group wants to do.

1 2 3 4 5

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Chapter 10 Listening to Out-Group Members 231

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1. Sum the even-numbered items, but reverse the score value of your responses (i.e., change 1 to 5, 2 to 4, 4 to 2,

and 5 to 1, with 3 remaining unchanged).

2. Sum the responses of the odd-numbered items and the converted values of the even-numbered items. This

total is your leadership out-group score.

Total Score

Out-group score: ___________

Scoring Interpretation

This questionnaire is designed to measure your response to out-group members.

• A high score on the questionnaire indicates that you try to help out-group members feel included and become a part of the whole group. You are likely to listen to people with different points of view and to know that hearing a

minority position is often valuable in effective group work.

• An average score on the questionnaire indicates that you are moderately interested in including out-group members in the group. Although interested in including them, you do not make out-group members’ concerns a

priority in your leadership. You may think of out-group members as having brought their out-group behavior on

themselves. If they seek you out, you probably will work with them when you can.

• A low score on the questionnaire indicates you most likely have little interest in helping out-group members become a part of the larger group. You may become irritated and bothered when out-group members’ behav-

iors hinder the majority or progress of the larger group. Because you see helping the out-group members as an

ineffective use of your time, you are likely to ignore them and make decisions to move the group forward with-

out their input.

If your score is 57–70, you are in the very high range.

If your score is 50–56, you are in the high range.

If your score is 45–49, you are in the average range.

If your score is 38–44, you are in the low range.

If your score is 10–37, you are in the very low range.

Building Your Leadership Profile

If you have the interactive eBook version of this text, log in to access the Leadership Profile Tool. After completing

this chapter’s questionnaire, you will receive individualized feedback and practical suggestions for further strength-

ening your leadership based on your responses in this questionnaire.

10.2 Building Community Questionnaire (continued)

Brenda Herrera

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