118

APPENDIX A

Republic of the Philippines

SULTAN KUDARAT STATE UNIVERSITY
Graduate School
ACCESS, EJC Montilla, Tacurong City

PART I: DEMOGRAPHIC PROFILE SURVEY

(School Head as Rater)

Please respond to the following questions regarding yourself and your

school.

1. Year of Birth: _____2. Civil Status _________3. Gender: __________

4. Ethnicity: ________ 5. Religion: ___________6. Position: __________
7. Administrative Experience: ___( Years ) 8. Annual Income: _________
9. Highest Degree attained ( Check One )
______Bachelor’s Degree
______ with Master’s Units
______ Master’s Degree
______ with Doctoral Units
______ Doctoral Degree in Administration & Supervision
______ Doctoral Degree in Educational Management
______ Doctoral Degree in Institutional Development &
Management
______ Doctoral Degree in other fields (Pls. Specify)
______________________
10. Number of students enrolled in your school: ________________
11. Number of teachers and staff in your school: ________________

PART II. CHANGE MANAGEMENT STRATEGY QUESTIONNAIRE

This questionnaire is to describe your Change Management Strategy

as you perceive it. Please answer all items on this answer sheet.
Twenty descriptive statements are listed on the following pages. Judge
how frequently each statement fits you.

Use the following rating scale:

Never Seldom Sometimes Often Always

0 1 2 3 4
 119

1. I present the necessary information ………....... 0 1 2 3 4

regarding desired change
2. I communicate the facts and help the ………....... 0 1 2 3 4
recipients understand the need for
change
3. I consider dialogue to have an important ………....... 0 1 2 3 4
role in the understanding of change
4. I ensure that accurate information are ………....... 0 1 2 3 4
gathered by expert professionals in order
to reflect methodological protocols.
5. I allow the group to select the action ………....... 0 1 2 3 4
suggested by gathered data.
6. I involve other members in working out ………....... 0 1 2 3 4
program of change
7. I seek change using consensus. ………....... 0 1 2 3 4

8. I define change problem including ………....... 0 1 2 3 4

relationships between the system and its
environment
9. I initiate activities to bring about change ………....... 0 1 2 3 4
considering the norms and values of the
organization.
10. I believe that people are naturally ………....... 0 1 2 3 4
capable and creative that if obstruction
are removed, will rise to their highest
potential.
11. I use economic sanctions as logical ………....... 0 1 2 3 4
extension of power.
12. I use my authority to influence people to ………....... 0 1 2 3 4
do what I want.
13. I force individuals to adopt change ………....... 0 1 2 3 4
through sanctions
14. I use rewards and punishment to enforce ………....... 0 1 2 3 4
desired change.
15. I use coercion and threat to implement ………....... 0 1 2 3 4
change
16. I implement change by building another ………....... 0 1 2 3 4
organization and shift people to work in a
new environment.
17. I create new circumstances for members ………....... 0 1 2 3 4
of the organization to adopt
 120

18. I introduce new options to my members. ………....... 0 1 2 3 4

19. I move people from the old to new ………....... 0 1 2 3 4
system
20. I leave people with no choice but to ………....... 0 1 2 3 4
accept the change.

PART III. LEADERSHIP STYLES QUESTIONNAIRE

This questionnaire is to describe your leadership style as you perceive

it. Please answer all items on this answer sheet.

Forty five descriptive statements are listed on the following pages.

Judge how frequently each statement fits you. The word “others” may
mean your peers, clients, direct reports, supervisors, and/or all of these
individuals.

Use the following rating scale:

Never Seldom Sometimes Often Always

0 1 2 3 4

1. I provide others with assistance in ………....... 0 1 2 3 4

exchange for their efforts.
2. I re – examine critical assumptions to ………....... 0 1 2 3 4
question whether they are appropriate
3. I fail to interfere until problems become ………....... 0 1 2 3 4
serious
4. I focus attention on irregularities, ………....... 0 1 2 3 4
mistakes, exceptions, and deviations from
standards
5. I avoid getting involved when important ………....... 0 1 2 3 4
issues arise
6. I talk about my most important values and ………....... 0 1 2 3 4
beliefs
7. I am absent when needed ………....... 0 1 2 3 4
8. I seek differing perspectives when solving ………....... 0 1 2 3 4
problems
9. I talk optimistically about future ………....... 0 1 2 3 4
10. I instil pride in others for being associated ………....... 0 1 2 3 4
with me
 121

11. I discuss in specific terms who is ………....... 0 1 2 3 4

responsible for achieving performance
targets
12. I wait for things to go wrong before taking ………....... 0 1 2 3 4
action
13. I talk enthusiastically about what needs to ………....... 0 1 2 3 4
be accomplished
14. I specify the importance of having a strong ………....... 0 1 2 3 4
sense of purpose
15. I don’t spend time teaching and coaching ………....... 0 1 2 3 4
16. I make clear what one can expect to ………....... 0 1 2 3 4
receive when performance goals are
achieved
17. I show that I am a firm believer in “ if it ………....... 0 1 2 3 4
ain’t broke don’t fix it”
18. I go beyond self – interest for the good of ………....... 0 1 2 3 4
the group
19. I treat other as individuals rather than just ………....... 0 1 2 3 4
as a member of a group.
20. I demonstrate that problems must become ………....... 0 1 2 3 4
chronic before I take action

21. I act in ways that build others’ respect for ………....... 0 1 2 3 4

me
22. I concentrate my full attention on dealing ………....... 0 1 2 3 4
with mistakes, complaints, and failures
23. I don’t consider the moral and ethical ………....... 0 1 2 3 4
consequences of decisions
24. I don’t keep track of all mistakes ………....... 0 1 2 3 4
25. I display a sense of power and confidence ………....... 0 1 2 3 4
26. I articulate a compelling vision of the ………....... 0 1 2 3 4
future
27. I direct my attention toward failures to ………....... 0 1 2 3 4
meet standards
28. I avoid making decisions ………....... 0 1 2 3 4
29. I consider an individual as having different ………....... 0 1 2 3 4
needs, abilities, and aspirations from
others
30. I get others to look at problems from many ………....... 0 1 2 3 4
different angles

31. I leave others to develop their strengths ………....... 0 1 2 3 4

 122

32. I suggest new ways of looking at how to ………....... 0 1 2 3 4

complete assignments
33. I delay responding to urgent questions ………....... 0 1 2 3 4
34. I emphasize the importance of having a ………....... 0 1 2 3 4
collective sense of mission
35. I express satisfaction when other meet ………....... 0 1 2 3 4
expectations
36. I express confidence that goals will be ………....... 0 1 2 3 4
achieved
37. I am effective in meeting others’ job – ………....... 0 1 2 3 4
related needs
38. I use methods of leadership that are ………....... 0 1 2 3 4
satisfying
39. I get others to do more than they expected ………....... 0 1 2 3 4
to do
40. I am effective in representing others to ………....... 0 1 2 3 4
higher authority

41. I work with others in a satisfactory way ………....... 0 1 2 3 4

42. I heighten others’ desire to succeed ………....... 0 1 2 3 4
43. I am effective in meeting organizational ………....... 0 1 2 3 4
requirements
44. I increase others’ willingness to try harder ………....... 0 1 2 3 4
45. I lead a group that is effective ………....... 0 1 2 3 4

THANK YOU VERY MUCH!