Decision-Making Questionnaire Test

With 20 questions and a four-minute completion time, the Decision-Making Questionnaire Test helps you explore how you approach choices at work and in everyday situations. Your result presents a profile of your preferences, offering a practical starting point for self-reflection about how you gather information, respond to pressure, and work with others.

Questions: 204 minutes

Decision-Making Questionnaire Test: test ticket with numbers

October 2, 2025October 2, 2025Material has been updatedOctober 2, 2025Material has been published

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Scale Explorer

How the Scales are Structured

BehavioralB

Measures how strongly a person emphasizes relationships, collaboration, and people-centered considerations when making decisions.

example score89/160

89/160Moderateexample score

20 – 66Low

67 – 113Moderate

114 – 160High

A score of 89 falls in the Moderate range, suggesting a balanced tendency to consider team input and interpersonal factors while still using other decision cues when needed.

ConceptualC

Measures the extent to which a person prefers strategic, creative, people-aware decision-making that considers multiple alternatives and values teamwork and independence.

example score112/160

112/160Moderate Conceptualexample score

20 – 66Lower Conceptual

67 – 113Moderate Conceptual

114 – 160Higher Conceptual

A score of 112 falls in the Moderate Conceptual range, suggesting a solid preference for big-picture, creative thinking while still balancing it with other decision-making approaches.

AnalyticalA

Measures the extent to which a person favors a fact-focused, logical, and thorough approach to decision-making under uncertainty.

example score82/160

82/160Moderately Analyticalexample score

20 – 66Less Analytical

67 – 113Moderately Analytical

114 – 160Highly Analytical

A score of 82 suggests a moderately analytical decision-making style, indicating a balanced tendency to gather information and compare options without relying exclusively on extensive analysis.

DirectiveD

Measures preference for a fast, control-oriented decision-making approach with low tolerance for ambiguity and minimal information use.

example score97/160

97/160Moderateexample score

20 – 66Low

67 – 113Moderate

114 – 160High

A score of 97 falls in the Moderate range, suggesting a balanced tendency toward quick, direct decisions while not relying exclusively on a highly directive approach.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

New and aspiring managers

41%OF USERS

People stepping into leadership use it to understand their default decision style and how to adjust it for different team situations.

HR and talent assessors

35%OF USERS

Recruiters and HR specialists take it to compare leadership decision patterns for hiring, promotion, and succession planning.

Coaching and training participants

24%OF USERS

Leaders in workshops or coaching use it to spot strengths and blind spots in problem-solving and communication.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

Benchmarking

See How You Compare

Once you complete the test, your results are compared with real-world data from people in your country.
Below is a preview of how scores are typically distributed across each scale.

Shaded area — where most people score

Dot — the average

You — your score lands on each curve after the test— your score, after the test

BehavioralB

You?

Average91.2

Typical rangeTypical69.5 – 113

Possible20 – 160

ConceptualC

You?

Average77.3

Typical rangeTypical54.8 – 99.9

Possible20 – 160

AnalyticalA

You?

Average82.9

Typical rangeTypical58.8 – 107

Possible20 – 160

DirectiveD

You?

Average121.2

Typical rangeTypical101.9 – 140.5

Possible20 – 160

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SAMPLE QUESTIONS

Example Questions From the Test

This questionnaire contains 20 case-based items presented as incomplete sentences. For each item, rate the proposed sentence endings as follows: 1 = least like you, 4 = most like you; 2 and 3 indicate intermediate levels. Within each item, each rating may be used only once.

- Social status
- To be the best in my field
- To receive recognition for my work
- Feeling confident at work
- Technical and clearly defined
- Fairly varied
- Allowing me to act independently
- Involving working with people
- Efficiency and speed
- High ability
- Loyalty and responsibility
- Responsiveness to suggestions

These are 3 of the 20 real questions — the rest appear in the test. No sign-up needed to start.

WHAT THE TEST MEASURES

Decision-Making Questionnaire Test - Description and methodology of the test

management

arrange

decision making

People who want to understand their habitual approach to choices can use this assessment to examine preferences that appear in work, planning, communication, and pressure. The Decision-Making Questionnaire Test offers a structured profile rather than a single positive or negative verdict. A decision-making profile can help readers notice how their choices affect teamwork, leadership, and interpersonal situations, especially when priorities or information conflict.

What This Assessment Explores

This assessment explores how people approach goals, information, uncertainty, collaboration, and pressure. Its result is a profile of preferences, not a ranking: a higher score on one style is not automatically better, and a mixed profile may reflect different strengths in different settings.

These four decision-making styles organize choices around distinct emphases:

Behavioral (20-160) reflects supportive, relationship-focused collaboration; Low 20-66, Moderate 67-113, High 114-160.
Conceptual (20-160) reflects strategic, creative thinking about alternatives and people; Lower Conceptual 20-66, Moderate Conceptual 67-113, Higher Conceptual 114-160.
Analytical (20-160) reflects abstract thinking, uncertainty tolerance, careful analysis, and logical solutions; Less Analytical 20-66, Moderately Analytical 67-113, Highly Analytical 114-160.
Directive (20-160) reflects fast, technically focused choices, limited ambiguity tolerance, and emphasis on results and control; Low 20-66, Moderate 67-113, High 114-160.

Together, these dimensions show how respondents may balance people, ideas, facts, speed, and control.

Methodology and Scientific Basis

Each item uses a forced-choice format with four alternatives; the respondent selects the statement that best fits their preference. Topics include goals, communication, planning, information, time pressure, stress, social attention, and work relationships.

Scoring is profile-based rather than pass/fail: responses produce four style totals, each read through its displayed range and band. The displayed bands are descriptive rather than clinical thresholds, so the profile indicates tendencies such as seeking facts, acting quickly, generating alternatives, or prioritizing support.

The questionnaire is an online adaptation of the Decision Style Inventory, using its 20-item, four-choice format and four-style structure. Janis and Mann's work on conflict, choice, and commitment supplies a related perspective on decisions under uncertainty and pressure, but it is not the source instrument for these four style scores.

The self-report profile captures decision-making preferences, but current stress, self-awareness, memory, and the wish to appear capable can influence answers, so examples and broader reflection help put the result in context.

Author: Irving L. Janis, Leon Mann

Literature:

Rowe, Alan J., and Richard O. Mason. Managing with Style: A Guide to Understanding, Assessing, and Improving Decision Making. Jossey-Bass, San Francisco, 1987.
Rowe, Alan J., and James D. Boulgarides. “Decision Styles - A Perspective.” Leadership & Organization Development Journal, vol. 4, no. 4, 1983, pp. 3-9. 10.1108/eb053534
Janis, Irving L., and Leon Mann. Decision Making: A Psychological Analysis of Conflict, Choice, and Commitment. Free Press, New York, 1977.

Updated: 2025-10-02