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Workplace Situations Questionnaire3

Workplace Situations Questionnaire Test

Understand what drives a leader’s choices in just 4 minutes, from results focus to team climate, self-interest, or hierarchy. Use it to spot fit fast and guide coaching with clear, situation-based insight.

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Questions: 204 minutes

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

26,019 views

2,613 completions

2,128 likes

Verified by Daniel Hall

Psychologist with 25 years of experience

Scale Explorer

How the Scales are Structured

example score

11/20

Formal Hierarchy (FH)

Measures the extent to which a person relies on formal hierarchy, status, and role distance when managing others.

Flexible with hierarchy

Balanced formality

Strongly status-focused

0 – 6: Flexible with hierarchy | 7 – 12: Balanced formality | 13 – 20: Strongly status-focused

A score of 11 falls in the Balanced formality range, suggesting a generally respectful use of hierarchy without consistently emphasizing status or distance.

example score

11/20

Self-Oriented (SO)

Measures the extent to which a person’s management decisions are guided by personal goals, autonomy, and self-directed interests.

Low self-orientation

Balanced self-orientation

High self-orientation

0 – 4: Low self-orientation | 5 – 6: Balanced self-orientation | 7 – 20: High self-orientation

A score of 11 falls in the High self-orientation range, suggesting decisions are often driven by personal goals and independence while leading.

example score

5/20

People-Oriented (PO)

Measures how strongly a person prioritizes interpersonal relationships, collaboration, and participative decision-making in workplace situations.

Low

Moderate

High

0 – 4: Low | 5 – 6: Moderate | 7 – 20: High

A score of 5 falls in the Moderate range, suggesting a situational focus on maintaining relationships and involving others rather than a consistently strong collaborative orientation.

example score

7/20

Task Orientation (TO)

Measures task-and-result orientation, reflecting initiative, decision-making independence, and personal productivity at work.

Low

Moderate to high

0 – 6: Low | 7 – 20: Moderate to high

A score of 7 falls in the Moderate to high range, suggesting a generally business-focused approach with a tendency to prioritize tasks and results.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and Talent Assessors

41%OF USERS

Use it to quickly screen leadership candidates and compare decision-making priorities across applicants or incumbents.

New and Aspiring Managers

34%OF USERS

Take it to understand their default management style and where they may over-focus on tasks, people, self-interest, or hierarchy.

Leadership Coaches and L&D

25%OF USERS

Use it as a fast discussion starter in development programs to pinpoint growth areas and balance results with team dynamics.

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.

On official subordination (Oos)

Average

9.8

Normal range

6.4 — 13.2

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

About myself (Am)

Average

7.8

Normal range

5.3 — 10.3

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

About relationships with people (Arwp)

Average

13.8

Normal range

11.1 — 16.5

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

Let's get to work (Lgtw)

Average

9.3

Normal range

6.6 — 12

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

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SAMPLE QUESTIONS

Example Questions From the Test

- Without challenging the supervisor’s assignment, I would strictly observe the chain of command and suggest that the subordinate postpone their current work.
- It depends on how much authority the supervisor has for me.
- I would tell the subordinate that I disagree with the supervisor’s assignment and warn them that in similar situations in the future I will cancel tasks given to them without coordinating with me.
- In the interest of the work, I would suggest that the subordinate complete the work they have already started.
- I would start with the task from the person I respect more.
- I would start with the task that seems most important to me.
- I would complete the task from the higher-level manager first.
- I would complete the task from my direct supervisor.
- I should stop the conflict at work; resolving their interpersonal issues is their own personal matter.
- It is best to ask representatives of employee or community organizations to handle the conflict.
- First, try to understand the underlying reasons for the conflict and find a resolution that is acceptable to both.
- Identify who in the team is an authority figure for those involved, and try to influence them through that person.

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

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WHAT THE TEST MEASURES

About This Assessment

Workplace Situations Questionnaire Test - Symptoms and Signs

business

leadership style

This measure is designed to support the assessment of leadership decision-making and behavioral priorities in common work contexts. The Workplace Situations Questionnaire presents brief, job-relevant scenarios to elicit typical response tendencies.

It consists of 20 items and takes about 4 minutes to complete. Content is intended to differentiate patterns such as task/result focus, attention to team climate and relationships, self-interest orientation, and preference for formal hierarchy and rule adherence. The Workplace Situations Questionnaire is attributed to Edwin A. Locke and is commonly used as a structured prompt for discussing managerial style, strengths, and development needs in selection or coaching contexts.

Author: Edwin A. Locke

Literature: Spector, P. E. Job satisfaction: Application, assessment, causes, and consequences. SAGE Publications. 1997.