Workplace Influence Type Quiz

20 Questions | Total Attempts: 81

Workplace Quizzes & Trivia

This quiz is designed to measure your workplace effectiveness based on the your approach to critical relationships at the Supervisor, Peer, and Subordinate levels. Answering the questions honestly will help improve the accuracy of your results and provide some insight into how you may be viewed relationally within your organization.


You May Get

The Lone Wolf

The Lone Wolf generally fosters effective relationships at the subordinate and supervisory levels, but may not focus on peer-level relationships.  The Lone Wolf, while often perceived as an effective leader, may be open to subversive actions from peers that feel threatened by their general effectiveness.   Additionally, the Lone Wolf type may miss out on the amplifying effects that collaboration offers at the peer level.  If this reminds you of you, take a look at your peer relationships and make a concerted effort to build bridges! Discover more at www.victorytechinstitute.com    Copyright 2013 Victory Tech

The Freelancer

The "Freelancer" typically enjoys effective relationships at the subordinate and peer level.  Their weakness may lie in either negative relationships with supervisors, or a simple lack of a solid connection with supervisors.  The Freelancer, runs the risk of being viewed by supervisors as someone is off on their own.   Stronger supervisors that recognize solid work, may appreciate this, but in general, supervisors may feel threatened by the freelancer - after all, if the supervisor feels they are unnecessary, they may view the freelancer as gunning for their job.  If this sounds like you, perhaps you should set up regular meetings with the boss, and find ways to include them in your work activities. Discover more at www.victorytechinstitute.com Copyright 2013 Victory Tech

The Climber

The Climber fosters solid relationship with supervisors and peers, but may be viewed as too tough, unsupportive, or unavailable by subordinates.  Solidifying solid peer and supervisory relationships is a smart move for upward mobility so long as poor or neglected relationships with subordinates do not lead to subversive activities.  If you're not sure about how your team feels about you, maybe it's time to find out.  Showing appreciation, being engaged, and supporting their development and aspirations are all effective ways to strengthen not only your subordinate relationships, but improve morale and productivity.  If this sounds like you, perhaps its time to reach out to those workers that are making your career climb possible. Discover more at www.victorytechinstitute.com Copyright 2013 Victory Tech

The Politico

The Politico generally focuses on supervisory relationships to the exclusion of others.  After all, the supervisor signs performance evaluations and makes sure the pay check is cut.  Peer and subordinate relationships are tough to develop and maintain effectively, but neglecting them, or damaging them can lead to a multitude of workplace issues.   The Politico is often viewed as a ladder climber, but, unlike other types that develop additional tier relationships, they are more frequently viewed as "working the system" - ie. the office politician.  Having strong supervisory relationships is a smart move, but is very insulary in nature.  If this sounds like you (and this is a tough one to come to grips with), spending some time finding ways to help peers and subordinates reach their own goals is a good first step. Discover more at www.victorytechinstitute.com Copyright 2013 Victory Tech

The Martyr

The Martyr is hanging on to their job because their team values and appreciates them.  Often, the Martyr type has created their own separation between supervisors and peers (though it may simply be neglect or lack of time developing these relationship).  The Martyr takes the hits for their subordinates, usually, backing them up, fighting for resources, or other needs they may have or express.   Unfortunately, the Martyr is open to considerable danger from lack of supervisory and peer support that can lead to being cut out of projects, goals, and other critical activities.  Obtaining the Martyr type reputation is generally not something that comes over night - it takes a few battles.  If this sounds like you, take a look at your subordinate relationships to be sure that you aren't so solicitive that you have lost real leadership power with them.  Find ways as well to restore communication with peers and supervisors, which ultimately will help your team more than any of your own personal efforts, as each team member is likely flagged by your reputation in the organization. Discover more at www.victorytechinstitute.com     Copyright 2013 Victory Tech

The Socialite

The Socialite generally enjoys solid peer relationships, both on a professional and social level.  While this type is more indicative of first-time managers in larger organizations, the socialite type is not exclusive to large corporate settings.  Often, the socialite type has had limited time to create solid working rapport with supervisors and subordinates, but if this is not the case, then the socialite is in considerable danger of being cut out of the conversation by either supervisors or subordinates who feel they are not adequately connected to what is going on.  If this sounds remotely like you, you may not be fully aware of the condition of your relationships with supervisors or peers.  It might be time to slow-down the socializing and re-engage with your team and supervisors before you become an unnecessary part of the equation. Discover more at www.victorytechinstitute.com     Copyright 2013 Victory Tech

Fired

Fired. This title type pretty much sums it up.  If your relationships are weak at every level, you are either brand-new to the job, or very vulnerable.  Perhaps your skills are strong enough to keep you employed, or there are not decent options with which to replace you, but if you are either unaware or have actively negative or neutral relationships at every level, you would be wise not only to take some corrective steps immediately, but probably consider other employment options. Discover more at www.victorytechinstitute.com     Copyright 2013 Victory Tech

Effective

Effective: Congratulations!  If you answered honestly, then it looks like your relationships at every level are either solid or effective.  Keep working on improving those working relationships and finding new ways to demonstrate your value to them and to the organization.  You are the kind of rising star that organizations want to retain and advance, so perhaps a little personal reflection time is due to discover what your own goals and desires are.  Go for it! Discover more at www.victorytechinstitute.com     Copyright 2013 Victory Tech
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Questions and Answers
  • 1. 
    I feel my suggestions are taken seriously and that I am given the resources I need to succeed.
    • A. 

      Yes

    • B. 

      No - I don't speak up often in manager settings

    • C. 

      No - I don't have resources and am not generally appreciated by my boss

  • 2. 
    I am able to meet my job requirements and complete projects that are assigned to me and my team.
    • A. 

      Yes, I generally exceed my deadlines and come in under cost estimates

    • B. 

      Yes, but sometimes I need to request additional resources or time

    • C. 

      No, unfortunately I don't have the right talent on my team at the moment

    • D. 

      No, the expectations of my supervisory exceed the limited resources and tools I have

  • 3. 
    I am generally the best at what I do.
    • A. 

      Yes, especially among my peers

    • B. 

      Yes, that's why I was given leadership over my team

    • C. 

      I think there are a number of talented people around me and on my team.

    • D. 

      Yes, and my boss gives me extra leeway to do what I need to do.

    • E. 

      Yes, and my team appreciates my expertise and comes to me for advice

    • F. 

      I'm not the best, but I'm effective

    • G. 

      I'm not the best, but I have the best team working for me.

  • 4. 
    That TV show called "The Office"  that's my workplace.
    • A. 

      Yes - because I have a boss that is totally incompetent

    • B. 

      Yes - because my peers spend way too much time doing non-work things

    • C. 

      Yes - because my subordinates don't support me

    • D. 

      No

    • E. 

      I don't know, I don't really pay that much attention to the work environment

    • F. 

      I've never heard of that TV show.

  • 5. 
    I often wonder what my boss (supervisor) is thinking or planning.
    • A. 

      Yes, they do not communicate well or often

    • B. 

      Yes, I would rather just avoid asking

    • C. 

      No, my supervisor communicates well

    • D. 

      Yes, because I am driving the work, not my boss

    • E. 

      No, they micro-manage way too much

  • 6. 
    In general, workers do not want to work, they must be motivated through rewards and discipline.
    • A. 

      Yes, I totally agree

    • B. 

      Yes, but I rarely find myself needing to discipline anyone

    • C. 

      I disagree, people generally want to work and want to be successful

    • D. 

      Yes, and it is best to start by being demanding because it is easier to loosen up than to have to increase disciplinary measures.

    • E. 

      Workers need discipline and rewards, but not because they do not want to work, usually they just need to understand the bigger picture.

  • 7. 
    I am able to relax around my peers at work
    • A. 

      Yes, and I regularly confide in them, or ask their opinions

    • B. 

      Yes, we do a lot of social activities together

    • C. 

      Yes, though we probably gossip a little too much about our subordinates or bosses.

    • D. 

      I really don't know them that well

    • E. 

      No, but there is no tension or competitive feelings

    • F. 

      No, I simply don't trust them

    • G. 

      No, one of my peers (or more) has actively tried to sabotage me.

  • 8. 
    The best way to succeed at work is to empower the team working for you.
    • A. 

      Yes, I totally agree

    • B. 

      Yes, as long as you don't become too socially engaged or "familiar"

    • C. 

      This is one key to being successful at work, not necessarily the best

    • D. 

      Yes, and then you need to protect them from supervisors or other departments

    • E. 

      No, the best way to succeed is to make sure they're doing their job well.

  • 9. 
    I find myself having to repeat myself in order to get what I need or want.
    • A. 

      Yes, my subordinates need a lot of attention and direction

    • B. 

      Yes, I have to fight for resources and time from supervisors

    • C. 

      No, I generally get what I want out of my team

    • D. 

      No, I generally get what I need from my peers or superiors

    • E. 

      Even asking multiple times doesn't work, nobody listens to me and sometimes they forget to include me in meetings or discussions.

  • 10. 
    When people want the truth, or need help, they come to me for the answers.
    • A. 

      Yes, not because of office politics, but because I make myself available and am willing to help.

    • B. 

      Yes, I'm the one stop shop for getting things done.

    • C. 

      Not for resources, but I always know what's going on in the office.

    • D. 

      Not for gossip, but I can get things done.

    • E. 

      No

    • F. 

      No, in fact, my supervisor's open door policy has cut me off from my team

  • 11. 
    I'm the one in the organization that gets stuck with all the problems.
    • A. 

      Yes, because I'm the only one that can solve them

    • B. 

      Yes, because everyone else is dysfunctional

    • C. 

      I get my fair share, but I'm not the only one.

    • D. 

      No, I make sure that I and my team get the best projects

    • E. 

      No, in order to succeed, you need to be involved in useful high visibility projects, I leave the rest for others.

    • F. 

      Yes, I and my team are constantly having to pick up the worst jobs, or fix things

  • 12. 
    Change is good and it is necessary to remain competitive.
    • A. 

      No, change for the sake of change is ineffective

    • B. 

      Yes, I totally agree

    • C. 

      Change may be good, but not the kind we experience in our work environment

    • D. 

      Change is overrated. We should be regularly improving to limit the need for big "changes"

    • E. 

      Change means the boss is back and probably bored

  • 13. 
    The role of supervisors is primarily to provide vision and resources for the organization.
    • A. 

      Yes - totally agree

    • B. 

      Yes, and to resolve conflict when it arises

    • C. 

      No, supervisors need to be the best and most effective at the jobs they supervise.

    • D. 

      Yes, and they need to get out of the way of those that are doing the real work.

  • 14. 
    Peer relationships are most important for ....
    • A. 

      Enjoying all the time you have to spend at work.

    • B. 

      Getting the resources you need to do your job

    • C. 

      They really aren't that important

    • D. 

      For knowing who your competition is for promotion and rewards

    • E. 

      For knowing what people are really saying about you.

  • 15. 
    Work is work ... that's why it's called work.
    • A. 

      Yes, totally agree

    • B. 

      No, work needs to have some fun in it because we spend so much time there

    • C. 

      No, if you hate your job, get out of it, you should only do what you enjoy

    • D. 

      Yes, it won't be any better anywhere else, so best to keep your head down

    • E. 

      Work is work, but that doesn't mean it can't also be enjoyable. A positive workplace environment is critical to productivity and success.

  • 16. 
    At work I would be better off if...
    • A. 

      My supervisors all went on vacation, they just slow me and my team down.

    • B. 

      My peers would quit socializing and get back to work.

    • C. 

      My team would understand how important their work is to my career

    • D. 

      I think I'm doing fine the way things are.

    • E. 

      My boss would get off my back and be more realistic

    • F. 

      I had a different job, or worked somewhere else

  • 17. 
    I have a best friend at work.
    • A. 

      Yes

    • B. 

      No

  • 18. 
    I would rate my current relationship with my boss (and/or other supervisors):
    • A. 

      Excellent: They love me and regularly offer praise for my work

    • B. 

      Effective: I don't have any problems of which I'm aware and I receive positive reviews

    • C. 

      Neutral: We're not friends or enemies, I just don't interact too much.

    • D. 

      Negative: My supervisor and I generally don't see eye to eye.

  • 19. 
    I have succesfully helped one of my subordinates (or more) reach a personal goal (or work toward achieving a goal) within the last 30 days.
    • A. 

      Yes

    • B. 

      No - they have not expressed interest

    • C. 

      No - we are way too busy

  • 20. 
    I am socially engaged with peers, we go to lunch together or will meet after work or on weekends.
    • A. 

      Yes - but not too frequently

    • B. 

      Yes - my work peers are my friends

    • C. 

      No - I don't know any of them well enough

    • D. 

      No - I don't get along with any of my peers

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