The two dimefnsions measured by this questionnaire are defined as follows:

Consideration (C) reflects the extent to which an individual is likely to have job relationships with subordinates characterized by mutual trust, respect for their ideas, consideration of their feelings, and a certain warmth between the individual and them. A high score is indicative of a climate of good rapport and two-way communication. A low score indicates the individual is likely to be more impersonal in relations with group members.

Structure (S) reflects the extent to which an individual is likely to define and structure his or her own role and those of subordinates toward goal attainment. A high score on this dimension characterizes individuals who play a very active role in directing group activities through planning, communicating information, scheduling, criticizing, trying out new ideas, and so forth. A low score indicates the individual is likely to be relatively inactive in giving direction in these ways.

An important research finding is that these dimensions are independent. This means that supervisors may be high on both dimensions, low on both, or high on one and low on the other.

The LOQ has been used in a wide variety of organizations. These include industrial and business organizations, educational institutions, hospitals and nursing schools, research and development laboratories, military organizations, and various governmental institutions. Studies with the LOQ have been carried out in a number of foreign countries, including Sweden, India, Japan, Israel, Brazil, the Netherlands, Germany, England, Canada, France, and Norway.

In a number of management programs, the LOQ has been used to provide trainees insight into their own management patterns and feedback at an early stage in the course, as well as gaining their interest and participation. This has proved useful in courses ranging from first-line surpervisory training, to middle management training, to training of high-level executives. For example, this method has been used with nursing supervisors and hospital administrators in health care organizations; with engineering managers in electronics firms; with R & D managers in a variety of high tech companies; and with school administrators and in college courses in management in a variety of educational institutions. The LOQ is also used frequently by consultants in their manager training workshops.