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Org culture questions

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  1. Organizational  Culture  Questions     Developed  by:  Vicki  Whiting,  Ph.D.     (Compliments  the  Organizational  Culture  Framework)     Vicki Whiting 7/7/11 10:22 AM   Deleted: ... [1]STRATEGIC  DIRECTION  This  section  will  focus  on  perceptions  about  the  general  mission,  overarching  goals,  and  collective  vision  of  our  organization.    Open-­‐ended  Question  What  is  our  organization’s  mission?    Mission    • It  is  clear  to  me  what  our  company  is  trying  to  accomplish.  • Our  purpose  drives  our  success  in  the  marketplace.  • I  feel  that  our  mission  sets  us  apart  from  our  competitors.    Goals  &  Objectives  • I  feel  that  our  organization  has  a  long-­‐term  purpose  and  direction.  • There  is  widespread  agreement  about  goals.  • We  consistently  pursue  actions  that  align  with  our  organizational  mission.  • We  are  consistent  in  tracking  our  progress  against  our  stated  goals.    Vision  • I  have  a  sense  of  what  the  organization  will  be  like  in  the  future.  • It  seems  as  though  our  organization  leaders  have  a  long-­‐term  perspective.  • The  organization’s  vision  creates  excitement  and  motivation  for  me.  • I  believe  that  short-­‐term  demands  can  be  met  without  comprising  our  vision.          Prepared  for  Our  organization  by  Summit  Business  Consultants  (2011).   1    
  2. ORGANIZATIONAL  ALIGNMENT  This  section  focuses  on  your  perceptions  of  working  with  others  and  your  overall  connectedness  to  the  organization.    Coordination  • People  from  different  parts  of  the  organization  are  committed  to  a  common   purpose.  • It  is  easy  to  coordinate  projects  across  different  parts  of  the  organization.  • I  enjoy  working  with  people  in  other  departments.  • My  work  is  valued  by  those  working  in  different  areas  of  the  organization.    Agreement  • I  feel  comfortable  expressing  an  opposing  idea  or  opinion.  • When  disagreements  occur,  we  work  hard  to  achieve  “win-­‐win”  solutions.  •  We  can  reach  consensus,  even  on  difficult  issues.  • My  manager  encourages  me  to  speak  up.    Values  • Our  leaders  and  managers  demonstrate  the  type  of  behavior  that  they  desire   within  the  organization.  • There  is  a  clear  and  consistent  set  of  values  that  governs  the  way  we  do   business.  • There  is  an  ethical  code  that  guides  our  behavior  and  tells  us  right  from  wrong.  • I  am  proud  to  be  part  of  this  organization.  • Employees  in  my  organization  share  similar  levels  of  commitment.        Prepared  for  Our  organization  by  Summit  Business  Consultants  (2011).   2    
  3. EMPLOYEE  ENGAGEMENT  This  section  of  the  survey  will  focus  on  your  perceptions  related  to  how  you  feel  about  your  contributions  to  the  organization.    Empowerment  •  I  have  the  necessary  information    needed    to  do  my  job.  • My  work  adds  value  to  the  organization.  • I  feel  that  I  am  involved  in  the  business  planning  process  to  the  appropriate   degree.    Team  Orientation  • I  feel  as  if  I  am  part  of  a  team  at  work.  • Teamwork  is  used  to  get  work  done.    • My  personal  contributions  are  acknowledged.    • Work  is  organized  so  that  I  can  see  the  relationship  between  my  job  and  the   goals  of  the  organization..    Capability  Development  • The  organization  invests  in  my  skill  development.  • I  receive  adequate  training  to  do  my  job.  • My  education  and  expertise  is  viewed  as  important.    • I  feel  that  respect  is  shown  for  a  diverse  range  of  opinions,  ideas,  and  people   within  the  organization.        Prepared  for  Our  organization  by  Summit  Business  Consultants  (2011).   3    
  4. ORGANIZATIONAL  AGILITY  This  section  of  the  survey  will  focus  on  your  perceptions  about  how  the  organization  handles  change,  learning  and  external  customer  relationships.      Change  Practices  • I  like  the  way  the  organization  adapts  and  changes  as  necessary.  • New  and  improved  ways  to  do  work  are  continually  adopted.  • The  organization  adapts  effectively  to  outside  influences.    Organizational  Learning  • We  view  failure  as  an  opportunity  for  learning  and  improvement.  • Innovation  and  risk  taking  are  encouraged  and  rewarded.  • Learning  is  an  important  objective  in  my  day-­‐to-­‐day  work.    Customer  Focus  • External  customer  input  directly  influences  my  decisions.  • I  am  encouraged  to  respond  to  internal  customers.  • I  have  a  deep  understanding  of  customer  needs  and  wants.  • The  interests  of  the  customer  are  at  the  heart  of  our  decision-­‐making   processes.  • To  ensure  impeccable  customer  service,  we  are  encouraged  to  have  direct   contact  with  customers.        Prepared  for  Our  organization  by  Summit  Business  Consultants  (2011).   4    
  5.  ORGANIZATIONAL  COMPONENTS  This  section  of  the  survey  will  focus  on  your  perceptions  about  how  the  organizational  culture  integrates  into  hiring,  retention  and  promotion  practices.      Hiring  Practices  • People  are  hired  with  values  that  are  consistent  with  our  organization.  • Those  hired  have  the  skills  necessary  to  perform  their  job.  • I  enjoy  working  with  the  individuals  that  our  organization  hires.    Retention  Practices  • Management  builds  on  employee  strengths.  • Management  behaviors  encourage  me  to  want  to  come  to  work.  • I  feel  like  I  am  a  valued  member  of  my  company’s  team.    Promotion  Practices  • I  know  what  I  need  to  do  to  be  promoted.  • My  contributions  are  recognized  by  my  manager.  • I  feel  that  promotions  are  fair  and  equitable.    OPEN-­‐ENDED  QUESTION  • Do  you  have  anything  else  that  you  would  like  to  say?    Prepared  for  Our  organization  by  Summit  Business  Consultants  (2011).   5    

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