Oregon State University ED 530 Fall 2000 Cultural Assessment Assignment

by John Inman

The purpose of a cultural assessment tool is to specifically try to get a read on what you think the culture is at PlaceWare, not how you feel about it. In other words, as you look at the questions, simply click on your first impression. No need to be more reflective than that. If you were to answer how you feel, that is a job satisfaction measure and I am not working on that.

During this course, I am to learn how to write and execute an effective cultural assessment, then learn how to analyze the results and report on that analysis. This assessment survey is my first attempt at developing an assessment tool and is based on the current literature on the topic. The results of this survey are to be used only for my course and will be critiqued and analyzed by my professor and cohort for validity giving me the feedback I need to build a more effective tool.

If you choose to fill this out for me, no individual identification is collected. Your help is greatly appreciated. The assessment should take about 5 minutes to click through. Not a bad project for lunch. :-) I need you to finish this and submit by October 27 for me if you choose to help. Thank you.

Cultural Assessment Survey of PlaceWare

Home office Location (where you report):
Portland    Mt. View    Europe    (Cohort Try)

Organizational Attributes:

  1. Clarity/Direction: The degree to which the unit is clear on its mission, objectives, and actions
    Low    Medium Low    Medium    Medium High    High

  2. Individual Initiative: The degree of responsibility, freedom, and independence that individuals have
    Low    Medium Low    Medium    Medium High    High

  3. Risk Tolerance: The degree to which employees are encourage to be aggressive, innovative, and risk seeking
    Low    Medium Low    Medium    Medium High    High

  4. Integration: The degree to which units within the organization are encourage to operate in a coordinated manner
    Low    Medium Low    Medium    Medium High    High

  5. Management Support: The degree to which managers provide clear communication, assistance and support to the team members that report to them
    Low    Medium Low    Medium    Medium High    High

  6. Control: The number of rules and regulations, and the amount of direct supervision that is used to oversee and control team member behavior
    Low    Medium Low    Medium    Medium High    High

  7. Identity: The degree to which members identify with the organization as a whole rather than with their particular work group or field of professional expertise
    Low    Medium Low    Medium    Medium High    High

  8. Reward System: The degree to which reward allocations (that is, salary increases, promotions) are based on employee performance criteria in contrast to seniority, favoritism, and so on
    Low    Medium Low    Medium    Medium High    High

  9. Conflict Tolerance: The degree to which employees are encouraged to air conflicts and criticisms openly
    Low    Medium Low    Medium    Medium High    High

  10. Communication Patterns: The degree to which organizational communications are restricted to the formal hierarchy of authority (can you get to anyone and get a response without going through boss)
    Low    Medium Low    Medium    Medium High    High

How do employees learn culture:

  1. Formal vs. Informal: Specific orientation and training programs are formal and informal would be where an employee is put directly in a job with little or no special attention
    Orientation Formality is:
    Low    Medium Low    Medium    Medium High    High

  2. Individual or Collective: Socialization is done individually or is done in a group setting with other new hires
    Collective Socialization  is:
    Low    Medium Low    Medium    Medium High    High

  3. Fixed vs. Variable: Is the time period for new team member to go form an outsider to an insider done in a fixed period of time or is the transition unscheduled and variable
    Fixed period  transition is:
    Low    Medium Low    Medium    Medium High    High

  4. Serial vs. Random: Role models or mentors are assigned in a serial socialization or withheld in random socialization
    Serial socialization is:
    Low    Medium Low    Medium    Medium High    High

  5. Investiture vs. Divestiture: Team members qualities and qualifications are confirmed and supported vs. organization trying to shape new team member into the proper role (like a pledge) as in divestiture. 
    Divestiture is:
    Low    Medium Low    Medium    Medium High    High

Organizational Personality Style (very much like individual personality style)

  1. Pace: Is PlaceWare a fast paced or slow paced organization?
    Pace is:
    Slow    Medium Slow    Medium    Medium Fast    Fast

  2. Formality: Is PlaceWare a formal or an informal organization?
    Formality is:
    Low    Medium Low    Medium    Medium High    High

  3. Responsiveness: Is PlaceWare a relationship (high responsive) or a task focused organization (low responsive)?
    Responsiveness is:
    Low    Medium Low    Medium    Medium High    High

  4. Dominance: Does PlaceWare attempt to be in a dominate or supportive role?
    Dominance is:
    Low    Medium Low    Medium    Medium High    High

  5. Risk: Does PlaceWare take risks or is it risk adverse?
    Risk aversion is:
    Low    Medium Low    Medium    Medium High    High

  6. Directness: Is PlaceWare direct in its communications or indirect?
    Directness is:
    Low    Medium Low    Medium    Medium High    High

Thank you so much for taking the time to help me out on my project. If you have questions I have not answered please let me know.