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.
Home office Location (where you report): Portland Mt. View Europe (Cohort Try)
Clarity/Direction: The degree to which the unit is clear on its mission, objectives, and actions Low Medium Low Medium Medium High High
Individual Initiative: The degree of responsibility, freedom, and independence that individuals have Low Medium Low Medium Medium High High
Risk Tolerance: The degree to which employees are encourage to be aggressive, innovative, and risk seeking Low Medium Low Medium Medium High High
Integration: The degree to which units within the organization are encourage to operate in a coordinated manner Low Medium Low Medium Medium High High
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
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
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
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
Conflict Tolerance: The degree to which employees are encouraged to air conflicts and criticisms openly Low Medium Low Medium Medium High High
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
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
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
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
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
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
Pace: Is PlaceWare a fast paced or slow paced organization? Pace is: Slow Medium Slow Medium Medium Fast Fast
Formality: Is PlaceWare a formal or an informal organization? Formality is: Low Medium Low Medium Medium High High
Responsiveness: Is PlaceWare a relationship (high responsive) or a task focused organization (low responsive)? Responsiveness is: Low Medium Low Medium Medium High High
Dominance: Does PlaceWare attempt to be in a dominate or supportive role? Dominance is: Low Medium Low Medium Medium High High
Risk: Does PlaceWare take risks or is it risk adverse? Risk aversion is: Low Medium Low Medium Medium High High
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.