| Organizational culture is a system of shared meaning held by members that distinguishes the organization from other organizations. This system of shared meaning is a set of key characteristics that the organization values. This creates a shared understanding of how things are done in the organization. |
| A relatively stable picture of the organization's personality shared by its members. Cultures are usually shaped in the organization's early days, often by its earliest leaders. Everyday customs and rituals both reflect the culture and continue to shape it. |
| So the bottom line is how do we do things around here; do work, relate to people, relate to the market, what do we value, how do we grow and learn. |
The purpose of a cultural assessment tool is to specifically try to get a read on what you think the culture is at your organization, 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.
The results of this survey are to be used to help identify the cultural attributes of your organization and then to make recommendations on how to improve the culture to help develop a learning organization. Please note that the questions are blocked into units that have similar attributes and that some questions in other blocks may be similar but are intended to try to discover different things about the culture of your organization.
If you choose to fill this out for me, no individual identification is collected. Your help is greatly appreciated. The assessment should take about 10 minutes or so to click through. Not a bad project for lunch. :-) Thank you.
Home office Location (where you report):
Portland
Mt. View Europe
(Cohort Try)
Clear
Direction:
Is the direction your organization is heading and the reasons for it
heading that way clear?
Very Clear
Pretty
Clear Clear
Medium
Clear Not
Clear
Personal
Freedom to Act: Do you have a lot of freedom to make decisions and act
on them?
Lot's
Fair
Amount Average
Fairly
little Very
Little
Personal
Freedom to Risk: Are you encouraged to be aggressive and take risks?
Highly
Medium High
Medium
Fairly
Little Very
Little
Department
Coordination:
Are the different departments within your organization encouraged to work
closely together?
Highly
Medium High
Medium
Fairly
Little Very
Little
Management
Support: How much do managers provide clear communication,
assistance and support to the team members that report to them?
Lot's
Fair
Amount Average
Fairly
Little Very
Little
Micro
Management: Are you closely watched by your supervisor and need to
follow lots of rules and regulations?
Highly
Medium High
Medium
Fairly
Little Very
Little
Company Team
Membership: Do you feel more like a close family member to the company
than you do to your work team?
Lot's
Fair
Amount Average
Fairly
Little Very
Little
Recognized for
Performance: Are you recognized and rewarded for your performance more
than for internal politics and favors?
Always
Most of the
time On
average Sometimes
Never
Conflict
Resolution: Do people usually come together to solve their own
problems and arguments rather than have someone help?
Always
Most of the
time On
average Sometimes
Never
Open Door
Policy: Can you go to anyone in the organization for help rather than
having to always go through channels?
Always
Most of the
time On
average Sometimes
Never
Learning
Structure: Are you given a structured and formal training plan or do
you go into your job with the expectation that you will learn on the job?
High
Structure Fair
Amount Average
Fairly
Little Little
Structure
Self Study: Are
you part of a class setting with lots of other team members when you learn
rather than individual learning?
Always
Most of the
time On
average Sometimes
Never
Time to get
it: Is everyone expected to be trained within a fixed period of time
rather that learn at own pace?
Always
Most of the
time On
average Sometimes
Never
Mentors:
Are you assigned a mentor or role model when you enter the organization
rather than simply expected to get it on your own?
Always
Most of the
time On
average Sometimes
Never
Respect for
your abilities: Were you hired for your knowledge, skills and
attributes rather than expected to mold to a preexisting model?
Highly
respected Medium
High Medium Respect
Medium
Low Expected
to mold
Pace: Is
your organization a fast paced or slow paced organization?
Go get em Some
urgency Were
Moving Don't
rush me In my
sweet time
Committees:
Are decisions a committee affair or do individuals take action?
Go get em
People usually act
Sometimes in group
Usually in group
Don't move without
others
Social:
We are like a family and invest lots of time supporting each other.
Always
Most of the
time On
average Sometimes
Never
Task: Our
noses are to the grind stone and we do not fool around.
Always
Most of the
time On
average Sometimes
Never
Failure
Accepted: Failure is looked on as an opportunity to learn and grow
rather than hidden or used as a reason for personal punishment.
Always
Most of the
time On
average Sometimes
Never
Try and Test:
Team members are expected to try new ideas and push the envelope of the
way it is done here.
Always
Most of the
time On
average Sometimes
Never
Processes:
We have discovered how to integrate in new ways of doing things and have
created processes so that we can repeat and improve our successes.
Always
Most of the
time On
average Sometimes
Never
Empowerment: We
are encouraged to study, learn, explore and use this ever increasing level
of personal power to build ourselves and the organization.
Always
Most of the
time On
average Sometimes
Never
Empathy: When
others are having difficulties or searching for resources, people in this
organization actively look for ways to provide help.
Always
Most of the
time On
average Sometimes
Never
Assessment: We
assess personal and organizational performance on a regular basis and use
the results to make improvements to performance.
Always
Most of the
time On
average Sometimes
Never
Persistence: Team
members see their missions through to completion even if there are
roadblocks and resource limitations.
Always
Most of the
time On
average Sometimes
Never
Sense of
Urgency: In our company, there is passion for improving the ability to
serve and deliver value to customers inside and outside of the
organization.
Always
Most of the
time On
average Sometimes
Never
Vision Driven:
In our company, team members make decisions that drive all performance
to fulfill our mission, vision, goals, and objectives.
Always
Most of the
time On
average Sometimes
Never
Ownership of
End Result: Team members in our company listen to each other and work
together to create the best idea to solve the problem: i.e. ownership of
end result rather than means to get there.
Always
Most of the
time On
average Sometimes
Never
Trust: Leaders
are able to lead and followers follow without reservation because in our
organization, all people are treated with courtesy and respect building
strong bonds of trust.
Always
Most of the
time On
average Sometimes
Never
Sense of
Balance: In our organization, we understand that there is life outside
of business. People to not sacrifice themselves for the organization. Martyrs
do not serve the long term best interest of the team or the organization.
Always
Most of the
time On
average Sometimes
Never
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.