This survey, to be completed by each department manager, will help you determine the type of organizational climate that your work group needs to maximize productivity and customer service.
Your responses should reflect the type of climate that your group needs, not the type of climate that currently exists in your work group.
You will receive feedback comparing your responses to these questions (your definition of desired climate) with a summary of the responses of your work group (the actual climate, as perceived by them). This will enable you to compare what you want with what your employees perceive you have.
The results are for your use only. The more candidly you can answer these questions, the more valuable the results will be.
Definitions:
- DA: Definitely agree
- A: Agree
- D: Disagree
- DD: Definitely disagree
| DA | A | D | DD | ||
|---|---|---|---|---|---|
|
1 |
It is important that employees have a clear idea of what they are supposed to do. |
1 |
2 |
3 |
4 |
|
2 |
Employees should really care about what happens to this company. |
1 |
2 |
3 |
4 |
|
3 |
The company should set very high standards of performance. |
1 |
2 |
3 |
4 |
|
4 |
I should check everything my employees do. |
4 |
3 |
2 |
1 |
|
5 |
Employees ought to be criticized if they make a mistake. |
4 |
3 |
2 |
1 |
|
6 |
A warm feeling should exist between management and employees. |
1 |
2 |
3 |
4 |
|
7 |
Things should be pretty organized around here. |
1 |
2 |
3 |
4 |
|
8 |
It is important that employees feel what they do is important to the success of the company. |
1 |
2 |
3 |
4 |
|
9 |
Employees should feel continually pressured to improve their performance. |
1 |
2 |
3 |
4 |
|
10 |
I should encourage employees to take on increased responsibility. |
1 |
2 |
3 |
4 |
|
11 |
We ought to have a promotion system that helps the best person rise to the top. |
1 |
2 |
3 |
4 |
|
12 |
I should give support to my employees when things get tough. |
1 |
2 |
3 |
4 |
|
13 |
Employees should understand the objectives of the company. |
1 |
2 |
3 |
4 |
|
14 |
It is important that my employees and I agree on what good performance means. |
1 |
2 |
3 |
4 |
|
15 |
Standards should be set that are so high that employees should expend maximum effort to reach them. |
1 |
2 |
3 |
4 |
|
16 |
Employees should be rewarded for sticking their necks out. |
1 |
2 |
3 |
4 |
|
17 |
Employees ought to be rewarded in proportion to how well they do. |
1 |
2 |
3 |
4 |
|
18 |
Employees should trust management. |
1 |
2 |
3 |
4 |
|
19 |
Employees should understand the policies of the company. |
1 |
2 |
3 |
4 |
|
20 |
Employees should feel that what is expected of them is fair. |
1 |
2 |
3 |
4 |
|
21 |
There should be people in the work group who do not have enough to do. |
4 |
3 |
2 |
1 |
|
22 |
It is important that I trust the individual judgment of employees. |
1 |
2 |
3 |
4 |
|
23 |
I should recognize good performance pretty quickly. |
1 |
2 |
3 |
4 |
|
24 |
My employees should perform as a team. |
1 |
2 |
3 |
4 |
|
25 |
Employees ought to have jobs thoroughly explained to them. |
1 |
2 |
3 |
4 |
|
26 |
Employees should have a say about decisions that affect their jobs. |
1 |
2 |
3 |
4 |
|
27 |
It is important that management sets challenging goals. |
1 |
2 |
3 |
4 |
|
28 |
Employees should be able to start projects they think are important. |
1 |
2 |
3 |
4 |
|
29 |
Employees should be rewarded for doing good work. |
4 |
3 |
2 |
1 |
|
30 |
Employees should want to encourage their friends to get a job here. |
1 |
2 |
3 |
4 |
|
31 |
Things should be well planned and organized. |
4 |
3 |
2 |
1 |
|
32 |
I ought to give my employees information about their performance. |
1 |
2 |
3 |
4 |
|
33 |
I should push my employees to do a better job. |
4 |
3 |
2 |
1 |
|
34 |
I should encourage my employees to think for themselves. |
1 |
2 |
3 |
4 |
|
35 |
I should criticize my employees when they do something wrong. |
4 |
3 |
2 |
1 |
|
36 |
It is important that employees feel a great deal of loyalty to this organization. |
1 |
2 |
3 |
4 |
Scoring
Questions 1, 7, 13, 19, 25 and 31 are concerned with clarity; 2, 8, 14, 20, 26 and 32 deal with commitment; 3, 9, 15, 21, 27 and 33 cover standards; 4, 10, 16, 22, 28 and 34 are about the level of responsibility; recognition is covered by questions 5, 11, 17, 23, 29 and 35; and teamwork is dealt with in questions 6, 12, 18, 24, 30 and 36.
Score the responses and add up the tallies. On each scale there is a maximum score of 24 and a minimum score of 6.
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