Organizational Culture Questionnaire New

Organizational Culture Questionnaire Purpose: We are the students of Islamia College, we are conducting research on organizational culture and we assure you that your information will be kept personal. This survey is conducted to obtain information that will help my report on “organizational culture ” and I also wanted to identify the wants and needs of organization’s employees.

ch oice of responses. Please check the response that how you feel Instructions: Each statement is followed by a choice about each statement. Please tick any option. Now on to the survey: Please fill in the following details: Name of the respondent:

______________

Department:

______________

Date of filling the questionnaire: ______________

i.

Demographics of post occupied: a. Department manager  b. Agents c. Lower manager\ Executive d. Lower staff\ Clerks

ii.

Length of service with the current organization: a. Less than 6 months  b. 6 –  12  12 months c. 1 –  3  3 years d. More than 3 years

iii.

Age: a. Less than 25 years  b. 25 –  25 –  40  40 years c. More than 40 years

iv.

Gender: a. Male  b. Female

v.

Educational qualifications: a. Secondary school  b. Degree\ Diploma c. Post-graduation

Two options provided for the next questions bellow will count as: (1) Yes

(2) No Questionnaire on the Organizational Culture

A. Organizational Decisions\ Communication (Manager) \ Employee’s engagement: (1)

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(2)

My manager is willing to share decision making power with employees I have input into organizational decisions I have freedom to take important decisions regarding my work My organization communicates effectively with employees My organization shares information with others who should know it There is a two way communication between employer and employee My manager\ supervisor give me regular feedback I feel free to ask advice from my manager\ supervisor I feel that my organization values my opinion Everyone’s contribution is noted and respected by the organization Management uses the employees feedback to continues growth and development My personal job performance is important to the success of my organization

B. Teamwork\ Colleagues\ Peer communication:

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(1)

(2)

(1)

(2)

There is a good team work and cooperation in my organization Employees in my team cooperate with each other to get the task done Sufficient encouragement is provided by teammates at work Team meetings are conducted regularly Team success is celebrated as a group achievement I am happy to be working in team than alone Everyone is encouraged to participate in teams\ groups All the information is shared equally in the department

C. Job Factors\ Control\ Demands\ Role Clarity:

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I have clear understanding of the goals and objectives I have no doubt on what I am expected to do on my job I am encouraged to develop new and more efficient ways to do my work The level of work responsibility given to me is appropriate The responsibility is to perform multi tasks in my department I know what is expected of me during my job\ work done I understands day to day objectives of my department

D. Recognition\ Compensation: (1)

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(2)

I think my performance is evaluated fairly Employee recognition plans regularly followed If I feel underpaid, I can discuss my feelings with my supervisor\ manager My organization will promote within before looking for employees externally My job at current position is permanent and secure There is regular supervision from my supervisor regarding my work There is competition among team members regarding credit and promotion There is great opportunity to learn from my work at There is an opportunity to career growth at My job gives me professional growth and advancement in my future As a whole, I am satisfied with my organization’s culture

E. Change and Myth: (1)

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Is change is necessary in the organization? Do we prepare a road map for the change? Can we communicate why change is happening? Is there are some barriers and implications to a successful implementation of the change? We should incorporated new values and attitudes to weave into our culture so they are embedded Do people trust their new leadership if change is happening? Can we involve some of the people affected by the change? Can we remove obstacles and amplify wins? Can we motivate and support people during this change? Can we arrange for people to be coached and supported during the change? Are we reinforcing positive behavior? Do we review the change?

(2)