to show where the organization's culture is now, and a 
to show where you work best (or use different color marks). (Note: Some browsers
will only print our web pages correctly in Landscape mode).Instructions: This assessment has 2 parts:
1. Answer questions by assessing where your company (or organization) is now, using the choices following each question. The score for each answer choice follow in parentheses. Total up all your answers.
2. Answer the questions again for a company culture that lets you work at your best.
One way to use the questionnaire is to print it, then use an
to show where the organization's culture is now, and a
to show where you work best (or use different color marks). (Note: Some browsers
will only print our web pages correctly in Landscape mode).
1. How much confidence do managers seem to have in employees?
___Don't Know (0), ___No confidence (1), ___Little confidence (5),
___Substantial confidence (10), ___Complete confidence (15)
2. Do employees feel free to talk to managers about their job?
___Don't Know (0), ___Not at all (1), ___Not very (5), ___Rather free (10),
___Fully free (15)
3. Are employees ideas sought out and used, if worthy?
___Don't Know (0), ___Seldom (1), ___Sometimes (5), ___Usually (10),
___Always (15)
4. How predominant does management use: Fear, Threats, Punishment, Rewards
and/or Involvement?
___Don't Know (0), ___ Mostly Fear, Threats, Punishment with occasional
Rewards (1), ___ Rewards, some Punishment (5), ___Rewards, some Punishment, some
Involvement (10), ___Primarily Rewards and Involvement based on goals set by the
group (15)
5. Where is responsibility felt for achieving organization's goals?
___Don't Know (0), ___Mostly at the top (1), ___Top and middle managers (5),
___Generally throughout the company (10), ___At all levels (15)
6. How much communication is devoted to achieving the organization's
objectives?
___Don't Know (0), ___Very little (1), ___Little (5), ___Quite a bit (10),
___A great deal (15)
7. How does information flow within the company?
___Don't Know (0), ___Top down (1), ___Mostly top down (5), ___Down and up
(10), ___Down, up and sideways (15)
8. How is "top down" communication accepted?
___Don't Know (0), ___With suspicion (1), ___Possibly with suspicion (5),
___With caution (10), ___With an open mind (15)
9. How accurate is upward communication?
___Don't Know (0), ___Often wrong (1), ___Censored for boss (5), ___Limited
accuracy (10), ___Accurate (15)
10. How well do managers know and really understand the problems faced by
employees?
___Don't Know (0), ___Very little knowledge or understanding (1), ___Some
knowledge (5), ___Understand well (10), ___Understand very well (15)
11. At what level are decisions made?
___Don't Know (0), ___Mostly at the top level (1), ___Policy at the top
levels, some delegation (5), ___Broad policy at the top, more delegation (10),
___Decisions made throughout, well integrated with overall organization goals
(15)
12. Where does the technical and professional knowledge used in
decision-making originate?
___Don't Know (0), ___Top management (1), ___Upper and middle management
(5), ___To a certain extent throughout the organization (10), ___To a great deal
throughout (15)
13. How much are employees involved in decisions related to and affecting
their work?
___Don't Know (0), ___Not at all (1), ___Occasionally consulted (5),
___Generally consulted (10), ___Fully involved (15)
14. What does the decision-making process contribute to motivation?
___Don't Know (0), ___Usually nothing (1), ___Relatively little or weakens
motivation (5), ___Some contribution (10), ___Substantial contribution (15)
15. How are organizational goals established?
___Don't Know (0), ___Orders issued (1), ___Mostly by orders, with some
comment invited (5), ___Orders issued after discussion (10), ___Primarily by
group action (15)
16. How much covert resistance to goals is present?
___Don't Know (0), ___Strong resistance (1), ___Moderate resistance (5),
___Some resistance at times (10), ___Little or none (15)
17. Is there an informal organization resisting the formal organization?
___Don't Know (0), ___Yes (1), ___Usually (5), ___Sometimes (10), ___No,
they share the same goals (15)
18. How are cost, productivity and other "control" data used?
___Don't Know (0), ___Policing punishment (1), ___Reward and punishment (5),
___Reward, some self-guidance (10), ___Self-guidance, problem-solving (15)
19. How much cooperative teamwork exists?
___Don't Know (0), ___None (1), ___Little (5), ___Some (10), ___Great deal
(15)
20. Overall rating of corporate culture?
___Don't Know (0), ___Sick, toxic, unhealthy, stifling, hostile (1),
___Overly bureaucratic, but not hostile (5), ___Working to improve productivity
(10), ___Great place to work! (15)
The higher the score, the healthier the organizational culture (in our opinion).
Total under 100: The company is not taking advantage of employee contributions, ideas and energy. The company may be experimenting by restructuring, down-sizing, reengineering or still trapped by overly bureaucratic procedures.
Total 101 - 200: The company is probably trying to improve communications and productivity; there may be departments and divisions that work very well and others that don't work as well.
Total 201 - 300: The company is productive and most people like working there, even though there may still be areas where things are not ideal.
If there are significant differences between your current company's culture and where you work best, you may be working in the wrong place. The greater the difference between the existing corporate culture and your ideal working situation, the less happy and productive you are. The less happy and productive you are, the more energy is wasted trying to conform to something unnatural to you or constantly feeling frustrated by fighting the culture.
If you are a manager or executive, you may want to consider how you can help people work more effectively. When people's goals are well aligned with the company's goals, jobs seem easier as well as enjoyable. The companies that have learned that lesson achieve high productivity and profitability.
Cortesía: http://www.itstime.com
TRADUCTOR: AQUI
Dr. Amilcar Rios Reyes