This free survey is powered by
  1. Surveys
  2. 2015
  3. November
  4. I
  5. ICLT
0%
Exit Survey
 
 
Thank you for agreeing to participate in this study, which is being conducted by the Ateneo De Manila University Center for Organization Research and Development. Your responses will be very helpful in building knowledge on leadership and change management in organizations. There are no right and wrong answers and your responses will be kept confidential. We thank you in advance for your participation and will be happy to share with you the results of this study.
 
 
 
In filling out this questionnaire, please keep in mind recent change initiatives in your organization. Please check which of the following changes have happened in your organization in the past two years.
 
Vision, mission, values
 
Strategies/ strategic plan
 
Merger/Acquisition
 
Expansion
 
Downsizing/rightsizing
 
Automation/computerization
 
System/processes/procedures
 
Policies/guidelines
 
Products/programs/curriculum
 
Organizational structure
 
Work responsibilities, load, assignments
 
Renovation of physical resources and facilities
 
Transfer to a new location
 
Others (please identify):

 
 
A. Think of your IDEAL change leader – your ideal boss who would lead you and your team through organizational change/s. Rate the traits and behaviors listed below that would describe your IDEAL change leader. Please rate each item using the following scale below: from (1) not at all characteristic to (6) extremely characteristic.
Not at all characteristic Extremely characteristic
1 supports team members during the change initiative
2 clearly communicates plans as well as his/her expectations
3 is honest, credible, and respected
4 drives execution and accountability
5 lacks long-term thinking
6 is open-minded about the change.
7 cares for team members and shows consideration
8 is disorganized and lacks focus
9 shows intelligence and competence to drive the change
10 is firm in resolving problems and making decisions
Not at all characteristic Extremely characteristic
11 maintains a positive outlook throughout the change process
12 is innovative and creative
13 shows empathy
14 is an effective coach and mentor
15 is persuasive; can convince people of the need for change
16 adapts to new ways readily and quickly
17 is passive and has no political will
18 is proactive in anticipating issues and problems
19 is rational and analytical
20 remains composed under pressure
Not at all characteristic Extremely characteristic
21 leads by example and walks the talk regarding the change
22 consults team members and allows them to participate
23 inspires and motivates team members to perform at their best
24 is too emotional or quickly changes moods
25 is bossy and authoritarian
26 micromanages people
27 is approachable and always available
28 is arrogant
29 is lazy and lacks initiative
30 shows trust in people
 
B. Think of your ACTUAL change leader – your direct boss (the one you immediately report to) during the most recent changes in your organizations. Rate the traits and behaviors listed below that would describe your ACTUAL change leader during the time of the change initiative. Please rate each item using the following scale below: from (1) not at all characteristic to (6) extremely characteristic.
Not at all characteristic Extremely characteristic
1 supports team members during the change initiative
2 clearly communicates plans as well as his/her expectations
3 is honest, credible, and respected
4 drives execution and accountability
5 lacks long-term thinking
6 is open-minded about the change.
7 cares for team members and shows consideration
8 is disorganized and lacks focus
9 shows intelligence and competence to drive the change
10 is firm in resolving problems and making decisions
Not at all characteristic Extremely characteristic
11 maintains a positive outlook throughout the change process
12 is innovative and creative
13 shows empathy
14 is an effective coach and mentor
15 is persuasive; can convince people of the need for change
16 adapts to new ways readily and quickly
17 is passive and has no political will
18 is proactive in anticipating issues and problems
19 is rational and analytical
20 remains composed under pressure
Not at all characteristic Extremely characteristic
21 leads by example and walks the talk regarding the change
22 consults team members and allows them to participate
23 inspires and motivates team members to perform at their best
24 is too emotional or quickly changes moods
25 is bossy and authoritarian
26 micromanages people
27 is approachable and always available
28 is arrogant
29 is lazy and lacks initiative
30 shows trust in people
 
 
C. The following statements describe change management practices used by organizations. Please rate the extent to which they describe how change was managed in your organization during the most recent changes in your organizations using the following scale:
No, No, No No, No No Yes Yes, Yes Yes, Yes, Yes
1. The change was carefully planned.
2. The change was communicated clearly – from the big picture down to the details.
3. People were given enough training to perform the new processes well.
4. People were prepared by the organization before the change was initiated.
5. The organization was able to sustain the best aspects of its culture.
6. There was visible and tangible management support for the change.
7. The organization was able to guide employees to work towards a common goal.
8. Roles and responsibilities were clearly defined during the change.
9. The organization was able to persuade people to adopt new technologies that supported the change.
10. People were given clear instructions on how their own work processes would be affected by the change.
 
 
D. Listed below is a series of statements that represent feelings that individuals might have about a change initiative. With respect to your own thoughts and feelings during the most recent changes in your organizations, please indicate the degree of your agreement or disagreement with each statement by checking the corresponding boxes from (1) strongly disagree to (6) strongly agree.
Strongly disagree Strongly agree
1 I believe in the value of the change.
2 I have no choice but to go along with this change.
3 I feel a sense of duty to work toward this change.
4 The change is a good strategy for this organization.
5 I feel pressure to go along with this change.
6 I do not think it would be right of me to oppose this change.
7 I think the management is making a mistake by introducing this change.
8 I have too much at stake to resist this change.
9 I would not feel good about opposing this change.
10 This change serves an important purpose.
Strongly disagree Strongly agree
11 It would be too costly for me to resist this change.
12 It would be irresponsible of me to resist this change.
13 Things would be better without this change.
14 It would be risky to speak out against this change.
15 I would feel guilty about opposing this change.
16 This change is not necessary.
17 Resisting this change is not a good option for me.
18 I do not feel any obligation to support this change.
 
 
E. Below are items describing your co-workers reactions to the changes. Please encircle the number describing how you think they feel/think about the changes.
Agree Disagree
1. Most people who are closest to me in the workplace are committed to this change/s.
2. People who hold a similar work function as me are committed to this change/s
3. My closest colleagues have been affected by the change/s in a positive way
4. Those people closest to me in the workplace talk about the change/s positively
 
 
F. Think about the work group to which you currently belong and have belonged to in the past. The items below ask about your relationship with, thoughts about those particular groups. Indicate the extent to which you agree with the following statements.
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
1. I preferred to work in those groups rather than working alone.
2. I felt comfortable counting on group members to do their part.
3. I was not bothered by the need to rely on group members.
4. I felt comfortable trusting group members to handle their tasks.
5. I cared about the well-being of those groups.
6. I was concerned about the needs of those groups.
7. I followed the norms of those groups.
8. I followed the procedures used by those groups.
9. I accepted the rules of those groups.
10. I cared more about the goals of those groups more than my individual goals.
11. I emphasized the goals of those groups more than my individual goals.
12. Group goals were more important to me than my personal goals.
 
 
G. These items describe different aspects of identity. Please read each item carefully and consider how important the following are to your sense of who you are:
Not Important Slightly Important Somewhat Important Very Important Extremely Important
1. My relationships with the people I feel close to at work
2. Being a good friend to those I really care about at work
3. My commitment to being a concerned coworker
4. Sharing significant experiences with my close friends at work
5. Having mutually satisfying personal relationships in my workplace
6. Connecting on an intimate level with another person at work
7. Developing caring relationships with others at work
8. My desire to understand the true thoughts and feelings of my coworkers
9. Having close bonds with other people at work
10. My feeling of connectedness with those I work with