Appendix A: OCC Survey Instrument
- Page ID
- 23381
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| Item # | Question | Almost never | Sometimes | Always | |||||||
|---|---|---|---|---|---|---|---|---|---|---|---|
| Do the unit leader(s) | |||||||||||
| 01 | protect the core values while encouraging change? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 02 | consistently articulate an inspiring vision of the future? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 03 | show courage in their support of change initiatives? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 04 | demonstrate humility while fiercely pursuing the vision? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| Do we have an organizational culture that | |||||||||||
| 05 | values innovation and change? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 06 | attracts and retains creative people? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 07 | provides resources to experiment with new ideas? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 08 | allows people to take risks and occasionally fail? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| Does information flow effectively | |||||||||||
| 09 | from executives to workers? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 10 | in a timely fashion? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 11 | across organizational units? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 12 | from customers to the business unit? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| Do middle managers in this organizational unit | |||||||||||
| 13 | effectively link top executives with frontline employees? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 14 | show commitment to the organization’s well-being? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 15 | balance change initiatives while getting work done? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 16 | voice dissent constructively? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| Do frontline employees | |||||||||||
| 17 | open themselves to consider change proposals? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 18 | have opportunities to voice their concerns about change? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 19 | generally know how change will help the business unit? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 20 | generally view top management as trustworthy? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| Do employees throughout the organizational unit | |||||||||||
| 21 | experience consequences for outcomes of their actions? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 22 | meet deadlines and honor resource commitments? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 23 | accept responsibility for getting work done? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 24 | have clear roles for who has to do what? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| Do change champions recognize the | |||||||||||
| 25 | interdependent systems implications of change? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 26 | importance of institutionalizing change? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 27 | need to realign incentives with desired changes? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 28 | value of addressing causes rather than symptoms? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| Do we have change champion(s) who | |||||||||||
| 29 | command the respect of the members in the unit? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 30 | possess good interpersonal skills? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 31 | are willing and able to challenge the status quo? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| 32 | have the will and creativity to bring about change? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |