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Organizational Innovation and Change Readiness Assessment

Name:

Industry:

Designation:

Organization:

Preamble:
This questionnaire is intended to conduct a survey in the domain of Organizational Innovation and Change
Readiness Assessment to achieve below mentioned objective:

To find out organizations adaptability towards innovation


To find out to what degree organization is change receptive

We extent our gratitude for taking out your precious time for filling this questionnaire, which will be a great support
force to our project. We would also like to thank you in anticipation for your extensive cooperation in brining rigor
to our coursework by your insightful support.
Organizational Innovation
Innovative ideas are pushed from the Leadership to lower ranks.
Strongly Agree
Agree
Neutral
Disagree

Strongly Disagree

Your organization does not kill innovative ideas in their early stages.
Strongly Agree
Agree
Neutral
Disagree

Strongly Disagree

Organization does too much analysis in generating ideas


Strongly Agree
Agree
Neutral

Disagree

Strongly Disagree

The organization doesnt appreciate continuous improvement


Strongly Agree
Agree
Neutral
Disagree

Strongly Disagree

The company likes challenging discussions.


Strongly Agree
Agree
Neutral

Disagree

Strongly Disagree

The company likes conflicting views.


Strongly Agree
Agree

Disagree

Strongly Disagree

Employees are not clear how to present a new idea.


Strongly Agree
Agree
Neutral

Disagree

Strongly Disagree

The company has processes that facilitate innovation.


Strongly Agree
Agree
Neutral

Disagree

Strongly Disagree

Innovation is the strategic agenda of your business.


Strongly Agree
Agree
Neutral

Disagree

Strongly Disagree

Neutral

Your company provides funds, time and resources to motivate employees towards innovation.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

The company is risk averse


Strongly Agree
Agree

Neutral

Disagree

Strongly Disagree

(Visionary Leadership) I take the mystery out of innovation by defining it. As a leader, I have lead our
team through a process to define what innovation really means inside our organization/business unit.
Not at all

Mostly

Consistently

Effectively

Minimally

Somewhat

Mostly

Consistently

Effectively

Minimally

Somewhat

Mostly

Consistently

Effectively

Minimally

Somewhat

Mostly

Consistently

Effectively

Minimally

Somewhat

Mostly

Consistently

Effectively

Minimally

Somewhat

Mostly

Consistently

Effectively

(Communication) I encourage active communications. As a leader, I've created an environment of


mutual support among co-workers. I've facilitated discussion across the organization by helping to set
up effective lines of communications no only in our own team, but also among other
departments/divisions.
Not at all

Somewhat

(Influence) I set an example. I've taken responsibility to enhance my own creative skills/behavior by
integrating specific actions into my overall development plan. Components of this plan may include:
how-to actions for ways I can model innovation, ways to set a tone through my behavior/attitude,
and strategies to show people that I support their attempts to innovate.
Not at all

Minimally

(Coaching/Facilitation) I take deliberate, observable steps to enhance creativity. As a leader, I've


introduced models for thinking, tools that foster innovation, and techniques/training to enhance our
team's ability to build thinking skills.
Not at all

Effectively

(Building a Team that Thinks Effectively) I discover how individuals think they are most creative. As a
leader, I have assessed how each of my team members is creative and how this strength benefits our
team and our organization.
Not at all

Consistently

(Continuous Learning) I maximize opportunities to learn. As a leader, I consider it important to learn


from mistakes, and have created supportive ways of handling initiatives that have failed. I've put into
place systems and procedures to follow through on mistakes by looking for learning opportunities.
Not at all

Mostly

(Strategic Decision Making) I define challenges specifically. As a leader, I have targeted important
challenges that require innovative solutions. I have prioritized these areas and I've allocated resources
to ensure implementation.
Not at all

Somewhat

(Aligning for Success) I link innovation to our business goals. As a leader, I've positioned innovation
within my business unit/department, as an integrated aspect of our organization's overall success-not as a gimmick. We have created an Innovation Model that ties our business strategies into the day
to day innovative process.
Not at all

Minimally

Minimally

Somewhat

Mostly

Consistently

Effectively

(Planning and Organizing) I facilitate action. As a leader, I've set up systems for our teams to take
action on converting creative ideas into specific innovative changes.
Not at all

Minimally

Somewhat

Mostly

Consistently

Effectively

Change Readiness
Is there a vision for a different ways of
doing tasks in the future (5 years
time)?

Clearly
defined

Defined

Somewhat
defined

Ill defined

Not defined
at all

Is there enough financial to support


those changes in 5 years time?

Ample of
support

Basic support

Mediocre
support

Less support

Hardly any
support

Organization possess __________


resources are needed to carry out
those changes.

Ample of
resources

Basic
necessary
resources

Sufficient
resources

Less
resources

Hardly any
resources

The human resource is _____ capable


of carrying out the change in the
organization

Well prepared

Prepared

Somewhat
prepared

Not prepared

Not prepared
at all

The organization is ________


motivated in implementing those
changes
Will the leadership of the organization
give the change their support?

Strongly

Mostly
strongly

Somewhat

Mostly weakly

Weakly

Definitely

Hopefully

Probably

Maybe not

Definitely not

Are organization strategies in place to


accommodate those changes
Information regarding the change in
every sector like culture, political, law,
technology, etc; is _________
Organization goals _________ align
with employees personal goals
Organization is ________ to try
something new in doing their tasks

Clearly in
place
Available

In place

Theoretically
in place
More or less
available

Not in place

Mostly
available

Mostly in
place
Partially
available

Definitely

Hopefully

Probably

Maybe

Do not

Eager

Interested

Neutral

Not
interested

Do not care

Not available

Employees are reluctant towards bringing change in the organizational practices


Very low
Low
Neither low nor high
High

Very high

Employees contribute in rolling out organizational change


Very low
Low
Neither low nor high

High

Very high

Organizational culture conducive to change?


Very low
Low
Neither low nor high

High

Very high

Dedication and inclination of staff towards change readiness is,


Very low
Low
Neither low nor high

High

Very high

Company support change practices to accomplish their vision and mission.


Strongly Agree
Agree
Neutral
Disagree

Strongly Disagree

Organizational leadership encourages the change


Strongly Agree
Agree
Neutral

Strongly Disagree

Disagree

Rewarding practices (Compensation & Benefits) should encourage against change implication.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

Our organization keep on experimenting with change practices


Strongly Agree
Agree
Neutral
Disagree

Strongly Disagree

Readiness to change leads to strategic competitive advantage?


Strongly Agree
Agree
Neutral
Disagree

Strongly Disagree