Survey Questionnaire

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
High
Very high
Organizational culture conducive to change?

Very low
Low
High
Very high
Dedication and inclination of staff towards change readiness is,

Very low
Low
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

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What is the purpose of this survey?

What is the purpose of this survey?

What factors determine an organization's readiness for change?

What factors determine an organization's readiness for change?

Organizational Innovation and Change Readiness Assessment

To find out organizations adaptability towards innovation

Organization does too much analysis in generating ideas

The organization doesnt appreciate continuous improvement

The company likes challenging discussions.

The company likes conflicting views.

Employees are not clear how to present a new idea.

The company has processes that facilitate innovation.

Innovation is the strategic agenda of your business.

The company is risk averse

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

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

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

Is there enough financial to support

Organization possess __________

The human resource is _____ capable

The organization is ________

Are organization strategies in place to

Employees are reluctant towards bringing change in the organizational practices

Employees contribute in rolling out organizational change

Organizational culture conducive to change?

Dedication and inclination of staff towards change readiness is,

Company support change practices to accomplish their vision and mission.

Organizational leadership encourages the change

Our organization keep on experimenting with change practices

Readiness to change leads to strategic competitive advantage?

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