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OCAI & MLQ - National Instruments Culture Survey v

Organizational Culture and Leadership Styles Survey
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Exit Survey
 
 
Dear Colleague,

 I am writing my MSc thesis about Organizational Culture and Leadership Styles at National Instruments.
My goal is to discover the connection between these two aspects, and analyze differences, if any, between the preferred and the perceived culture and leadership at NI.  

Completing the survey will take only 15-20 minutes, and it has three parts:

I. Basic information
These questions gather general information that will help me analyze data.

II. Company Culture (12 questions)
You'll be asked to allocate 100 points to certain factors according to your own preference versus the reality. 
For example:     My ideal car should be: 50 - blue, 20 - fast, 20 - cheap, 10 - easy to drive
                           My current car is: 0 - blue, 30 - fast, 20 - cheap, 45 - easy to drive

III. Leadership Style
You'll find 21 descriptive statements in this part, and you'll be asked to score (1-6) how much that statement describes your, and/or your Manager's actual behavior, versus how much you think that statement describes good leadership.  
 
1 = not at all, 6 = Always/very much

Please fill out the survey sometime this week, the latest by Friday (9 October) midnight.  If you're interested in the overall results, please feel free to reach out to me after October 15 at [email protected].

Thank you so much for your help in advance!

Best,
Helga

P.S The little percentage bar in the top right corner will indicate how far you are within the survey.
 
 
 
* Which organization are you part of? 
This question refers to the group you feel you belong to, regardless of payroll, or location. 
 
Manufacturing (Debrecen)
 
CEER
 
 
 
How long have you been with NI?
 
0-1 year
 
1-3 years
 
3-5 years
 
5-10 years
 
10+ years
 
 
 
What is your gender?
 
Female
 
Male
 
Don't want to share
 
 
 
1/A.  Please allocate 100 points on the following statements about how important each statement is for you, in an ideal organization.

The ideal organization should be... 
... a very personal place. It is like an extended family. People seem to share a lot of themselves.
... a very dynamic entrepreneurial place. People are willing to stick their necks out and take risks.
... very results oriented. A major concern is with getting the job done. People are very competitive and achievement oriented.
... a very controlled and structured place. Formal procedures generally govern what people do.
0
 
 
 
1/B. Please allocate 100 points on the following statements about how each statement is true, right now, in your current organization.

My current organization is...
... a very personal place. It is like an extended family. People seem to share a lot of themselves.
... a very dynamic entrepreneurial place. People are willing to stick their necks out and take risks.
... very results oriented. A major concern is with getting the job done. People are very competitive and achievement oriented.
... a very controlled and structured place. Formal procedures generally govern what people do.
0
 
 
2/A.  Please allocate 100 points on the following statements about how important each statement is for you, in an ideal organization.

In an ideal organization, the leadership should exemplify...
... mentoring, facilitating, or nurturing.
... entrepreneurship, innovating, or risk taking.
... a no-nonsense, aggressive, results-oriented focus.
... coordinating, organizing, or smooth-running efficiency.
0
 
 
 
2/B. Please allocate 100 points on the following statements about how each statement is true, right now, in your current organization.

In my current organization, the leadership generally considered to exemplify...
... mentoring, facilitating, or nurturing.
... entrepreneurship, innovating, or risk taking.
... a no-nonsense, aggressive, results-oriented focus.
... coordinating, organizing, or smooth-running efficiency.
0
 
 
3/A. Please allocate 100 points on the following statements about how important each statement is for you, in an ideal organization.

In an ideal organization, the management style should be characterized by...
... teamwork, consensus, and participation.
... individual risk-taking, innovation, freedom, and uniqueness.
... hard-driving competitiveness, high demands, and achievement.
... security of employment, conformity, predictability, and stability in relationships.
0
 
 
 
3/B. Please allocate 100 points on the following statements about how each statement is true, right now, in your current organization.

In my current organization, the management style is characterized by...
... teamwork, consensus, and participation.
... individual risk-taking, innovation, freedom, and uniqueness.
... hard-driving competitiveness, high demands, and achievement.
... security of employment, conformity, predictability, and stability in relationships.
0
 
 
4/A. Please allocate 100 points on the following statements about how important each statement is for you, in an ideal organization.

In an ideal organization, the glue that holds the organization together should be...
... loyalty and mutual trust. Commitment to this organization should run high.
... innovation and development. There should be an emphasis on being on the cutting edge.
... achievement and goal accomplishment. Aggressiveness and winning should be the common themes.
... formal rules and policies. Maintaining a smooth-running organization should be important.
0
 
 
 
4/B. Please allocate 100 points on the following statements about how each statement is true, right now, in your current organization.

The glue that holds my current organization together is...
... loyalty and mutual trust. Commitment to this organization runs high.
... innovation and development. There is an emphasis on being on the cutting edge.
... achievement and goal accomplishment. Aggressiveness and winning are common themes.
... formal rules and policies. Maintaining a smooth-running organization is important.
0
 
 
5/A. Please allocate 100 points on the following statements about how important each statement is for you, in an ideal organization.

An ideal organization should emphasize...
... human development, high trust, openness, and participation.
... acquiring new resources and creating new challenges; trying new things and prospecting for opportunities.
... competitive actions and achievement, hitting stretch targets and winning in the marketplace.
... permanence and stability, efficiency, control and smooth operations.
0
 
 
 
5/B. Please allocate 100 points on the following statements about how each statement is true, right now, in your current organization.

My current organization emphasizes...
... human development, high trust, openness, and participation.
... acquiring new resources and creating new challenges; trying new things and prospecting for opportunities.
... competitive actions and achievement, hitting stretch targets and winning in the marketplace.
... permanence and stability, efficiency, control and smooth operations.
0
 
 
6/A. Please allocate 100 points on the following statements about how important each statement is for you, in an ideal organization.

The ideal organization should define success on the basis of...
... the development of human resources, teamwork, employee commitment, and concern for people.
... having the most unique or newest products, being a product leader and innovator.
... winning in the marketplace and outpacing the competition, and competitive market leadership.
... efficiency, dependable delivery, smooth scheduling and low-cost production.
0
 
 
 
6/B. Please allocate 100 points on the following statements about how each statement is true, right now, in your current organization.

My organization defines success on the basis of...
... the development of human resources, teamwork, employee commitment, and concern for people.
... having the most unique or newest products, being a product leader and innovator.
... winning in the marketplace and outpacing the competition, and competitive market leadership.
... efficiency, dependable delivery, smooth scheduling and low-cost production.
0
 
 
* The next part of this survey will be about Leadership. For gathering relevant information, I'd like you to first indicate which category do you belong to:
 
I'm an Individual Contributor (I don't have direct reports)
 
I'm a Team Leader (I have direct reports, but I don't lead an entire department)
 
I'm a Manager or Group Leader (I have team leads reporting to me, who have their own direct reports and/or I'm leading an entire department)
 
Please score how much the given statement describes your own, current, actual behavior as a Leader (regardless of what you think is "right" or "correct" - that will be on one of the following pages). 
Note that the responses will only be used on an accumulated level. There is no way to track down, neither publish individual responses, therefore I'd like to ask you to respond as honestly as you can. 
Never Very rarely Sometimes Usually Very often Always
1. I make others feel good to be around me.
2. I express with a few simple words what we could and should do.
3. I enable others to think about old problems in new ways.
4. I help others develop themselves.
5. I tell others what to do if they want to be rewarded for their work.
6. I am satisfied when others meet agreed-upon standards.
7. I am content to let others continue working in the same way as always.
8. Others have complete faith in me.
9. I provide appealing images about what we can do.
10. I provide others with new ways of looking at puzzling things.
Never Very rarely Sometimes Usually Very often Always
11. I let others know how I think they are doing.
12. I provide recognition/rewards when others reach their goals.
13. As long as things are working, I do not try to change anything.
14. Whatever others want to do is O.K. with me.
15. Others are proud to be associated with me.
16. I help others find meaning in their work.
17. I get others to rethink ideas that they had never questioned before.
18. I give personal attention to others who seem rejected.
19. I call attention to what others can get for what they accomplish.
20. I tell others the standards they have to know to carry out their work.
21. I ask no more of others than what is absolutely essential.
 
Please score how much the given statement describes your direct supervisor's (Manager's) current, actual behavior (regardless of what you think is "right" or "correct" - that will be on the next page). 
Note that the responses will only be used on an accumulated level. There is no way to track down, neither publish individual responses, therefore I'd like to ask you to respond as honestly as you can. 
Never Very rarely Sometimes Usually Very often Always
1. My Manager makes others feel good to be around him/her.
2. My Manager expresses with a few simple words what we could and should do.
3. My Manager enables others to think about old problems in new ways.
4. My Manager helps others develop themselves.
5. My Manager tells others what to do if they want to be rewarded for their work.
6. My Manager is satisfied when others meet agreed-upon standards.
7. My Manager is content to let others continue working in the same way as always.
8. Others have complete faith in my Manager.
9. My Manager provides appealing images about what we can do.
10. My Manager provides others with new ways of looking at puzzling things.
Never Very rarely Sometimes Usually Very often Always
11. My Manager lets others know how he/she thinks they are doing.
12. My Manager provides recognition/rewards when others reach their goals.
13. As long as things are working, My Manager does not try to change anything.
14. Whatever others want to do is O.K. with my Manager.
15. Others are proud to be associated with my Manager.
16. My Manager helps others find meaning in their work.
17. My Manager gets others to rethink ideas that they had never questioned before.
18. My Manager gives personal attention to others who seem rejected.
19. My Manager calls attention to what others can get for what they accomplish.
20. My Manager tells others the standards they have to know to carry out their work.
21. My Manager asks no more of others than what is absolutely essential.
 

Please score how much the given statement describes what you consider good leadership. (regardless of your position; and regardless of what people or you actually do). (21 statements)
Note that the responses will only be used on an accumulated level. There is no way to track down individual responses, therefore I'd like to ask you to respond as honestly as you can. 
Strongly disagree Somewhat disagree Slightly disagree Slightly agree Somewhat agree Strongly agree
1. I think a Leader should make others feel good to be around him/her.
2. I think a Leader should express with a few simple words what we could and should do.
3. I think a Leader should enable others to think about old problems in new ways.
4. I think a Leader should help others develop themselves.
5. I think a Leader should tell others what to do if they want to be rewarded for their work.
6. I think a Leader should feel the most satisfied when others meet agreed-upon standards.
7. I think a Leader should be content to let others continue working in the same way as always.
8. I think a Leader is a good Leader if others have complete faith in him/her.
9. I think a Leader should provide appealing images about what we can do.
10. I think a Leader should provide others with new ways of looking at puzzling things.
Strongly disagree Somewhat disagree Slightly disagree Slightly agree Somewhat agree Strongly agree
11. I think a Leader should let others know how she/he thinks they are doing.
12. I think a Leader should provide recognition/rewards when others reach their goals.
13. I think a Leader should not try to change anything as long as things are working.
14. I think a Leader should be O.K. with whatever others want to do.
15. I think a Leader is a good Leader if others are proud to be associated with him/her.
16. I think a Leader should help others find meaning in their work.
17. I think a Leader should get others to rethink ideas that they had never questioned before.
18. I think a Leader should give personal attention to others who seem rejected.
19. I think a Leader should call attention to what others can get for what they accomplish.
20. I think a Leader should tell others the standards they have to know to carry out their work.
21. I think a Leader should ask no more of others than what is absolutely essential.
 
 
Thank you so much for completing my survey! If you have any comments, anything that I haven't asked in this survey but you feel is important to know in this topic; or if you have any questions, please feel free to type it here (If you want me to respond, please leave your name too, since the survey itself is anonymous):
   
 
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