Organizational Culture Survey Questions Template

Organizational Culture Survey Template is designed by experts. This questionnaire has key questions that help an organization or an individual determine about the organizational culture. This sample survey template has 7 key questions that can be used in a survey to be deployed to your employees or alternatively employees can ask their management to respond to this survey. This form can be customized to suit the business needs to collect meaningful insights to make informed decisions.

1. Which of the following best describes your organization?
Organization is like an extended family
Organization is dynamic and people are very well behaved
Organization is very production oriented
Organization is a formally structured place
2. What kind of leadership is exhibited in your organization?
Leaders are facilitators and mentors
Leaders are risk takers
Leaders are positive competitors
Leaders are efficiency experts
3. How would you characterize the organization’s management style?
Teamwork consensus
Risk taking
Formal- Abiding by the rules
4. How does your organization define “SUCCESS”?
Teamwork oriented
Leadership oriented
Dependable delivery oriented
Self oriented
5. What is your Gender 
6. What is your current position in the organization?

7. Fow how long have you been associated with the organization?

Why Conduct Organizational Culture Survey?

  • Organization Culture Surveys are a very potent, convenient and cost-effective tool to measure a company’s well being.
  • It measures and evaluates many of the attributes which researchers describe as the primary constituents of organization culture.
  • It measures integral factors that lead to the success of a business. Through a series of easy to answer questions which an employee can answer in his/her discretion, it provides the leadership company’s current culture diagnostics.
  • The survey itself is not an answer to sort things. It helps to identify what people like, what they dislike, what they desire, things that will motivate them, equip them and make them more productive.
  • This then acts as a starting point for the management for areas to address, take corrective action, things to work on and things to stop.
  • Once the steps are taken and the employees are given enough time to absorb and evaluate the corrective measures, the survey is to be used again to measure whether it changed things around.
  • This forms a recursive process ensuring things move in the right direction within the organization and if the culture is consistent all across.
  • Measuring the company’s culture consistently and taking corrective actions regularly helps an organization to go the distance.

What is Organizational Culture?

  • Organizational culture can be described as the ethos of an organization and the best practices for behavior. It encompasses the values of people in the organization share and how they behave. An organization's culture also defines how they differentiate between success and failure. All of these attributes contribute towards being called an organizational culture.
  • Organization culture to a business is what your personality is to you. Like a personality, some traits work for some but don’t yield the same results for the other.
  • Culture cannot be described as a list of generic terms; it has to be inclined to a lot of factors like demographics, size, goals as well as the line of business. There is no one rule that fits all.
  • It’s a well-documented fact that companies who are doing well or intend to do well have to spend a considerable effort in ensuring their culture is great and one which promotes trust and excellence. They have to create an environment where an employee feels cared and motivated.
  • Culture is not something that can be changed, overnight. An organization should first focus on what’s the current culture and evaluate if it’s consistent throughout the company.
  • This can be measured by using a bunch of tools that are available which give an overview of the most universal traits of the organization. The organization should take corrective steps and actions and then measure it again.
  • This is a continuous process and organization who follow this religiously are more likely to succeed.

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