DRI Consulting is helping your organization
to understand and consciously develop its culture - to be who you want to be as
a company and leverage it toward organizational success. We designed this
survey with the following goals:
- to get input from everyone in the organization
- to keep the length under 30 questions,
- to keep your time commitment in completing it to less than 30 minutes, and
- to present approximately 75% of the questions in an "open-ended" style and 25% of questions in a "close-ended," or quantitative style.
For your convenience, the survey is web-administered. You have the option of identifying yourself or remaining anonymous in your responses.
In early October we deliver our report to you that assesses culture and
recommends actions to preserve and improve it. To ensure your input is
included, we need this submitted by October 6 (2 weeks from distribution of
this).
Name (optional):
1. When you hear the term "Culture," what do you understand it to mean?
2. What does Culture look like here at Rooster?
3. Do you personally play a role in defining Rooster's Culture?
Yes
No
4. If for question 3 you answered yes, please tell how. If for question 3 you answered no, please tell why not.
In May of this year, Sapient assisted Rooster in developing the following Vision Statement: "To be the leading electronic market place, providing the most comprehensive and convenient exchange of information, products, crops, and services to the transforming agricultural community."
5. Is this Vision Statement accurate?
Yes
No
6. Is this Vision Statement useful to you personally?
Yes
No
7. What should be deleted from the Vision Statement?
8. What would you add to this Vision Statement?
What attracted you to work here at Rooster by way of . . .
9. Values:
10. Purpose:
11. Opportunity:
12. At a recent offsite, the Leadership Team developed the following list of shared values (in no particular order of importance).
From your own perspective, please rate these values from extremely important (5) to not important (1).
13. Please add any values that you feel are missing from the list.
14. Which values do you feel should be deleted from the list?
Work teams can function on a continuum from complete Individual Independence
(solo efforts) to total Group Interdependence (like an orchestra, surgical team
or crew team). Using this continuum, how do you see Rooster functioning? (i.e. 0%=complete Individual Independence; 100%=total Group Interdependence)
17. Many of you have expressed a strong attraction to dynamism, opportunities for change, and flexibility at Rooster.
An inherent tension exists between these types of freedom and structure
necessary to run a business. Describe the optimal relationship between freedom and structure at Rooster:
18. Please name your models and mentors as you conduct business at Rooster.
19. What are your benchmarks as you conduct business at Rooster?
20. What company demonstrates a Culture that you wish to emulate at Rooster?
21. What aspects of that company's Culture do you find attractive?
Rank the following Cultural Values in the order in which they motivate you personally (1=highest value to 4=lowest value):
26. In his book "Living on the Fault Line,"
Geoffrey Moore presents a distinctive view of organizational culture. He suggests that business should most highly value that which ensures shareholder value.
In order to ensure optimal shareholder value, what is vital for Rooster to do?
27. How do you personally define success (as potentially visible to those
you work with)?
28. What defines your competitive advantage in e-commerce?
29. What is your window of opportunity?
30. Anything we didn't ask that you'd like us to know?
Click on submit. You will see a confirmation page if your survey is
successfully recorded in our database. Call Sarah at 651-415-1400 for help
(M-F 8:30-5 pm) if this does not happen.