Section A
Demographic Data
This section of the questionnaire refers to background or biographical information. The following information will be useful in interpreting the results of this survey, as well as allowing us to conduct follow-up studies. We wish to assure you that all information will be held in the strictest confidence. All data will be reported in summary form only.
1. Gender
Male
Female
2. Age (in complete years)
3. Ethnicity
Black
Coloured
Indian or Asian
Caucasian
4. Your highest educational qualification
Grade 11 or lower (Std 9 or lower)
Grade 12 (Matric, std 10)
Post-Matric Diploma or certificate
Baccalaureate Degree(s)
Post-Graduate Degree(s)
5. How many years have you been with this organisation?
6. How many years have you been in your present job?
7. What is your current job level?
1st level supervisor/manager
Middle management
Senior (top) management
Professional
8. What division/section are you working in?
Section B
Perception of workplace and organisation
We are interested in learning about how you perceive your workplace and organization. Please read the following items. For each of the following statements in this section, indicate to what degree you agree. Please indicate your answer using the 5-point scale. There are no right or wrong answers to these questions so please be as honest and thoughtful as possible in your response. All responses will be kept strictly confidential. Thank you for your cooperation.
Section 1: Management support for corporate entrepreneurship
Strongly Disagree
Disagree
Neutral
Agree
Strongly agree
1
2
3
4
5
1. My organisation is quick to use improved work methods
2. My organisation is quick to use improved work methods that are developed by workers.
3. In my organisation, developing one's own ideas is encouraged for the improvement of the corporation.
4. Top management is aware and very receptive to my ideas and suggestions.
5. A promotion usually follows from the development of new and innovative ideas
6. Those employees who come up with innovative ideas on their own often receive management encouragement for their activities.
7. The "doers on projects" are allowed to make decisions without going through elaborate justification and approval procedures.
8. Senior managers encourage innovators to bend rules and rigid procedures in order to keep promising ideas on track.
9. Many top managers have been known for their experience with the innovation process.
10. Money is often available to get new project ideas off the ground.
11. Individuals with successful innovative projects receive additional rewards and compensation beyond the standard reward system for their ideas and efforts.
12. There are several options within the organisation for individuals to get financial support for their innovative projects and ideas.
13. People are often encouraged to take calculated risks with ideas around here.
14. Individual risk takers are often recognised for their willingness to champion new projects, whether eentually successful or not.
15. The term "risk taker" is considered a positive attribute for people in my work area.
16. The organisation supports many small and experimantal projects realising that some will nudoubtedly fail.
17. An employee with a good idea is often given free time to develop that idea.
18. There is considerable desire among people in the organisation for generationg new ideas without regard for crossing departemental or functional boundaries.
19. People are encouraged to talk to employees in other departments of this organisation about ideas for new projects.
Section 2: Work Discretion
Strongly Disagree
Disagree
Neutral
Agree
Strongly agree
1
2
3
4
5
20. I feel that I am my own boss and do not have to double check all of my decisions with someone else.
21. Harsh critisism and punishment result from mistakes made on the job.
22. This organisation provides the chance to be creative and try my own methods of doing the job.
23. This organisation provides the freedom to use my own judgement.
24. This organisation provides the chance to do something that makes use of my abilities.
25. I have the freedom to decide what I do on my job.
26. It is basically my own responsibility to decide how my job gets done.
27. I almost always get to decide what I do on my job.
28. I have much autonomy on my job and am left on my own to do my own work.
29. I seldom have to follow the same work methods or steps for doing my major tasks from day to day.
Section 3: Rewards/Reinforcement
Strongly Disagree
Disagree
Neutral
Agree
Strongly agree
1
2
3
4
5
30. My manager helps me get my work done by removing obstacles and roadblocks.
31. The rewards I receive are dependent upon my work on the job.
32. My supervisor will increase my job responsibilities if I am performing well on my job.
33. My supervisor will give me special recognition if my work performance is especially good.
34. My manager would tell his/her boss if my work was outstanding.
35. There is a lot of challenge in my job.
Section 4: Time Availability
Strongly Disagree
Disagree
Neutral
Agree
Strongly agree
1
2
3
4
5
36. During the past three months, my workload kept me from spending time on developing new ideas.
37. I always seem to have plenty of time to get everything done.
38. I have just the right amount of time and work load to do everything well.
39. My job is structured so that I have very little time to think about wider organisational problems.
40. I feel that I am always working with time constraints on my job.
41. My co-workers and I always find time for long term problem solving.
Section 5: Organizational Boundaries
Strongly Disagree
Disagree
Neutral
Agree
Strongly agree
1
2
3
4
5
42. In the past three months, I have always followed standard operating procedures or practices to do my major tasks.
43. There are many written rules and procedures that exist for doing my major tasks.
44. On my job I have no doubt of what is expected of me.
45. There is little unceirtainty on my job.
46. During the past year, my immediate supervisor discussed my work performance with me frequently.
47. My job description clearly specifies that standards of performance on which my job is evaluated.
48. I clearly know what level of work performance is expected from me in terms of amount, quality and timelines of output.
Section 6: Specific Climate Variables
Strongly Disagree
Disagree
Neutral
Agree
Strongly agree
1
2
3
4
5
49. This company definitely rewards employees who takes calculated risks and innovate.
50. Jobs in this company tends to be broadly defined with considerable discretion in how tasks are performed.
51. In this company, employees can pursue multiple career paths.
52. This company tries hard to develop the creative potential of employees.
53. Annual performance appraisals in this company include an evaluation of employee innovativeness.
54. Around here it seems like there is more concern with process than performance.
55. This company does a good job of balancing incentives for individual initiative with incentives for team collaboration.
56. If you are not innovating on the job, you cannot get ahead in this company.
57. An overly bureaucratic structure takes away from our ability to be entrepreneurial in the company.
58. Our company is organised in a way that encourages managers to "micromanage" employees and projects.
59. We have too many levels of management in this company.
60. I would characterise the company structure as being highly flexible.
61. A ridgid chain of command limits our ability to experiment with new ideas.
62. Red tape and slow approval cycles are problems in this company.
63. Managers in this company strongly belive in delegating decision-making responsibility.
64. Controls are very tight in this company. We tend to count every rand and every hour.
65. Senior management focusses on eliminating any slack within budgets.
66. Once budgets are finalised on eliminating andy slack within budgets.
67. The lines of command clearly allocate authority and responsibility to each business unit/department
68. The organisational structure is very claerly defined and delineated.
69. In this company, employees have a lot of say in how things are done.
70. Ours is a culture that rewards the tried and the true.
71. This is a company that celebrates innovative achievements.
72. We have a culture that strongly discourages failure.
73. There is a sense of urgency in this company regarding the importance of change and innovation.
74. This company subscribes to the motto "if it is not broken, don't fix it".
75. Innovation and risk taking are core values in this company.
76. Lines of command clearly allocate authority and responsibility to each business unit/department.
77. New ideas tend to receive quick go/no decisions from management in this company.
78. The company's enviroment encourages people to talk openly with others about ways to improve the firm's operations.