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Psychometrics - Climate Inventory - Digital Performing Climate


Climate Inventory

Digital Performing Climate

TIME – 60 Minutes


This test is intended to get groups discuss complex organizational building philosophies.


This test study 12 cultural dimensions and intends to evaluate your appreciation of the changing business scenario in an electronic world. This is a perspectives study.


Its proposition is that of a a smart enterprise governed by the human mind, the intellect to devise and manage an enterprise. The new organization of the future produces best business results in a culture that is strong with an effective strategic fit and adaptive to changing circumstances and compulsions.


This study attempts to evaluate the individual and organizational perspectives on a wide range of issues confronting a smart enterprise. The methodology taken up in this type of research is unique as it is evolved from the concepts of dialogue and story-telling. The questions are elaborate, argumentative, take positions, substantiate its logic and provide a smooth flow from one question to another.


The questions attempt to provide a point of view. It may or may not be applicable to you or your immediate organization.


Yet it is desirable to respond to all the questions and on completion attempt a group discussion. It is therefore important to not miss any question and to answer all of them in a logical serial number order. There are controversial projective questions. The work on this instrument and deriving benefit from it would necessitate commitment of time and thinking.


Climate Inventory


1. Networks: The organization communication restricted to those at the top and information is shared at all levels of the organization?

2. Networks: Are individuals and teams working with one another through a process of collaboration, team working and relationships?

3. Focus: Are the goals and performance expectations of the organization clear, without being ambiguous?

4. Focus: Do individuals and team aligned with goals and performance metrics that are clear and unambiguous?

5. Style: Is the atmosphere within your organization open, democratic, developmental and not closed, authoritative or repressive?

6. Style: Is the climate for individuals and teams open, honest, collaborative, and mutually beneficial?

7. Drive: What is the degree of organizational authority, responsibility and freedom to manage its business in its industry and context?

8. Drive: What is the degree of opportunity that exists for teams, groups and inter groups/intra groups to exercise freedom, responsibility and accountability?

9. Resourceful: Do managers provide clear communication, assistance and support to their subordinates?

10. Resourceful: Do Individuals and teams understand communication provided by their managers and receive sufficient support to perform effectively?

11. Bonding: Are the different departments, units, or divisions encouraged to work together?

12. Bonding: Do individuals, groups, functions, divisions, geographies work together collaboratively and with alignment?

13. Work Group: Do members of the organization identify with the organization as a whole rather than with their particular work group?

14. Work Group: Do individuals, teams identify themselves with organizational vision, purpose, values and dreams?

15. Rules: Does the number of rules and regulations within the organization and the amount of supervision used to oversee a high degree of employee performance?

16. Rules: Are policies, processes, rules and programs established to drive higher levels of engagement, productivity and performance?

17. Digital: Are technologies adequate for performance? Technology that is is state-of-art and compares with best in class?

18. Digital: Are staff actively using technology to enhance their performance?

19. Recognition: Are reward allocations based on employee performance and not arbitrary measures?

20. Recognition: Do individuals and teams receive allocations of rewards, incentives, and recognition in a fair and appropriate way?

21. Punting: Does the organization tolerate risk, or is it risk averse?

22. Punting: Do individuals and teams enjoy risk taking?

23. Patience: What are the norms for dealing with conflict? Are employees encouraged to air conflicts openly or to not suppress their feelings?

24. Patience: Do individuals and teams dealing with one another without conflict, difference of opinion and constraints?



Scoring


There are 24 statements connecting one another in some ways. Respond to them in an open free flowing way. Remember this is an organizational survey meant only for a discussion on each other’s point of view and establish a debate. However, there are some imponderables to reckon with on the individual, group and the organizational thinking. Please answer the following questions on a 5-point scale being, 5 = Very High, 4 = High, 3 = Neither High Nor Low, 2 = Low and 1 = Very Low.

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