DIMENSIONS OF THE LEARNING ORGANIZATION QUESTIONNAIRE

Click in one circle for each item. If you change your mind about an item, simply click in a different circle for that item. There are no right or wrong answers. We are interested in your perception of where things are at this time. Please do not leave this page until you have completed all items and clicked the Submit button. Thank you!
Almost Click in one circle Almost Never for each question Always

Individual Level 1. In my organization, people openly discuss mistakes in order to learn from them. 2. In my organization, people identify skills they need for future work tasks.

1 3. In my organization, people help each other learn. 1 4. In my organization, people can get money and other resources to support their learning. 5. In my organization, people are given time to support learning. 1 6. In my organization, people view problems in their work as an opportunity to learn. 7. In my organization, people are rewarded for learning. 1 8. In my organization, people give open and honest feedback to each other. 1 9. In my organization, people listen to others' views before speaking. 1 10. In my organization, people are encouraged to ask "why" regardless of rank. 1 11. In my organization, whenever people state their view, they also ask what others think. 12. In my organization, people treat each other with respect. 1 13. In my organization, people spend time building trust with each other. 1

Team or Group Level 14. In my organization, teams/groups have the freedom to adapt their goals as needed. 15. In my organization, teams/groups treat members as equals, regardless of rank, culture, or other differences..

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16. In my organization, teams/groups focus both on the group's task and on how well the group is working. 17. In my organization, teams/groups revise their thinking as a result of group discussions or information collected. 18. In my organization, teams/groups are rewarded for their achievements as a team/group. 19. In my organization, teams/groups are confident that the organization will act on their recommendations.

Organizational Level 20. My organization uses two-way communication on a regular basis, such as suggestion systems, electronic bulletin boards, or town hall/open meetings. 21. My organization enables people to get needed information at any time quickly and easily. 22. My organization maintains an up-to-date data base of employee skills.

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1 23. My organization creates systems to measure gaps between current and expected performance. 24. My organization makes its lessons learned available to all employees. 1 25. My organization measures the results of the time and resources spent on training. 26. My organization recognizes people for taking initiative. 1 27. My organization gives people choices in their work assignments. 1 28. My organization invites people to contribute to the organization's vision. 1 29. My organization gives people control over the resources they need to accomplish their work. 30. My organization supports employees who take calculated risks. 1 31. My organization builds alignment of visions across different levels and work groups. 32. My organization helps employees balance work and family. 1 33. My organization encourages people to think from a global perspective. 1 34. My organization encourages everyone to bring the customers' views into the decision making process.

1 35. My organization considers the impact of decisions on employee morale. 1 36. My organization works together with the outside community to meet mutual needs. 37. My organization encourages people to get answers from across the organization when solving problems. 38. In my organization, leaders generally support requests for learning opportunities and training. 39. In my organization, leaders share up to date information with employees about competitors, industry trends, and organizational directions. 40. In my organization, leaders empower others to help carry out the organization's vision. 41. In my organization, leaders mentor and coach those they lead. 1 42. In my organization, leaders continually look for opportunities to learn. 1 43. In my organization, leaders ensure that the organization's actions are consistent with its values.

In this section, we ask you to reflect on the relative performance of the organization. You will be asked to rate the extent to which each statement is accurate about the organization's current performance when compared to the previous year. There are no right or wrong answers. We are interested in your perception of current performance. For example, if the organization has performed much better than last year, click in the circle for the number nine [9].

Measuring Performance at the Organizational Level 44. In my organization, return on investment is greater than last year. 45. In my organization, average productivity per employee is greater than last year. 46. In my organization, time to market for products and services is less than last year. 47. In my organization, response time for customer complaints is better than last year. 48. In my organization, market share is greater than last year. 49. In my organization, the cost per business transaction is less than last year. 50. In my organization, customer satisfaction is greater than last year. 51. In my organization, the number of suggestions implemented is greater than last

Least Accurate

Click in one circle for each question

Most Accurate

9 10

9 10

9 10

9 10

9 10

9 10

9 10

year. 52. In my organization, the number of new products or services is greater than last year. 53. In my organization, the percentage of skilled workers compared to the total workforce is greater than last year. 54. In my organization, the percentage of total spending devoted to technology and information processing is greater than last year. 55. In my organization, the number of individuals learning new skills is greater than last year. 1 2 3 4 5 6 7 8 9

10

10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10

9 10

In this section, click in the circle for the answer which best describes you or your organization.

Additional Information about You and Your Organization 56. What is your role? 1.) Senior Management 2.) Middle Management 3.) Supervisory 4.) Non-Management Technical/Professional 5.) Non-Management [Hourly Employee] 57. What is your educational experience? 1.) Did not complete high school 2.) High school graduate 3.) Certificate or associates degree 4.) Undergraduate degree 5.) Graduate degree 58. How many employees are in your organization? 1.) 0 - 500 2.) 501 - 1000 3.) 1001 - 10,000 4.) 10,001 - 50,000 5.) over 50,000 59. Type of business? 1.) Manufacturing 2.) Service 3.) Government

4.) Other 60. Your organization's annual revenue? 1.) under $2 million 2.) $2-25 million 3.) $26-99 million 4.) over $100 million

Employee security

1. Employees, once confirmed as permanent, can feel secure in their employment with our organization.

What is your role in the organization?

2. When faced with economic pressures in part of our business, we work hard to find alternatives before laying staff off.

Selectivity in hiring
3. We are very selective in who we hire in this organization and we let our existing and potential employees know it. 4. We are very clear about the attributes, competencies, attitudes and values that we want in a new employee 5. We use a variety of recruitment and selection tools to ensure that the people that we hire not only bring the skills and knowledge that we need but, more importantly, that they will fit with our organization's cultutre.

6. Our senior executives get involved in the selection process to demonstrate the importance we place on hiring the right people for our organization. Importance 7. We evaluate our recruitment and selection process against job performance to ensure that we are bringing people in that can perform well on the job. Team based work structre 8. We have structured our workplace so that most of our work is done in teams. Importance 9. Our workteams are largely self-managing and empowered to solve problems in their immediate work area. Importance 10. Management rarely has to become involved in making work-related decisions at the frontline. compensation 11. Our organization's pay and benefit package is well above industry or community norms for work of comparable value. Importance 12. Our employees know that our pay and benefit package is well above industry or community norms for work of comparable value. Importance 13. We provide our employees with opportunities to invest in our organization to benefit financially from their efforts to contribute to our success. Importance 14. A substantial portion (more than 15%) of the pay of individuals and/or teams is based on individual and/or team performance.

Importance 15. It is clear to individuals and/or teams what has to be achieved in order to earn performance-based rewards. Importance 16. Generally, individual and/or team effort is the only factor that determines performance. There are rarely any unearned 'windfalls' or undeserved 'shortfalls' in performance pay in our organization. Investment in training and development 17. Our organization makes a significant investment in the ongoing training and development of frontline staff. Importance 18. Our frontline staff are multi-skilled and can take on many different work assignments. Importance 19. Our frontline staff frequently change jobs in the interest of acquiring new skills and knowledge. Importance 20. Workteams and/or individuals frequently review and evaluate processes, incidents, decisions and innovations to derive as much learning as they can from both success and failure. Importance

21. Our training goes beyond job-specific, technical skills to include social skills, general problem-solving skills an broader knowledge of the organization. Sharing financial and performace information with staff 22. Financial information concerning the organization is fully and openly shared with frontline employees on a regular basis. Importance 23. Non-financial performance information is fully and openly shared with frontline employees on a regular basis. Importance 24. Every effort is made to ensure that frontline employees fully understand important financial and non-financial information on organization performance. Importance 25. We work hard to ensure that we apply the best performance tools and techniques that are relevant to the field in which we operate. Importance 26. We keep up-to-date with advances in knowledge about what works (and what does not work) to improve performance in our field.

Importance 27. We work hard to equip our employees with the best methods, tools, technology, practices and techniques. IStatus distinction bariers 28. We work hard to minimize distinctions between frontline employees and senior management. Importance 29. We avoid the use of demeaning job titles and try to use titles that promote equality. Importance 30. We minimize compensation and benefits differences between levels in our organization. Importance