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pk Krips
Hi, Would appreciate if some one can send me the OCTAPACE - tool questionnaire and the assessment sheet. I wish to conduct an Organisation Climate study for the my company. Regards, PK
From India, Pune
gayathrimsw
1

This instrument will help you to look at some values and beliefs of your organization. Below are given statement indicating some value of the top management and hence generally shared in the organization. Read each statement and highlight the box how much the spirit it contained in the statement is valued in your organization.

Use the following key for your responses:

4 if it is highly valued; 3 if it is given a fairly high value;
2 if it is given rather low value; 1 if it is given very low value.
1. Free interaction amongst employees, each respecting others’ feelings, competence and sense of judgment
1

2

3

4



2. Facing and not shying away from problems.
1

2

3

4




3. Offering moral support and help to employees and colleagues in crisis.
1

2

3

4





4. Congruity between feeling and expressed behavior.
1

2

3

4





5. Preventive action on most matters.
1

2

3

4





6. Employees taking independent action relating to their jobs
1

2

3

4





7.
4

3

2

1

Team work and team spirit.


8. Employees trying out innovative ways of solving problems.
1

2

4

3





9. Genuine sharing of information, feeling, and thoughts in meetings.
1

2

3

4




10. Going deeper rather than doing surface-level analysis of interpersonal problems.
1

2

3

4





11. Interpersonal contact and support amongst employees
1

2

3

4





12. Tactfulness, smartness and even a little manipulation to get things done.
1

2

3

4





13. Seniors encouraging their subordinates to think about their development and take action in that direction.
1

2

3

4





14. Close supervision of and directing employees on action.
1

2

3

4





15. Accepting and appreciating help offered by others.
1

2

3

4





16. Encouraging employees to take a fresh look at how things are done.
1

2

3

4





17. Free discussion and communication between seniors and subordinates.
1

2

3

4





18. Facing challenges inherent in the work situation.
1

2

3

4





19. Confiding in the senior without fear of their misusing trust.
1

2

3

4





20. Owning mistakes made.
1

2

3

4





21. Considering both positive and negative aspects before taking action.
1

2

3

4




22.
4

3

2

1

Obeying and checking with seniors rather than acting on your own.



23. Performing immediate tasks rather than being concerned about large organizational goals.

1

2

3

4




24. Making genuine attempts to change behavior on the basis of feedback received.
1

2

3

4





4 if it is a very widely shared belief; 3 if it is a fairly widely shared belief;
2 if only some persons in the organization share this belief;
1 if only a few persons or none have this belief.

25. Pass the buck tactfully when there is a problem.
1

2

3

4





26. Telling a polite lie is preferable to tilling the unpleasant truth.
1

2

3

4





27. Free and frank communication between various levels helps in solving problems.
1

2

3

4





28. Surfacing problems is not enough; we should find the solutions.
1

2

3

4





29. People are what they seem to be.
1

2

3

4





30. A stitch in time saves nine.
1

2

3

4





31. A good way to motivate employees is to give them autonomy to plan their work.
1

2

3

4


















An optimum level of “Development Climate” is essential for facilitating HRD. Such a climate is characterized as consisting of the following characteristics i.e. known as OCTAPACE.
OCTAPACE- it is a tool to identify the value system, most of the fortune 500 companies follow that. The author is Uday Parekh.

•Openness & Risk Taking

Employees feel free to express their ideas & the organization is willing to take risks & experiment with new ideas & new ways of doing things.

•Confrontation
Employees face the problems & work jointly with others concerned to find its solution. They face the issues squarely without hiding them or avoiding them for fear of hurting each other.

•Trust
A minimum level of trust may be deemed necessary for the introduction of the performance appraisal system and other elements. Employees department & groups trust each other & can be relied upon to ‘do’ whatever they say they will.

•Authenticity
Authenticity is the value underlying trust. It is the willingness of a person to acknowledge the feelings he/she has, and accept him / her as well as others who relate to him/her as persons.

•Pro-activity
Employees are action – oriented, willing to take initiative & show a high degree of proactively. They anticipate issues and act or respond to the needs of the future.

•Autonomy
Autonomy is the willingness to use power without fear, and helping others to do the same. Employees have some freedom to act independently within the boundaries imposed by their role/job.

•Collaboration
Collaboration involves working together and using one another’s strength for a common cause. Involves strategies, work out plans of action, and implement them together.

•Experimenting
Experimenting as a value emphasizes the importance given to innovation and trying out new ways of dealing with problems in the organization.



From India, Madras
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