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CHANGE READINESS ASSESSMENT
 
In this assessment you will come across 15 statements showing different negative behaviours that normally occur in organizations on varying scales. Choose the number that best describes the negative behaviours in your  organization. You have to choose on a scale of 1 to 10. If it is 100% and always true, choose 10. If didn't match at all choose 1. Please choose any one number for a statement from 1 to 10 that best quantifies your answer. The context of this assessment is Bharat Forge Ltd. Pay some attention to what is going on in the larger context of your overall organization. Use your personal experience as well as what  you hear from others.

1. Making decisions to change things in this organization requires approvals at too many levels.
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2. Risk-taking has been discouraged and creative ideas have been ignored in this organization
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3. In this organization, it is not clear, who has the authority and responsibility to get things done
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4. We have not usually been allowed sufficient time for carrying out changes.
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5. We have a history of not being disciplined enough to get day-to-day tasks done.
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6. Our organization does not make a huge impact on society and people
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7. Past change and growth initiatives have not been communicated effectively down through the organization, resulting in employees feeling confused about how the change affects them.
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8. Rigid policies, rules, and procedures have made it difficult to change the way things are done.
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9. During past change and improvement initiatives - cooperation and support between us has been poor or less
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10. Employees have been forced to comply with changes rather than encouraged to become involved and committed to the change efforts or new initiatives.
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11. When deciding whether or not to support a change, employees and managers have done what they thought would please others or what would make us look good rather than what was best for everyone.
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12. In the past when we have said that we support a change, our behavior often suggested the opposite.
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13. We expect little to happen when new changes are announced because of the organization's track record of completing changes.
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14. We have usually not understood how specific changes supported the organization's overall goals.
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15. Teams and task forces in the organization have not been effective for keeping changes on track.
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