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  1. Surveys
  2. 2010
  3. March
  4. T
  5. THE IMPACT OF LEADERSHIP STYLE ON INTERNAL MARKETI
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INFORMATION ABOUT QUESTIONNAIRE:





This questionnaire is part of a study being conducted by J.Mat, PhD student, The University of Stirling, investigating the link between HoDs’ leadership style and internal marketing components.




WHAT ARE THE BENEFITS TO YOU?


In this questionnaire you are asked to identify the leadership style of your Head of Department (HoD), rate your HoD effectiveness in carrying-out internal marketing components and describe your job satisfaction in the organization you are working now. Feedback from this questionnaire will assist in gauging how the HoD leads you and your team, the effectiveness of your HoD in internal marketing and how you feel about your job (job satisfaction).



WHAT HAPPENS TO THE INFORMATION WE GATHER?



All the information you provide will be treated in the strictest confidence. Only the researcher will have access to the completed questionnaires. The results of this questionnaire will only be conveyed to your organization at the aggregate level (i.e. averages of responses at the organization, division, section and branch levels) to ensure the privacy and integrity of the data collected.



Under no circumstances will other employees or your organization have to access to your individual responses. All responses are collated in such a way that no individual be identified.



HOW THIS QUESTIONNAIRE IS ORGANISED?




In Section I
you are asked some straightforward biographical questions.



In Section II
you are asked to choose, from a number of alternatives, the response that best describes your HoD leadership style.



In Section III
you are asked to asses Internal Marketing competency level in your organisation.



In Section IV
you are asked to choose, from a number of alternatives, the response that best describes your satisfaction in your current job.



In Section V
you are asked to assess your HoD performance in carrying out internal marketing components.



There are five sections to this questionnaire.




HOW DO YOU FILL IN THE QUESTIONNAIRE?



Please answer each question and respond to each statement as frankly and objectively as possible without conferring with anyone else. Answer each question even if you are not certain of your response. There are not right or wrong answers, or any trick questions. If some questions are repetitive, this is to ensure that we accurately obtained your views.



Please read the instructions at the start of each section carefully before answering the questions. Preferably, answer all the questions in one session, which should take you 10-20 minutes. Try to do this when you are not likely to be interrupted.




WOULD YOU LIKE MORE INFORMATION?



If you have any queries or concerns about this study, please refer to the enclosed Information Sheet, or contact:




Via e-mail- [email protected] or mobile at 07894725940. If you need to check with the Supervisor please contact Professor L.Sparks via e-mail: [email protected] .





Thank you for taking the time to complete this survey.
 
 
 


SECTION I : DEMOGRAPICS

In this section you are asked some biographical questions. The following information is important for analysing the information gathered from this questionnaire. Please choose information that represents you the most.
 
 

My gender
 
Female
 
Male
 
 

My core skill
 
Finance/Accounts
 
Management
 
Business Studies
 
Engineering
 
Retailing
 
Catering/Foods
 
Sales/Marketing
 
Other studies
 
 

To which department are you attached?
 
Human Resource/Admin
 
Clothing
 
Fresh Department
 
Cafe
 
Bakery
 
Food Processing
 
Purchasing/Buyer
 
Store marketing /Advertising/Promotion
 
Petrol Station
 
Check-out/Customer service/Counters
 
General Grocery
 
Produces &Vegetables
 
Dairy Products
 
Wine & Spirit
 
Cost Control
 
Engineering & Maintenance
 
Sales
 
P.I
 
Pharmacy
 
Warehouse
 
Photo
 
Home and Leisure
 
Provisions
 
General Merchandise
 
Optical
 
 

Age range
 
16-24 yrs
 
25-29 yrs
 
30-34 yrs
 
35-39 yrs
 
40-44 yrs
 
45-49 yrs
 
> 50 yrs
 
 

Average years of employment in retailing.
 
< 6 months
 
Above 6 months -1 year
 
Above 1 year -2 years
 
3-5 years
 
6-10 years
 
11-15 years
 
16-20 years
 
>20 years
 
 

Level of education
 
Secondary School
 
College (NC/HNC/HND)
 
University degree
 
 
 
Company
   
Location
   
 
 

Your Head of Department is
(HoD is a person that leads
the department)
 
Female
 
Male
 
 
SECTION II: ABOUT MY Head of Department (HoD)
Please describe the leadership style of your Head of Department in your current position when dealing with you and your colleagues. Use the indicated ratings below to describe your HoD leadership style when dealing with the following situations.

1. =Never
2. =Rarely
3. =Seldom
4. =Occasionally
5. =Often
6. =Usually
7. =Always.
 
 

My HoD lets subordinates know what is expected of them.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD maintains a friendly working relationship with subordinates
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD consults with subordinates when facing a problem.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD listens receptively to subordinates’ ideas and suggestions.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD informs subordinates about what needs to be done and how it needs to be done.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD lets subordinates know that and expect them to perform at their highest level.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD acts without consulting subordinates.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD does little things to make it pleasant to be a member of the group.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD asks subordinates to follow standard rules and regulations.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD set goals for subordinate’s performance that are quite challenging.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD says things that hurt subordinate’s personal feelings.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD asks for suggestions from subordinates concerning how to carry out assignments.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD encourages continual improvement in subordinates’ performance.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD explains the level of performance that is expected of subordinates.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD helps subordinates overcome problems that stop them from carrying out their tasks.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD shows that subordinates have doubts about their ability to meet most objectives.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD asks subordinates for suggestions on what assignments should be made.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD gives vague explanations of what is expected of subordinates on the job.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD consistently set challenging goals for subordinates to attain.
Never Rarely Seldom Occasionally Often Usually Always
 
 

My HoD behaves in a manner that is thoughtful of subordinates’ personal needs.
Never Rarely Seldom Occasionally Often Usually Always
 
 
SECTION III : Organisation Internal Marketing Competency Level
Please tick Yes/No to rate your organisation’s Internal Marketing competency level when dealing with the following situations. Only choose one of the following options Yes or No.
 
 

Does your company view attracting the best employees as important as competing for end-customers?
Yes No
 
 

Does your company use creative approaches to compete for talent?
Yes No
 
 

Does your company assign the right people to represent and recruit for the company?
Yes No
 
 

Does your company offer a strong vision which employees can believe?
Yes No
 
 

Does your company have a succinct statement of its vision?
Yes No
 
 

Does your company communicate its vision frequently?
Yes No
 
 

Does your company view employee skill and knowledge developments as an investment rather than an expense?
Yes No
 
 

Does your company view employee education as on ongoing process?
Yes No
 
 

Does your company help employee understand the “why” and not just the “how” of their jobs?
Yes No
 
 

Does your company encourage and facilitate team work among employees?
Yes No
 
 

Does your company help employees appreciate how they contribute to the company’s overall goals?
Yes No
 
 

Does your company strive to eliminate policies and rules that unnecessarily restrict employees?
Yes No
 
 

Does your company celebrate and reward “thinking” behaviour from employees?
Yes No
 
 

Does your company teach managers the power of empowerment?
Yes No
 
 

Does your company measure and reward employee performance that contributes most to the company vision?
Yes No
 
 

Does your company use multiple methods for measuring and rewarding performance?
Yes No
 
 

Does your company provide all employees with the opportunity to be recognised for their excellence?
Yes No
 
 

Does your company think of employees as customers with needs to be fulfilled by the company?
Yes No
 
 

Does your company use formal and informal means to ascertain employees’ attitudes, concerns, and needs?
Yes No
 
 

Does your company act on employee research findings to improve the quality of work life?
Yes No
 
 

SECTION IV: JOB SATISFACTION
The following set of items deal with various aspects of your job. Please choose the appropriate number to indicate how satisfied or dissatisfied you feel with each of these features of your present job. Give a rating for each statement using the scale

1. = Very Dissatisfied
2. = Moderately Dissatisfied
3. = I am Not Sure
4. = Moderately Satisfied
5. =Very Satisfied

Overall, how dissatisfied or satisfied are you with
 
 

Your physical work conditions?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

Your hours of work?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

The amount of variety in your job?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

Your rate of pay?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

Your fellow workers?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

The recognition you get for good work?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

Your job security?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

The person/s your immediately report to?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

Your changes of promotion?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

Employee relations between management and workers in your organization?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

The opportunities to use your abilities?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

The attention paid to suggestions you make?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

The amount responsibility you are given?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

The freedom to choose your own method of working?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

Feedback on your performance?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 

The way your organization is managed?
Very Dissatisfied Moderately Dissatisfied I am Not Sure Moderately Satisfied Very Satisfied
 
 
SECTION V: HOD’S PERFORMANCE -INTERNAL MARKETING COMPONENTS
The following questions are designed to assist in rating your HoD achievements in internal marketing. You are asked to consider how well your HoD performs internal marketing components.

Select the option that best describes each area of responsibility explained in the following statements using the scale below:

1. = Poor
2. =Acceptable
3. =Very Good
4. =Excellent
5. =Outstanding

Then TICK the alternative (1-5) you have chosen. Please avoid giving generalised high or low ratings. Focus on specific areas described by the statement. HoDs are unlikely to score uniformly Poor (“1”) or Outstanding (“5”) on all aspects of their job.
 
 

VISION,MISSION,CULTURE AND VALUE (VMCV)
 
 

Does your HoD align and contribute to the organization’s purpose and goals?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD communicate the VMCV to the staff effectively?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD contribute to organisational stability, continuity and cohesion?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD implement and foster VMCV to the staff effectively?
Poor Acceptable Very Good Excellent Outstanding
 
 
CORPORATE STRATEGY

 
 

Does your HoD allocate sufficient resources to staff to perform the task efficiently?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD establish an effective chain of command for the business process?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD communicate corporate strategy effectively?
Poor Acceptable Very Good Excellent Outstanding
 
 

Is your HoD aware of internal and external business environment?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD align corporate strategy with vision, mission, culture and values of the company?
Poor Acceptable Very Good Excellent Outstanding
 
 
KNOWLEDGE MANAGEMENT

 
 

Does your HoD enhance the expertise of people across the team?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD facilitate and manage organisational innovation
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD actively facilitate organizational learning
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD effectively manage intellectual capital and intellectual assets in the workforce?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD manage the proliferation of data and information in complex business environments and allowing employees to rapidly access useful and relevant knowledge resources and best practice guidelines?
Poor Acceptable Very Good Excellent Outstanding
 
 
STANDARD OPERATING PROCEDURES

 
 

Does your HoD apply policies, procedures, rules and regulations to meet organizational standards and practices?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD communicate effectively policies, procedures, rules and regulations to staff.
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD work effectively within the framework of organization policies, procedures and rules?
Poor Acceptable Very Good Excellent Outstanding
 
 
INTERNAL COMMUNICATION

 
 

Does your HoD communicate effectively, thoroughly, and accurately?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD develop and maintain effective internal communication channels for staff?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD promote 2-way communication between staff and management?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD acknowledge and respond to staff feedback?
Poor Acceptable Very Good Excellent Outstanding
 
 
HUMAN RESOURCES STRATEGY

 
 

Does your HoD adhere to all HR policies when dealing with HR activities such as recruitment, interviews, staff promotion etc?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD develop personnel practices in work place
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD maintain an effective career development system?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD build and maintain a cohesive management team?
Poor Acceptable Very Good Excellent Outstanding
 
 
INTEGRATING INTERNAL AND EXTERNAL MARKETING

 
 

Does your HoD promote customer service culture in the company?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD provide employees with proper training on dealing with customers?
Poor Acceptable Very Good Excellent Outstanding
 
 

Does your HoD evaluate the gap between service expectation of customer and the current service level?
Poor Acceptable Very Good Excellent Outstanding
 
Please contact [email protected] if you have any questions regarding this survey.
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