Introduction The CVP is an instrument that helps to understand how the participant feels about his organization – ‘what he feels the organization is right now’ and ‘what he thinks it should be’. From the organization’s point of view, using the CVP allows the organization to understand the employees’ perception at various levels – individual, departmental or organizational. The CVP helps to show the areas of misalignment between actual and ideal. Misalignments cause the Participant to suffer from low morale and low productivity, and should be addressed. Because the CVP shows the specific problem areas, it allows the Participant to isolate and target his problem areas by developing strategies specifically for it. When more than one datum is collected from a common department, it can be checked for consistency. For example, when a large proportion of the staff in a department gives feedback that Planning is lacking in the department, it can lead to an understanding of the weakness of the department. The CVP serves well as an Organization Health Survey and as an Exit Interview instrument. Product Description The CVP is a set of 20 questions with 2 columns for the Participant to answer. In the first column, the Participant rates what he feels the organization is and in the second column, he rates what he thinks the organization should be. The bigger is the discrepancy, the greater the stress level will be. The results are mapped onto the C-VAT Matrix. This can be overlapped onto the participant’s PVP to gain more insights. Features Consists of twenty sets of statements and 2 response columns. Participants are required to place the statement they would choose first as 1, followed by 2, 3 and the least likely as 4. In the paper form, there are three pages: First page is the instruction sheet. Second and third pages consist of the questions and a section for name, age and other details. Uses the C-VAT Matrix to display Participant’s answer. Can be linked up either on the micro or the macro level to generate other information such as Organization Mapping/ Diagnostic. B
enefits Participants can complete it within 20 minutes (although there is no specific time limit). It is an especially useful tool as: It shows up misfits between the individual and the organization; The greater the discrepancy between the two expectations, the higher the stress level and misalignment the Candidate is facing. The Candidate is likely to exhibit a Fight or Flight response; The data of a particular department, when grouped together, shows how the staff perceives the department/ organization; The collected data can provide feedback to the marketing communication strategies as well as the mission statement of the organization. Do the marketing communication strategies portray the organization in a different light to what it is supposed to be? If so, do job applicants suffer from cultural shock when they enter the company? It is also useful for EXIT interviews. Participants will reveal areas that they find disturbing to them during their stay within the organization. Difficulty Level Medium to Hard How to administer: Online and Hardcopy questionnaires When to Administer: As an Organizational Health Survey (also known as Employee Opinion Survey) or Exit Interview Questionnaire. Language Availability: English Portuguese Chinese
