This survey has been developed to gather feedback
regarding workplace toxicity to assist our research on "Toxic Leadership."  We value your honest and detailed responses.

The questionnaire should take approximately 5 minutes to complete. Your responses are completely anonymous.

Brian Ellis, Mitch Javidi & Anthony Normore
National Command & Staff College

Question Title

* 1. Please rate the following statements:

  Strongly Agree Agree Undecided Disagree Strongly Disagree
Gossip impacts relationships between co-workers, supervision, and external partners.
Supervisors who don't communicate expectations effectively are less successful.
An absence of formal training/ mentoring / development impacts the ability for people to do their best work.
Secrets and a lack of organizational information between peers, and subordinates deters collaboration and a trusting environment.
Employees emotional and physical health can be dictated by good or bad leadership.
Supervisors / managers who are interactive with subordinates are more connected with line-level employees, and more adept at delivering success.
One reason people take sick days is to take a break from poor bosses.
Cynical attitudes at work negatively impact job performance.
Rules that don't apply to the organization as a whole undermines organizational trust.
Promotional processes that are subjective or biased to personal friendships undermine an organizations ability to get the best results.
A lot of people are unmotivated and lack direction based upon poor leadership.
In-fighting and talking behind others back affects an organization's ability to lead effectively.
Recognition or lack thereof impacts people's desire to work.
Cliques negatively impact workplace conditions.
There is no room in leadership for aggressive supervisors or those who actively bully others.
False accusations or rumors negatively impact the leadership decision making process.
Most police officers remain annoyed at leadership failures yet don’t say anything for fear of being singled out by management.
Poor performers who are not dealt with (including supervisors & managers) create more work for those who do work hard.
Divisions that work in silos (work independently of each other) don't accomplish as much as collaborative ones.
Leadership that treats subordinates negatively results in the public being mistreated from time to time.
If office politics rule the workplace, people only work hard to impress those in power, rather than making performance the norm.
A lack of transparency from top leadership to the line-level impacts a department's performance.
If a leader (management) is corrupt, subordinates will mirror that behavior.
Good ole boy networks destroy organizational performance.
Incompetent leaders make more work for their subordinates.
Rigid leaders (my way or the highway) impair a team's ability to collaborate and come up with new ideas.
Leadership who fail to remember where they came from and lack empathy for the line-level can't effectively build organizational momentum.
Our current workplace environment may lead to our risk and liabilities if it has not already.

Question Title

* 2. Share your e-mail address below if you wish to receive a free copy of our final report.  The information you provide will remain confidential and will not be reported in our research.

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