Question structure: aorbq or optsq

Work culture differs in how much guidance or autonomy is expected and allowed for workers.

(as aorbq)

We carefully control what and how people work, and we set out detailed procedures which are to be followed, covering all situations that are expected to arise. We monitor everyone to ensure that they follow these procedures. This gives our workers a very clear idea of what they are meant to be doing at any time, so they can be secure in the knowledge that they are functioning appropriately. If needed, anyone may ask for detailed help from a manager about what they should do and how.

We expect the people working with us to explore their own ideas as to what needs to be done, and get on with that in a self-motivated and self-starting way, without the need for supervision. Everyone is responsible for their own work, with no official managerial or supervision structure. If someone is unsure what to do, we expect them first to use their own observation and intuition, and second, take the initiative in finding out from others, and fitting in their own work to the commonly agreed goals of our organisation. All people working here determine together what our collective goals are.

(as optsq)

• Well-Controlled:
  “We carefully control what and how people work, setting out detailed procedures for all expected situations. Everyone is monitored to ensure adherence to these procedures, providing clarity and security in their roles. Detailed managerial assistance is always available.”

• Structured with Flexibility:
  “Our community has well-defined procedures and guidelines for work, ensuring clarity and consistency. However, we also encourage individuals to bring their insights into how tasks can be accomplished, offering some flexibility. Supervisors are available for guidance, balancing structure with adaptability.”

• Balanced Structure and Autonomy:
  “We maintain a balance between structured guidance and individual autonomy. While there are standard procedures, we also encourage self-initiative and creative problem-solving within these frameworks. Team members are expected to seek guidance when needed but also to exercise their judgment.”

• Guided Autonomy:
  “In our community, we lean towards autonomy but with guidance and shared goals. There’s no strict monitoring, but we have general guidelines and collective objectives. Individuals are encouraged to be self-motivated and intuitive, with collaborative decision-making about our goals and approaches.”

• Autonomous Working:
  “We expect people to explore their own ideas and work self-motivatedly without supervision. Everyone is responsible for their work within our non-hierarchical structure. Intuition and peer collaboration are valued for understanding and aligning with our collective goals.”

This scale covers the range from a highly controlled work environment to a completely autonomous one, providing individuals with a clear view of where a community stands in terms of its working culture and how it aligns with their personal working style preferences.