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    Employee SCARF Survey

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    kenneth cheung
    This document presents an employee survey to evaluate how well an organization addresses the five SCARF factors identified in the neuroscience model: status, certainty, autonomy, relatedness, and fairness. These social factors significantly impact employee motivation, engagement, and well-being. The survey contains questions in five sections corresponding to the SCARF factors to gather feedback on the organization's performance in these areas and identify opportunities for improvement to enhance employee satisfaction, productivity, and success.

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    Employee SCARF Survey

    Uploaded by

    kenneth cheung
    47 views1 page
    This document presents an employee survey to evaluate how well an organization addresses the five SCARF factors identified in the neuroscience model: status, certainty, autonomy, relatedness, and fairness. These social factors significantly impact employee motivation, engagement, and well-being. The survey contains questions in five sections corresponding to the SCARF factors to gather feedback on the organization's performance in these areas and identify opportunities for improvement to enhance employee satisfaction, productivity, and success.

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    Employee SCARF survey

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    This document presents an employee survey to evaluate how well an organization addresses the five SCARF factors identified in the neuroscience model: status, certainty, autonomy, relatedness, and fairness. These social factors significantly impact employee motivation, engagement, and well-being. The survey contains questions in five sections corresponding to the SCARF factors to gather feedback on the organization's performance in these areas and identify opportunities for improvement to enhance employee satisfaction, productivity, and success.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    47 views1 page

    Employee SCARF Survey

    Uploaded by

    kenneth cheung
    This document presents an employee survey to evaluate how well an organization addresses the five SCARF factors identified in the neuroscience model: status, certainty, autonomy, relatedness, and fairness. These social factors significantly impact employee motivation, engagement, and well-being. The survey contains questions in five sections corresponding to the SCARF factors to gather feedback on the organization's performance in these areas and identify opportunities for improvement to enhance employee satisfaction, productivity, and success.

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    © All Rights Reserved
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    Employee Survey: Assessing SCARF Factors in the Workplace

    Introduction

    The SCARF Model, developed by neuroscientist and leadership expert David Rock, identifies five key social domains that can trigger threat or reward responses in the human brain: Status, Certainty, Autonomy,
    Relatedness, and Fairness. These factors play a significant role in individual motivation, engagement, and overall well-being in the workplace.

    This survey aims to evaluate the extent to which our organization successfully addresses these SCARF factors, providing valuable insights for enhancing employee satisfaction, productivity, and overall
    organizational success.

    Section 1: Status

    1. I feel valued and respected by my colleagues and managers.

    2. I have opportunities to contribute to important decisions and initiatives.

    3. I am recognized for my accomplishments and contributions.

    4. I receive regular feedback and constructive criticism.

    5. I feel that my role is important and has a positive impact on the organization.

    Section 2: Certainty

    1. I have a clear understanding of my role and responsibilities.

    2. I receive consistent and timely communication from my manager.

    3. I am informed about changes in processes, policies, or projects.

    4. I have a sense of stability and predictability in my work environment.

    5. I feel confident in my ability to plan and manage my workload effectively.

    Section 3: Autonomy

    1. I have control over my work schedule and how I approach my tasks.

    2. I am encouraged to take initiative and propose new ideas.

    3. I am given the freedom to make decisions within my scope of authority.

    4. My manager trusts my ability to work independently and responsibly.

    5. I feel empowered to make a difference in my work and contribute to the overall success of the organization.

    Section 4: Relatedness

    1. I have positive and supportive relationships with my colleagues.

    2. I feel connected to my colleagues and feel like part of a team.

    3. I have opportunities to collaborate with and learn from others.

    4. I feel valued for my unique skills and perspectives.

    5. I feel a sense of belonging and community within the organization.

    Section 5: Fairness

    1. I believe that rewards and recognition are distributed fairly within the organization.

    2. I am treated with respect and dignity, regardless of my position or background.

    3. I feel that everyone has an equal opportunity to succeed and contribute.

    4. I am confident that complaints and concerns will be addressed fairly.

    5. I believe that the organization's policies and procedures are fair and equitable.

    Additional Questions

    1. What specific examples could you provide that demonstrate the organization's success in addressing each of the SCARF factors?

    2. What suggestions do you have for improving the organization's ability to address the SCARF factors and enhance employee well-being?

    Thank you for your participation in this survey. Your feedback is valuable in helping us identify areas for improvement and create a more supportive and engaging work environment for all employees.

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