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As stated above to test the innovation potential of respondents with high-suspected innovation proclivity, Dr. Peterson’s (Peterson, 2000) innovation potential indicator questionnaire (Appendix 12.3) was used. The instrument has 36 questions which are used to rank innovation potential of respondents through a test of four attributes namely motivation to change, challenging behaviour, adaptation and consistency of work styles. Here motivation to change and challenging behaviour are indicators of presence of innovation potential whereas adaptation and consistency of work styles reflect a lack of innovativeness. The fifth attribute social desirability is innovation potential neutral and used here as a masking influence on order not to make the statements in the questionnaire too obvious for respondents. Low or high scores for these attributes are interpreted in the following manner.
The respondents were asked to rate each of the 36 statements in the questionnaire on a scale of 1 to 5 with the following specification:
The following nine statements in the questionnaire are designed to test the respondent’s level of Motivation to change. For Statements 2, 7, 13, 15, 27 and 32 higher score indicate higher Motivation to change whereas for statements 6, 17 and 19 the inverse is true i.e. lower the score higher the respondent’s level of Motivation to change.
The following eight statements in the questionnaire are designed to test the respondent’s level of Challenging behaviour. For Statements 4, 5, 24, 29, 30, 31 and 35 higher the score higher the Challenging behaviour whereas for statements 8 the inverse is true i.e. lower score indicates the respondent’s higher level of Challenging behaviour.
The following seven statements in the questionnaire are designed to test the respondent’s level of Adaptation. For statements 1, 9, 14, 22, 23 and 28 higher score reflects higher Adaptation level whereas for statement 36 the reverse is the case i.e. lower score means the respondent’s higher level of Adaptation.
The following six statements in the questionnaire test the respondent’s level of Consistency of work styles. For statements, 10, 21, 26, 33 and 34 higher score means higher Consistency of work styles whereas for statement 18 lower score indicate higher level of respondent’s Consistency of work styles.
The following six statements in the questionnaire are designed to test the respondent’s level of Social Desirability. For statements 3, 11, 16 and 25 higher the score higher the Social Desirability whereas for statements 12 and 20 the inverse is true i.e. lower the score higher the respondent’s level of Social Desirability.
Following is a completed questionnaire that illustrates the calculations.
As the scores for attributes Motivation to change and Challenging behaviour are 36 and 35 respectively, which are much higher than the scores for Adaptation, and Consistency of work styles (14 and 08 respectively) the conclusion is that person who has filled in this questionnaire has high innovation potential.