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  5. Siebel 4.0-2 Change Management Questionnaire - COP
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Hewden Office Communications
Change Management Survey Questionnaire
This questionnaire is part of a research project conducted by Mark Bolger, Shane Hamm & Louise Lavelle for the course Business in Service Innovation & Design at Waterford Institute of Technology. This questionnaire is focused primarily on the way in which the change affects people in the company and what changes practices strategies could be implemented.
There are 12 questions in this survey and it will take no longer than 10 minutes to complete the questionnaire.

Your survey responses will be strictly confidential and data from this research will be reported only in the aggregate. Your information will be coded and will remain confidential. Please make your answer by selecting the neccesary box or button, or entering an answer in the text box, where applicable. If you have questions at any time about the survey or the procedures, you may contact Mark by email at the email address specified below each question.
Thank you very much for your time and support. Please note questions with red asterisk require an answer to be given.
 
 
 
1. What is your Job Title? (please select as applicable)
*  
 
Director
 
Manager
 
Asst Manager
 
Sales
 
Admin
 
Other-Please specify
 
Other (please specify)
 
 
2. How long have you been working at Hewden
*  
 
3 - 5 Months
 
6 - 11 Months
 
12 + Months
 
3. What is your current job status?
*  
 
Full Time Employee (FTE)
 
Contractor (i-)
 
Vendor (v-)
 
Other (please specify)
 
 
4. Are you familiar with the term of Change Management in how it relates change affecting people?
* If the answer is "No" please click the help icon
 
Yes
 
No
 
5. Which of these statements best applies to how change is managed at Hewden?
*  
 
Hewden exists in a state of rapid and continuous change
 
Hewden evolves through long periods of stability with short bursts of fundamental change
 
Departments within Hewden deal with change incrementally and separately
 
Hewden is constantly undergoing small changes
 
Other (please specify)
 
 
6. Please select how applicable each of these statements are in describing the management of change affecting your job role?
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
* Communications about the change are timely and relevant
* Project teams have sometimes a lack of consequence and consistency in regards to the change
* Training is inadequate leaving unanswered questions about the change
* Communication about the change is limited to only those directly concerned with the project
* Change projects create resistance which has to be broken
* There are long periods of planning before the change is delivered
* There are delays in the timescales that are set in the change project
* Good ideas for change are hidden and used for personal agendas
* Conflicts within the change are looked for and try to be solved
* Change is expected without being linked to incentives
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
* There are logical reasons for change which are visible and the goals are transparent
* The project lead for the change is known and project champions aid the planning and implementation
* Involvement in the change project before delivery takes place
* Those concerned with the outcome of the change project take part in planning
* The process of implementation for the change is flexible and reactive
* The implementation of the change within your role is managed solely by Hewden
 
 
7. Which of these statements best describes previous 'Change' events in Hewden
*  
 
Change is managed within a set timeframe with clear objectives and methods that were communicated in advance, and managed in a controlled way
 
Change has focus on contingency which appreciates the complexity of issues
 
Change is a combination of the above two statements but not necessarily in equal proportion
 
Other (please specify)
 
 
8. Which of the below statements best applies to how you feel that change is managed?
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
* Communications about the implementation are not given in advance and not relevant
* Key implementation personnel are chosen, put in charge and left unchanged
* Training is frequently given with supporting materials creating confidence with the system and the processes
* Implementation communications are open and readily available
* There are predetermined guidelines for how the system implementation is to be managed and these are followed
* Management direct the implementation of change and with below management level staff having no control
* Wide timescales for the implementation deliverables are set and goals and are met
* Implementation leadership is unclear and CRM champions are not utilised effectively
* Conflicts within the implementation are avoided
* Incentives are linked with the implementation to aid the process of change
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
* Once the implementation has taken place, user involvement in the project begins
* The reasons for change are unclear and there are different views of the goals of the implementation
* The CRM strategy, system design and processes are determined completely outside of MSUK’s control
* Each release begins with no anticipated planning
* Ideas are openly communicated and encouraged within the implementation
* The direction of the implementation is influenced by resistance
 
9. Please rank these requirements about change in order of importance to you, from 1 to 9.
* (1 = most important; 9 = least important)
Conscious that key individuals are involved in the project
Appreciation of how the change will take place and be effectively communicated
Recognise the project is being implemented by people with the necessary core skills in a clearly defined and tracked manner
Understanding why change is happening and why it is necessary
Being able to take ownership and influence details of the change
Awareness of who is ultimately responsible for the project
Feeling that everyone is focused on the same goals and objectives
Knowing the project recognises organisation wide dependencies and gives caution to people, process and infrastructure
Having assistance from the project owners, project infrastructure, training specialist to create a supportive environment
 
 
 
 
   
 
 
For clarification please click the help icon
   
 
12. Have you participated directly in any change implementations?
*  
 
Yes
 
No
 
 
 
   
 
 
 
   
 


Thank you very much for your support, it is greatly appreciated

Please contact Mark Hambling at [email protected] or [email protected] if you have any questions regarding this survey.
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