Effectively Managing Change in Organizations

This survey is designed to gather information about effectively managing change in organizations in the Baltic States. The aim of the survey is to evaluate factors of change, management and the impact on the organizations that have gone through change in the last two years. The survey consists of three parts - factors of change, change in organizations and impact of change.

To properly understand change in this survey, author uses definition of change management which refers to any approach to transitioning individuals, teams, and organizations using methods intended to re-direct the use of resources, business process, budget allocations, or other modes of operation that significantly reshape an organization. In this survey the author understands the term "organization" as all possible legal types of organization.

The survey is anonymous and will take about 5-10 minutes of your time to complete it. The results of this research will be useful if you answer all the questions thoroughly.

The results of this survey will give significant contribution to understanding how organizations in the Baltic States manage change and how they improve their management process. The outcome of this study will provide opportunities to new approach on how to manage change. Recommendations to organizations in the Baltic States on how to improve change management processes will be developed.

If in any of the questions you have no opinion, it does not apply to your experience or you do not understand the question properly, please indicate - 'Neither agree nor disagree' option as your answer.

Type of the organization

Do you own the organization?

Please indicate operational sector

Field of the organization

Other

    …More…

    What is your present position at the organization?

    Please indicate country of the organization

    Other

      …More…

      Organization size

      Age of the organization

      How would you assess impact of changes in your organization (last 2 years)?

      Reason of changes in the organization was

      Other

        …More…

        1. Change in organization was stimulated by internal forces

        2. Change in organization was stimulated by external forces

        3. Changes were proposed by leadership (top-down approach)

        4. Change were initiated by employees (bottom-up approach)

        5. Employees resisted to change

        6. Change agents were appointed

        7. Common change vision was shared among employees

        8. Change plan was developed to implement the change

        9. Organization was open to changes

        10. Changes were initiated because of internal influential person or group struggles

        11. New technology was driving force of change

        12. Change was poor performance driven

        13. Change was business development driven

        14. Organizations main stakeholders were involved in change process

        15. Change process in organization is still ongoing

        16. New technology was introduced during the changes in your organization

        17. Changes influenced further changes in organization

        18. Changes influenced organizational structure

        19. Because of changes employees were rotated or left position

        20. Changes influenced tasks of employees

        21. Changes were very well communicated

        22. Sufficient amount of resources was allocated to support changes

        23. Needed resources were planned in advance and granted before the change

        24. In change process short-term wins were created for motivation of employees

        25. Change task force (group of people responsible for implementing change) was established

        26. Main change initiators were top and mid-level managers

        27. Changes were resisted only by employees who were affected or had to change work tasks in the process of change

        28. If more employees would be involved in process, changes would be more effective

        29. If more top and mid-level managers would be involved, changes would be more effective

        30. External consultants were attracted during change process

        31. Change mainly influenced people not organization or processes

        32. In change process job places were reduced

        33. Changes were focused more on organizations structural changes not on reducing number of employees

        34. I gained from changes

        35. Top management gained from changes

        36. Employees gained from changes

        37. Changes were initated in last minute due to lack of vision

        38. Changes increased profitability of organization

        39. Changes improved performance of organization

        40. Changes improved financial efficiency of organization

        41. Because of changes salaries of employees increased

        42. Customers/clients gained from changes

        43. Because of positive experience in change process employees accept further changes easier

        44. Because of negative experience in change process employees resist to further changes more

        45. Changes influenced organizational culture

        46. Change process was monitored

        47. Implemented Changes in organization are still present

        48. Changes were necessary for organization

        49. Certain person or group gained more power from changes

        50. Change main purpose was power increase of certain person or group

        51. More processes were outsourced as result of change

        52. Suppliers and business partners easily adjusted to changes in organisation

        53. After changes were completed internal change assessment was conducted

        54. Changes positively influenced organizations Key performance indicators

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