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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.

Do you own the organization?
Please indicate operational sector
What is your present position at the organization?
Organization size
Age of the organization
How would you assess impact of changes in your organization (last 2 years)?
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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