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  5. Siebel 4.0-2 Change Management Questionnaire - COP
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CF & F Employee Survey Questionnaire
This questionnaire focuses on organizational change withiin the compay and how employees view this change.

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.

Thank you very much for your time and support. Please note questions with red asterisk require an answer to be given. Please start with the survey now.
 
 
1. What is your staff level? (please select as applicable)
*  
 
Top Level Management
 
Mid Level Management
 
Administrative Staff
 
Engineer Staff
 
Floor Manager
 
Hourly Staff - Full Time
 
Other (please specify)
 
 
2. How long have you been working at Microsoft UK?
*  
 
3 - 5 Months
 
6 - 11 Months
 
12 + Months
 
3. How do you view cultural diversity at CFF&F?
*  
 
Not acceptable
 
somewhat acceptable
 
Very acceptable
 
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 CF&F:
*  
 
CF&F exists in a state of rapid and continuous change
 
CF&F evolves through long periods of stability with short bursts of fundamental change
 
CF&F departments deal with change incrementally and separately
 
CF&F 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
Change is expected without being linked to incentives
Conflicts always occur with any type of change
Project teams have sometimes a lack of consequence and consistency in regards to the change
There are logical reasons for change which are visible and the goals are transparent
Change can have a positive impact on employee's job
Management involves hourly employees in decision process regarding change
Communication about the change is limited to only those directly concerned with the project
The implementation of the change within your role is managed solely by CF & F
Those concerned with the outcome of the change project take part in planning
Employees are resistant to change
Communications about the change are timely and relevant
Training is inadequate leaving unanswered questions about the change
There are long periods of planning before the change is delivered
There are delays in the timescales that are set in the change project
The process of implementation for the change is flexible and reactive
 
 
8. Which of the below statements best applies to how you feel change is veiwed by other employees/managers?
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
The direction of the implementation is influenced by resistance
Each release begins with no anticipated planning
Incentives are linked with the implementation to aid the process of change
Implementation communications are open and readily available
Communications about the implementation are not given in advance and not relevant
Wide timescales for the implementation deliverables are set and goals and are met
Training is frequently given with supporting materials creating confidence with the system and the processes
Corporate Headquarters and EMEA direct the implementation of the CRM system with MSUK having no control
Conflicts within the implementation are a growing problem
The CRM strategy, system design and processes are determined completely outside of MSUK’s control
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
Key implementation personnel are chosen, put in charge and left unchanged
Implementation leadership is unclear and CRM champions are not utilised effectively
The reasons for change are unclear and there are different views of the goals of the implementation
There are predetermined guidelines for how the system implementation is to be managed and these are followed
Ideas are openly communicated and encouraged within the implementation
Once the implementation has taken place, user involvement in the project begins
 
9. Please rank these requirements about change in order of importance to you, from 1 to 9.
* (1 = most important; 9 = least important)
Understand why change is happening and why it is necessary
Having assistance from the project owners, project infrastructure, training specialist to create a supportive environment
All levels of staff invloved in creating and implementing any changes
Feeling that everyone is focused on the same goals and objectives
Awareness of who is ultimately responsible for the project
Feel that you have a direct influence on the details of the change
Appreciation of how the change will take place and be effectively communicated
 
 
 
 
   
 
 
 
   
 
 
 
   
 
 
CF & F Employee Survey Questionnaire
This questionnaire focuses on organizational change withiin the compay and how employees view this change.

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.

Thank you very much for your time and support. Please note questions with red asterisk require an answer to be given. Please start with the survey now.
 


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

Please contact Shonna Moore at [email protected] or