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  5. Siebel 4.0-2 Change Management Questionnaire - COP
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Change Management Survey Questionnaire
This questionnaire is part of a assesment for Msc in Project Management research project conducted by Kanti Lakhankar for the University of Aberdeen. This questionnaire is focused primarily on the way in which the change affecting people during change implementaion in thier company.



There are few 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. Please start with the survey now by clicking on the Continue button below.
 
 
1. What is your Job Title? (please select as applicable)
*  
 
Mid-Market Engagement
 
Partner Engagement
 
Regional Business Manager
 
Partner Programs
 
Partner Incubation
 
Express Campaigns
 
Other (please specify)
 
 
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
 
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 projects create resistance which has to be broken
* Good ideas for change are hidden and used for personal agendas
* There are delays in the timescales that are set in the change project
* Project teams have sometimes a lack of consequence and consistency in regards to the change
* Communication about the change is limited to only those directly concerned with the project
* The process of implementation for the change is flexible and reactive
* Change is expected without being linked to incentives
* There are long periods of planning before the change is delivered
* Training is inadequate leaving unanswered questions about the change
* Involvement in the change project before delivery takes place
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
* Those concerned with the outcome of the change project take part in planning
* Conflicts within the change are looked for and try to be solved
* The implementation of the change within your role is managed solely by MSUK
* Communications about the change are timely and relevant
* 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
 
 
8. Which of the below statements best applies to how you feel project is managed?
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
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
The CRM strategy, system design and processes are determined completely outside of MSUK’s 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
There are predetermined guidelines for how the system implementation is to be managed and these are followed
Communications about the implementation are not given in advance and not relevant
Each release begins with no anticipated planning
The direction of the implementation is influenced by resistance
Once the implementation has taken place, user involvement in the project begins
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
Ideas are openly communicated and encouraged within the implementation
Conflicts within the implementation are avoided
Incentives are linked with the implementation to aid the process of change
Implementation communications are open and readily available
Key implementation personnel are chosen, put in charge and left unchanged
The reasons for change are unclear and there are different views of the goals of the implementation
 
9. Please rank these requirements about change in order of importance to you, from 1 to 9.
* (1 = most important; 9 = least important)
Understanding why change is happening and why it is necessary
Recognise the project is being implemented by people with the necessary core skills in a clearly defined and tracked manner
Awareness of who is ultimately responsible for the project
Having assistance from the project owners, project infrastructure, training specialist to create a supportive environment
Knowing the project recognises organisation wide dependencies and gives caution to people, process and infrastructure
Appreciation of how the change will take place and be effectively communicated
Conscious that key individuals are involved in the project
Being able to take ownership and influence details of the change
Feeling that everyone is focused on the same goals and objectives
 
 
 
For clarification please click the help icon
   
 
 
 
   
 
 
 
   
 


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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