Part I. Please provide the following information about yourself (you need not write your name)

Transcription

1 ANNEXURE 401

2 402 QUESTIONNAIRE Part I Please provide the following information about yourself (you need not write your name) 1) Name of the Department 2) Designation 3) Place of working 4) Age (Please tick in the appropriate column) AGE a. Below 30 years b years c years d. Above 50 years 5) Sex (Please tick in the appropriate box) Sex Marital Status a. Male Married Unmarried b. Female Married Unmarried 6) Educational qualifications (Please tick in the appropriate column) Education a. Diploma b. Graduation c. Post Graduation d. Other

3 403 7) Experience in years (Please tick in appropriate box) Experience a. Less than 5 years b years c years d years e. 21 years above 8) Technical / Professional Qualifications (Please tick in the appropriate box). Technical / Professional Qualification a. Engg. Graduate b. Management Graduate c. CA / CWA / CS d. Computer Science e. Others (Please mention) PART II Please communicate your opinion by making tick mark in the appropriate box. agree : 5 : 4 Cannot say : 3 Disagree : 2 Disagree : 1

4 404 I. ORGANISATION CHANGE, CULTURE, VISION AND VALUE SYSTEM Please express your opinion on the following statements comparing situation before implementation of change, by selecting the appropriate column. agree Cannot say Disa gree Disagree 1 Change in the organisation is genuine and trickled down to deeper layers (upto bottom most cadre). 2 My organisation prepared for constant and continuous change. 3 My organisation even prepared to make obsolete its own technology, applications etc. 4 Change programme increased scope for outsourcing of more functional experts/activities. 5 Employees are properly deployed after implementing change, 6 Management really considered the emotions of employees while initiating change. 7 There is wide change in the mindsets of employees in a proactive way. 8 Results of the change would have attained even with previous structure. 9 My organisation enjoys sufficient managerial and functional autonomy. 10 My organisation has sufficient infrastructure to serve the public. 11 My organisation able to cater to the needs of consumers at present and also in future. 12 Changes made in my organisation are compatible with organisation culture. 13 Organisation change transformed organisational culture also. 14 Honestly Integrity, respect, trust Excellency and consumer service for satisfaction etc. are the core values of my organisational culture. 15 Existing corporate culture is more helpful in the implementation of organisational change. 16 My organisation frequently articulates the core values through series of seminars. 17 Employees recruited are motivated to maintain the core values and beliefs of organisation culture. 18 Corporate culture need refinement to meet the changing environment in future growth and expansion. 19 My organisation reduced its bureaucratic and inword looking attitudes.

5 Employees have improved cultured consciousness (Do not allow to dilute the core values). 21 Senior employees are transparent in their intentions and actions. 22 In my organisation openness and ethics go together. 23 Corporate integrity is an intangible asset for my organisation. 24 Management has created powerful vision to energize the employees. 25 Employees have empowered to act to realize the vision of the organisation. 26 Organisation has great culture that motivates and encourages employees. 27 Organisation included employees while articulating the mission of change. 28 Employees have sense of pride for being part and parcel of the organisation. 29 My organisation is growth oriented. 30 My organisation encourages and values the innovation and creativity among employees 31 My organisation assumes responsibility towards society. 32 Management makes employees to learn many things by narrating stories on its past success and failures. 33 Management always discusses with employees frequently on important changes and issues. 34 Management always encourages employees participation in resolving the various problems. 35 Superiors give sufficient advance notice about change. 36 Change strategy implemented has brought in a balanced change 37 Employees are enthusiastic and have interest with their nature of work culture. 38 Employees at lower level are allowed to express their concerns. 39 My company s vision statement is related to my duties and responsibilities. 40 There is co-operation and coordination among the colleagues of different departments. 41 There is always compatibility between individual s job knowledge, and job requirement. Cannot Say Disa gree Disagree

6 There is regular communication among employees about the corporate mission and its relation to change. 43 Individuals and groups have clear understanding of their goals to be attained. 44 Process of change has resulted in achieving the following objectives of change. (i) (ii) (iii) Govt. limited its role to the regulatory function. There is autonomy in presenting tariff proposal to the APERC Power sector insulated in its functions from political influence.

7 407 II) TRAINING & DEVELOPMENT AND REWARD SYSTEM 1 Candidates who apply for the job will be given adequate information about the organisation. 2 Induction programmes are arranged to new employees to familiarize the organisation and its culture. 3 My organisation is having a structured and widely shared training policy. 4 Employees are sponsored for the training programmes depending on their professional requirement. 5 Corporate training institute of My organisation is fully equipped with training facilities. 6 New training needs are identified to facilitate the change programme. 7 Employees are sponsored to the training programmes so as to adapt to the change easily. 8 Employees participate in determining their training needs, in relation to their jobs. 9 Training programmes are arranged to employees to learn and implement creative ideas. 10 Training programmes focused on team building activities. 11 New training programmes improved the decision making skills of employees. 12 Employees who have supported the change program have been suitably rewarded. 13 Non monetary rewards played major role in the process of adapting the change. 14 Team based reward system helped in implementing change effectively. 15 Through Training & Development motivational variables, (recognition, achievement, growth and responsibility etc.,) are internalized and operationalised. 16 Training programmes helps me to handle.. tension, trust.. and conflict etc., 17 Training programmes provide an avenue for growth and career planning. 18 Training programmes helped to eliminate fear in attempting new tasks. 19 Employees are deputed to outside training to update their technical skills and practical knowledge. 20 Employees who have trained in specific skills will be deployed in the relevant fields. Cannot Say Disagre e Disagree

8 Training programmes improves communication between groups and individuals. 22 Training classes improves interpersonal skills. 23 Training programme helps employees to identify with organisational goals. 24 Training & Development help in creating a better corporate image. 25 Training & Development provide information for future needs in all areas of the organisation. 26 Training courses help in reducing outside consultancy by utilizing competent internal consultancy. 27 Training & Development eliminates suboptimal behavior such as hiding tools, office records etc. 28 Training prepares employees for higher level tasks. 29 Training programs facilitate personnel development and their family welfare. 30 There is facility and encouragement for acquiring the higher qualifications / improving knowledge. 31 R&D wing of my organisation always interacts actively with the field regarding the innovative ideas and technologies etc. 32 My organisation is in favour of continuing its efforts in R&D. 33 In my organisation employees are given freedom to have hands on experience on the latest technology developed in R&D 34 Employees are trained to spend more time in R & D Technical library of my organisation fully equipped and scientifically maintained

9 409 III. QUALITY OF EMPLOYEES WORK LIFE 1 Change programme promoted commitment among employees. 2 There is change in the way people work together after change process. 3 Executives at the top level came from outside have wide impact in the performance of the organisation. 4 There is certainty about the future career of the employees after implementing change. 5 Promotional chances in the each category were brightened due to change process. 6 Employees are experiencing high and positive energy after implementation of change. 7 Individual experiencing satisfaction and have confidence on management about the change. 8 Employees are able to deal with ambiguity. 9 Employees are persistent even when initial efforts fail to achieve results. 10 Present culture characterized by discipline, free and frank dialogue including risk taking. 11 Entrepreneur Resource planning (ERP) improved efficiency of employees. 12 There is impressive improvement in the interdepartmental co-ordination. 13 My organisation is constantly vigilant to the new opportunities. 14 My organisation able to compete in the market at present and in future also. 15 There is better social standing for the employees when compared with the erstwhile APSEB / KSEB 16 My organisation need to diversify its functions to increase career opportunities 17 There are safe, healthy and hygienic working conditions in my organisation 18 My organisation provides immediate opportunity to use and develop human capabilities. 19 There is social integration i.e., freedom from prejudice, interpersonal openness, and egalitarianism etc in work organisation. 20 There is constitutionalism i.e., privacy, Free speech and equity etc. in the work organisation. Cannot Say Disagr ee Dis agree

10 410 Cannot Say Disagr ee Dis agree 21 Employees have social relevance of their work life. 22 Employees getting fair and reasonable pay compared to other organisations doing similar work. 23 There is sexual harassment or discrimination at the work place. 24 Employees have recognition for their efforts by immediate superior. 25 There is balance between time spent at work and the time spent with family and friends. 26 There is limited occupational stress at work. 27 There are frequent health camps aimed at educating employees about their health. 28 There is matching between objectives to be fulfilled and the resources provided. 29 There is a sense of social association and belongingness among the employees. 30 Medical & Health benefits, canteen facilities and recreation services etc., improved employees quality of work life. 31 There is sufficient supporting staff in each wing. 32 Ethics and moral values are maintained strictly. 33 My organisation pays special attention towards sports, games and entertainment. 34 There is an improvement in the activity noted below consequent to implementation of change. Please rate the following on 5 point scale ( agree to strongly disagree) a. Punctuality b. Completion of work in time c. Honesty and truthfulness d. Creativity(Performing the things in improved way) e. Feed back (Giving valid suggestions when asked or on their own) f. Learning and Education g. Job satisfaction h. Salary and Perquisites i. Spending with family j. Traveling on duty

11 411 k. Training/Grooming the sub-ordinates Cannot Say Disag ree Dis agree l. Fixed working hours m. Satisfying superiors n. Belongingness (Organisational loyalty) o I am enjoying my work life p Additional responsibility with out incentive is not acceptable q I tend to put extra efforts to do my job better r s t I like to be appreciated when I do my job well My organisation has good track record in implementing change My organisation operates on commercial lines after restructuring U v w There are cultural activities as part of recreation to the employees Management reward people who take part in change efforts My organisation convince those who does not involve in change process x Any other suggestion or Opinion may be communicated. 35 Any other suggestion or Opinion may be communicated.

12 412 IV) LEADERSHIP STYLE AND COMMUNICATION STRATEGY Agre e Cann ot Say Disagr ee Strong ly Disagr ee 1 I could find democratic leadership style in the organisation during change management. 2 Leaders / superiors are always tolerant towards mistakes committed by the employees. 3 Leaders / superiors maintain friendly atmosphere in their groups. 4 My organisation believes in team work. 5 There are Cordial relationships between superiors and subordinates. 6 Superiors of my organisation help non performing employees to improve themselves. 7 Leaders and management are successful in changing the mind sets of employees while initiating change. 8 Leaders are successful in convincing the employees about their career in future implementation of change. 9 Management delegated powers sufficiently to the officers. 10 Employee Associations, Unions are involved in the Change Management Process. 11 The reasons for introducing the change have been communicated in advance. 12 My organisation thoroughly communicated the change process. 13 The relevant and required information with respect to change has been provided. 14 Management solicited feed back from the employees regarding the change. 15 Appropriate tools of communication like graphs and story telling has been used in the management of change. 16 The communication with regard to change is always two way. 17 Extensive communication on Training & Development, supporting the change is given. 18 The progress came from the change has been communicated to the employees. 19 There was wide range of communication on the reward system which supports change. 20 Communication was limited to meetings and discussions.. 21 Much communication on how change will give a value addition to the company has been provided.

13 There is adequate intra departmental and inter departmental communication. 23 Everyone is well informed about the technological developments relevant to processes and services. 24 Associations / Unions protect the interests of the employees. 25 Transfer policy adopted is fair and transparent. 28 There is proper communication and understanding between management and departments. 27 Options process was designed in a scientific way 28 Required and sufficient information provided to employees for exercising options. 29 I am satisfied with the options process 30 Sufficient time is given for exercising options 31 Pros and cons were widely discussed by management before offering options. 32 Associations/unions act as facilitator for communication of changing environment.