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“DETERMINING CHANGE MANAGEMENT AWARENESS

LEVEL IN MEDICAL COMPANIES IN DUBAI “

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• Change management is one of the temporary topics of

management studies and application.

• We wanted to discover the level of awareness of this science

in Dubai in medical companies.

• Among all managerial sciences in 21st century which are well

applied we want to see up to what level managers apply this.

• Change management can have a fertile span for further

development , teaching , research and application.4

INTRODUCTION

• By revising different resources we found awareness in

change management is a crucial step to ignite and it is so

important to consider in process of change management:

• ADKAR considered this as first step.

• Dean Anderson & Linda Ackerman stated same.

• John Hayes in 2nd Edition of Change Management book

2002 mentioned that recognition is first step in CM.

• Change Management by Dr Olaf Pessengeim stressed in

lack of awareness factors as pitfalls of CM process5

• In the book of the Change management strategic framework six steps for

CM where first steps is :

• Establish the need to change

• Raise awareness and changing beliefs

• Win over three workforce

By revising ADKAR model we find that five steps are :

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• A — Awareness of the need for change

• D — Desire to support and participate in the change

• K — Knowledge of how to change

• A — Ability to implement required skills and behaviours

• R — Reinforcement to sustain the change

• And we noticed that he spoke about awareness in following steps,

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According to ADKAR the awareness of need to change are limited by

following :

• Addressing nature of change

• Addressing why this change is needed

• Addressing business opportunities which necessitated the need to

change

• Answering why change is needed now

• Avoiding risks of not performing change

• Resisting factors

• Trusting the change moderator

• Understanding change concept

• Change plans communications

• Management tough plans of change 8

So further, we extracted the dimensions for change management

awareness to be:

• Awareness in communication with subordinates

• Understanding change concept

• Risk management and assessing non application of change

• Assessing change management

• Company policy and adapting change management

Those five dimensions will be the base for my

research/questionnaire. 9

OBJECTIVES

• To find out the awareness level of medical field managers

regarding change process.

• To find out the gender wise difference of awareness level

of change.

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SIGNIFICANCE

• My research can be a judge between theory and practice.

• Before going further in teaching or delivering further

courses to managers in the change management it would

be rational to determine if a specific awareness level is

reached or not.

• We can develop the route of education in medical

companies in Dubai after developing the level of

awareness knowledge. We can be more aware about the

right course to be delivered and where managers are to

be oriented.11

SIGNIFICANCE

• We can improve the educational system to managers and

decision makers.

• This can improve the managerial decision-making and

further can improve the medical companies’ performance

and leadership.

• We can present results of the research to CEOs of the

medical companies of Dubai or the international

headquarters and this can be developed to employees’

handbook.

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RESEARCH METHODOLOGY

Data Collection Sources & Tools:

• Some primary data were obtained from the articleslike ADKAR model and other books of changemanagement, which helped to make the base of thequestionnaire.

• Secondary data were obtained using thisquestionnaire, which was distributed to 300companies. Where 85 companies responded, 20respondents were excluded and 65 managers’answers were considered.

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RESEARCH METHODOLOGY

• We got the answers to questionnaire through emails, telephone calls,

personal interviews and through online questionnaire website (

monkeysurvey.com)

• Level of the organization data were collected is managerial level.

• Unit of analysis is individual who should be a manager in a medical

company in Dubai with at least 2 subordinates.

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RESEARCH METHODOLOGY

• We used Likert Scale in our questionnaire.

• Sample population is 350 . We questioned 300 companies

and got respondents from 85 but 65 specimen of different

managers were the considered responses to the

questionnaire. Response rate was 65 of 300 which is 21.5 %

and we surveyed almost 18.6% from the sample size.

Responses got were 27 females to 38 males.

• In our purposive quantitative sampling we were looking for

top managers in medical managers of Dubai who surely

have subordinates and were researching level of awareness

of change management.

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DATA PROCESSING

• Descriptive analysis and T-test were used to find out the

difference in awareness level.

• Excel sheets along with diagrams were used like bar

charts to analyze the results.

• We have 5 answers which are the measure tendency to

the change management awareness.

• Then for each dimension will get the mean for the total

answers in that dimension for clearer interpretation.

• Also we will apply the standard deviation to see the

tendency to the relevant topic.16

DATA ANALYSIS

• Reliability Statistics

• This Alpha value of questionnaire. .851 which shows

the reliability of the questionnaire.

Cronbach's

Alpha

Cronbach's

Alpha Based on

Standardized

Items N of Items

.846 .851 19

Table 4.1 Reliability Statistics

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COMPANIES PARTICIPATED IN SURVEY

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MALES AND FEMALES PARTICIPANTS

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SUBORDINATES OF RESPONDENTS

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DIMENSIONS OF QUESTIONNAIRE

1. Communication with subordinates

2. Understanding change concept

3. Risk management and assessing non application of

change

4. Assessing change management

5. Company policy and adapting change management

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DIMENSION WISE COMPARISON FOR MEAN VALUE & SDMean value

(males)

S.D

(Males)

Mean value

(Female)

S.D

(Female)

Dimension # 1 4.13 0.233 4.12 0.205

Dimension # 2 3.98 0.389 4.07 0.39

Dimension # 3 3.73 0.144 3.56 0.156

Dimension # 4 3.82 0.317 3.92 0.176

Dimension # 5 3.225 0.035 3.1 0.141

Overall value 3.777 0.139 3.754 0.213

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DIMENSION WISE COMPARISON FOR MEAN VALUE & SD

• Interpreting mean value : We can notice that answers range were between the

neutral and agree which is not reaching to the level of agree which is score 4

and that can indicate to us a kind of hesitant level of awareness.

• Interpreting SD values: results in general had low SD. In males the dispersion of

the results are almost in same area and in females are spread in a wider area.

We can notice that the mean results dispersion are within the expected and

variance from center is low.

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• Overall mean for dimensions between males and females are almost the

same.

• But we can’t judge if that was a chance or there is really a significant

difference between the two means by applying the t-test to discover and

compare difference between males and females.

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T TEST

• For t-test firstly we will check the assumption of normality, Standard

deviation and t test :

The significance value of Kolmogorov test is greater than .05 which

shows that we will accept the null hypothesis. Which is that “data is

normal”.

• More than 20% of population had significant occurrence in results.

Tests of Normality

Kolmogorov-Smirnova Shapiro-Wilk

Statistic df Sig. Statistic df Sig.

MEAN .079 66 .200* .979 66 .314

a. Lilliefors Significance Correction

*. This is a lower bound of the true significance.

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• Then we applied independent sample t-test and got the following table as

output.

Group Statistics

Gender N MeanStd.

DeviationStd. Error

MeanMEAN 1 27 3.935185 .4964905 .0955496

2 38 3.752632 .4075217 .0661088

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Independent Samples Test

Levene's Test

for Equality

of Variances t-test for Equality of Means

95% Confidence Interval of the

Difference

F Sig. t df

Sig. (2-

tailed)

Mean

Difference Std. Error Difference Lower Upper

MEAN Equal variances

assumed

.574 .452 1.625 63 .109 .1825536 .1123571 -.0419741 .4070814

Equal variances

not assumed

1.571 48.965 .123 .1825536 .1161899 -.0509430 .4160502

Here we will interpret two values first one will be the

significance value of levene’s test for equality of

variance. (this test measures that same level of

variance is there in both groups) the value is .452

shows that homogeneity of variance exists. 27

• Second value which we will interpret will be the value of significance of 2-

tailed this shows that there is no significance difference in change

management awareness level between both genders.

• Very low presumption against null hypothesis

• And that means male and female groups doesn’t have significant

difference in awareness.

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CONCLUSION/FINDINGS

• The awareness level was between neutral and agree which is less

than 4 in mean

• Change management awareness is present to some extent in Dubai

medical companies

• The science is implemented in companies where structure includes

communication and networking managers among HR.

• The science isn’t well implemented in the courses and the company

policies

• The science isn’t counted as a decision making edge.

• Companies lack the specific model for implementing the science

• Male and female level of awareness is almost the same

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RECOMMENDATIONS

• I recommend such a study to be conducted by a

researcher who is free and to have enough time and

be paid research in order to discover the right results.

• I recommend to amend the scale and not to give good

marks for replies of neutral or disagree

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RECOMMENDATIONS

• The decision makers in each company has to be surveyed and that

requires enough time to be given where each decision maker are to have

the questionnaire sent by email to read and prepare for it before the

meeting with the researcher who can discuss with him in enough time

with enough questions.

• It must be explained well to respondent that the reply has to be what the

fact is and not what the respondent like to.

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APPENDICESDETERMINING CHANGE MANAGEMENT AWARENESS LEVEL IN MEDICAL COMPANIES IN DUBAI

Name of participant & position

Age:

Gender

Number of subordinates

Type of company :

contact

Terms used:

Subordinate: follower employee

Stakeholder: anyone in contact with you in business atmosphere

CM: change management

Change moderator: representative , coach , instructor

Statement Strongly Agree Agree NeutralDisag

reeStrongly Disagree

communication with subordinates

I clearly communicate my subordinates that why this specific change is

required.

Change plans are well communicated to all the stake holders

Employees are properly trained to think and behave in a way compatible

to the introduced change.

Employees in organization should have the opportunities to express their

opinion about change process.

Clear outcomes are always defined while introducing any change.

Understanding change concept

I have enough knowledge/skills necessary to do my part in achieving my

work unit’s change related goals.

While introducing any change in the organization, I can easily categorize

it as strategic or operational level change.

While implementing the change, mostly I follow the typical model :

unfreeze – change – refreeze ?

I believe planned arrangements should be made in order to build a trust

worthy environment from top to bottom.

I believe the positive consequences of applying change management

program in company.

Risk management and assessing non application of change

You take enough change awareness measurements to avoid risks of not

performing change?

There is a proper mechanism to address the identified obstacles in

implementation of change.

In my organization, all stakeholders of any specific change program

know the urgency of its implementation.

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required.

Change plans are well communicated to all the stake holders

Employees are properly trained to think and behave in a way compatible

to the introduced change.

Employees in organization should have the opportunities to express

their opinion about change process.

Clear outcomes are always defined while introducing any change.

Understanding change concept

I have enough knowledge/skills necessary to do my part in achieving my

work unit’s change related goals.

While introducing any change in the organization, I can easily categorize

it as strategic or operational level change.

While implementing the change, mostly I follow the typical model :

unfreeze – change – refreeze ?

I believe planned arrangements should be made in order to build a trust

worthy environment from top to bottom.

I believe the positive consequences of applying change management

program in company.

Risk management and assessing non application of change

You take enough change awareness measurements to avoid risks of not

performing change?

There is a proper mechanism to address the identified obstacles in

implementation of change.

In my organization, all stakeholders of any specific change program

know the urgency of its implementation.

All stakeholders are fully aware that why any specific change can’t be

avoided?

I always identify the obstacles that could derail the implementation of

any change.

Assessing change management

Do you trust the change moderator (manager, instructor, human

resource, and owner)? While implementing change a comfortable

environment is always created.

In my organization, change is necessary in order to improve overall

efficiency.

I often suggest change in processes in order to get more business.

Company policy and adapting change management

Is company adapting any specific policy of CM?

Is CM incorporated into company training courses?

Additional Comments:

Do you adapt a specific model or system of change management in company?

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