Project 2

CHAPTER 5
DATA ANALYSIS AND INTERPRETATION

TABLE NO 1
CLASSIFICATION BASED ON GENDER
S. No Gender No. of. Respondents Percentage
1 Male 68 61.81
2 Female 42 38.18
INTERPRETATION
FROM THE ABOVE TABLE IT IS INTERPRETATED THAT
• 61.81% of the respondents are Male
• 38.18% of the respondents are Female
CHART NO 1
Gender
Male Female
35
TABLE NO 2
CLASSIFICATION BASED ON AGE:
S. No Age No. of. Respondents Percentage
1 Below 20 0 0
2 21 - 29 58 52.72
3 30 - 39 34 30.90
4 40 – 49 13 11.81
5 Above 50 5 4.54
INTERPRETATION
• 0% of the respondents are below 20
• 52.72% of the respondents are from 21-29
• 4.54%of the respondents are from above 50
CHART NO 2
AGE
Below 20 21 - 29 30 - 39 40 - 49 Above 50
36
TABLE NO 3
CLASSIFICATION BASED ON QUALIFICATION:
S. No Qualification No. of. Respondents Percentage
1 SSLC 0 0
2 HSC 0 0
3 DIPLOMA 30 27.27
4 UG 44 40
5 PG 36 32.72
INTERPRETATION
• 0% of the respondents are SSLC
• 52.72% of the respondents are HSC
• 30.90% of the respondents are from DIPLOMA
• 11.81% of the respondents are from UG
• 4.54%of the respondents are from PG
CHART NO 3
Qualification
SSLC HSC DIPLOMA UG PG
37
TABLE NO 4
CLASSIFICATION BASED ON EXPERIENCE:
S. No Qualification No. of. Respondents Percentage
1 Below 1 year 18 16.36
2 1 - 2 years 39 35.45
3 3 – 4 years 33 30
4 5 – 6 years 13 11.81
5 Above 6 years 7 6.36
INTERPRETATION
• 16.36% of the respondents are below 1 year of experience
• 35.45% of the respondents are from 1-2 years of experience
• 30% of the respondents are from 3-4 years of experience
• 11.81% of the respondents are from 5-6 years of experience
• 6.36%of the respondents are from above 6 years
CHART NO 4
Experience
Below 1 year 1 - 2 years 3 – 4 years 5 – 6 years Above 6 years
38
TABLE NO 5
NEW TECHNOLOGY CHANGE
S.No Attributes No. of Percentage
.Respondents
1 Yes 85 77.27
2 No 25 22.72
INTERPRETATION
• 77.27% of the respondents have answered as Yes
• 22.72% of the respondents have answered as No for technology change
CHART NO 5
New Technology Change
Yes No
39
TABLE NO 6
FAMILIAR WITH CHANGE MANAGEMENT
S. No Attributes No. of. Percentage
Respondents
1 Yes 80 72.72
2 No 30 27.27
INTERPRETATION
• 27.27% of the respondents have answered as No to familiar with change management
CHART NO 6
Familiar with Change Management
Yes No
40
TABLE NO 7
EMPLOYEES PROVIDE SUPPORT TO EMPLOYERS
S. No Attributes No. of. Percentage
Respondents
1 Yes 67 60.90
2 No 43 39.09
INTERPRETATION
• 39.09% of the respondents have answered as No to employees provide support to
employers
CHART NO 7
Yes No
41
TABLE NO 8
CHANGE IS AN OPPORTUNITY
S. No Attributes No. of. Respondents Percentage
1 Yes 63 57.27
2 No 47 42.72
INTERPRETATION
• 42.72% of the respondents have answered as No to change is an opportunity
CHART NO 8
CHANGE IS AN OPPORTUNITY
Yes No
42
TABLE NO 9
SATISFACTION OF EMPLOYEES REGARDING THE CHANGE
S. No Attributes No. of. Respondents Percentage
1 Excellent 33 30
2 Above Average 51 46.36
3 Average 20 18.18
4 Below Average 4 3.63
5 Unsatisfied 2 1.81
INTERPRETATION
• 30% of the respondents have answered Excellent
• 52.72% of the respondents have answered above Average
• 30.90% of the respondents have answered Average
• 11.81% of the respondents have answered Below average
• 4.54%of the respondents are have answered Unsatisfied for satisfaction regarding the
change
CHART NO 9
SATISFACTION OF EMPLOYEES REGARDING THE CHANGE
Excellent Above Average Average Below Average Unsatisfied
43
TABLE NO 10
CLEAR VISSION ABOUT CHANGE
S. No Attributes No. of .Respondents Percentage
1 Strongly agree 60 54.54
2 Agree 48 43.63
3 Neither/Nor 1 0.90
4 Disagree 1 0.90
5 Strongly Disagree 0 0
INTERPRETATION
• 54.54% of the respondents have answered Strongly Agree
• 43.63% of the respondents have answered Agree
• 0.90% of the respondents have answered Neither/Nor
• 0.90% of the respondents have answered Disagree
• 0%of the respondents are have answered Strongly Disagree for clear vission about the
change
CHART NO 10
Clear vission about change
Strongly agree Agree Neither/Nor Disagree Strongly Disagree
44
TABLE NO 11
CLEAR MESSAGE ABOUT CHANGE
2 Agree 52 47.27
4 Disagree 2 1.81
INTERPRETATION
• 0%of the respondents are have answered Strongly Disagree for clear message about
change
CHART NO 11
Clear message about change
45
TABLE NO 12
CHANGE ARTICULATED TO ALL LEVELS
2 Agree 42 38.18
4 Disagree 2 1.81
INTERPRETATION
• 0%of the respondents are have answered Strongly Disagree to change articulated to
all levels
CHART NO 12
CHANGE ARTICULATED TO ALL LEVELS
46
TABLE NO 13
VALUE OF CHANGE
2 Agree 47 42.72
4 Disagree 2 1.81
5 Strongly Disagree 1 0.90
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree for value of change
CHART NO 13
VALUE OF CHANGE
47
TABLE NO 14
CLEAR ABOUT CHANGE
2 Agree 49 44.54
4 Disagree 2 1.81
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree clear about change
CHART NO 14
CLEAR ABOUT CHANGE
48
TABLE NO 15
GOAL CLARITY
2 Agree 53 48.18
4 Disagree 0 0
INTERPRETATION
• 0% of the respondents have answered Disagree
• 0%of the respondents are have answered Strongly Disagree about goal clarity
CHART NO 15
GOAL CLARITY
49
TABLE NO 16
CHANGE GOALS REALISTIC
2 Agree 38 34.54
4 Disagree 2 1.81
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree that goals are realistic
CHART NO 16
CHANGE GOALS REALISTIC
50
TABLE NO 17 PROGRESS MEASURED
2 Agree 51 46.36
4 Disagree 2 1.81
INTERPRETATION
• 1.81%of the respondents are have answered Strongly Disagree about progress
measured
CHART NO 17
PROGRESS MEASURED
51
TABLE NO 18
DEAL WITH TECHNICAL CHALLENGES
2 Agree 50 45.54
4 Disagree 2 1.81
INTERPRETATION
• 1.81%of the respondents are have answered Strongly Disagree to deal with technical
challenges
CHART NO 18
DEAL WITH TECHNICAL CHALLENGES
52
TABLE NO 19
SUPPORT THE CHANGE
2 Agree 47 42.74
4 Disagree 1 0.90
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree to support the change
CHART NO 19
SUPPORT THE CHANGE
53
TABLE NO 20
UNDERSTANDING THE CHANGES
2 Agree 46 41.81
4 Disagree 2 1.81
INTERPRETATION
• 0%of the respondents are have answered Strongly Disagree to understand the change
CHART NO 20
UNDERSTANDING THE CHANGES
54
TABLE NO 21
IMPACT OF CHANGE
2 Agree 48 43.63
4 Disagree 0 0
INTERPRETATION
• 1.81%of the respondents are have answered Strongly Disagree for impact of change
CHART NO 21
IMPACT OF CHANGE
55
TABLE NO 22
GAIN OR LOSE IN CHANGE
2 Agree 50 45.45
4 Disagree 0 0
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree about gain or lose in
change
CHART NO 22
GAIN OR LOSE IN CHANGE
56
TABLE NO 23
ORGANISATION TRAINING FOR CHANGE
2 Agree 47 42.72
4 Disagree 1 0.90
INTERPRETATION
• 0%of the respondents are have answered Strongly Disagree about training for change
CHART NO 23
ORGANISATION TRAINING FOR CHANGE
57
TABLE NO 24
ORGANISATION TALENT FOR CHANGE
2 Agree 47 42.72
3 Neither/Nor 11 10
4 Disagree 3 2.72
INTERPRETATION
• 10% of the respondents have answered Neither/Nor
• 0%of the respondents are have answered Strongly Disagree about talent for the
change
CHART NO 24
ORGANISATION TALENT FOR CHANGE
58
TABLE NO 25
OVERCOMING RESISTANCE TO CHANGE
2 Agree 37 33.63
4 Disagree 0 0
INTERPRETATION
• 2.72%of the respondents are have answered Strongly Disagree about resistance to
change
CHART NO 25
OVERCOMING RESISTANCE TO CHANGE
59
TABLE NO 26
BENEFIT FROM CHANGE
2 Agree 44 40
3 Neither/Nor 11 10
4 Disagree 3 2.72
INTERPRETATION
• 40% of the respondents have answered Agree
• 2.72%of the respondents are have answered Strongly Disagree about benefit from
change
CHART NO 26
BENEFIT FROM CHANGE
60
TABLE NO 27
CHANGE IMPROVES ORGANISATION
1 Strongly agree 44 40
2 Agree 48 43.63
4 Disagree 4 3.63
INTERPRETATION
• 40% of the respondents have answered Strongly Agree
• 0%of the respondents are have answered Strongly Disagree change improves
organisation
CHART NO 27
CHANGE IMPROVES ORGANISATION
61
TABLE NO 28
MANY REASONSFOR THIS CHANGE
2 Agree 58 52.72
4 Disagree 0 0
INTERPRETATION
• 0%of the respondents are have answered Strongly Disagree about many reasons for
change
CHART NO 28
MANY REASONSFOR THIS CHANGE
62
TABLE NO 29
CHANGE MAKES JOB EASIER
2 Agree 46 41.81
4 Disagree 3 2.72
INTERPRETATION
• 0%of the respondents are have answered Strongly Disagree about change makes job
easier
CHART NO 29
CHANGE MAKES JOB EASIER
63
TABLE NO 30
CHANGE MATCHES PRIORITIES OF THE ROLE
2 Agree 50 45.45
4 Disagree 3 2.72
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree change matches
priorities
CHART NO 30
CHANGE MATCHES PRIORITIES OF THE ROLE
64
TABLE NO 31
SENIORS ENCOURAGEMENT IN CHANGE
2 Agree 48 43.63
4 Disagree 2 1.81
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree about seniors
encouragement
CHART NO 31
SENIORS ENCOURAGEMENT IN CHANGE
65
TABLE NO 32
SENIORS SUPPORT BEHIND THE CHANGE
2 Agree 48 43.63
3 Neither/Nor 11 10
4 Disagree 2 1.81
INTERPRETATION
• 1.81%of the respondents are have answered Strongly Disagree about seniors support
CHART NO 32
SENIORS SUPPORT BEHIND THE CHANGE
66
TABLE NO 33
SENIORS ARECOMITTED TO THE CHANGE
2 Agree 33 30
4 Disagree 0 0
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree about seniors
commitment to change
CHART NO 33
SENIORS ARECOMITTED TO THE CHANGE
67
TABLE NO 34
MANAGEMENT ANNOUCEMENT ON CHANGE
2 Agree 42 38.18
4 Disagree 1 0.90
INTERPRETATION
• 0%of the respondents are have answered Strongly Disagree about announcement on
change
CHART NO 34
MANAGEMENT ANNOUCEMENT ON CHANGE
68
TABLE NO 35
ADOPTION TOWARDS CHANGE
2 Agree 39 35.45
4 Disagree 0 0
INTERPRETATION
• 0%of the respondents are have answered Strongly Disagree on adoption to change
CHART NO 35
ADOPTION TOWARDS CHANGE
69
TABLE NO 36
TASK FOR ACCEPTING THE CHANGE
2 Agree 45 40.90
4 Disagree 2 1.81
INTERPRETATION
• 0%of the respondents are have answered Strongly Disagree for accepting change
CHART NO 36
TASK FOR ACCEPTING THE CHANGE
70
TABLE NO 37
EASE IN HANDLING THE CHANGE
2 Agree 38 34.54
4 Disagree 2 1.81
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree for ease handling on
change
CHART NO 37
EASE IN HANDLING THE CHANGE
71
TABLE NO 38
SKILLS TO MANAGE CHANGE
2 Agree 38 34.54
3 Neither/Nor 11 10
4 Disagree 1 0.90
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree to manage change
CHART NO 38
72
TABLE NO 39
LESS WORRIED ABOUT CHANGE
2 Agree 35 31.81
4 Disagree 2 1.81
INTERPRETATION
• 0%of the respondents are have answered Strongly Disagree for less worry about
change
CHART NO 39
LESS WORRIED ABOUT CHANGE
73
TABLE NO 40
LESS RELATIONSHIP PROBLEMS
2 Agree 41 37.27
4 Disagree 0 0
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree about leadership
problems
CHART NO 40
LESS RELATIONSHIP PROBLEMS
74
TABLE NO 41
FUTURE OF ORGANISATION IMPROVES
2 Agree 41 37.27
4 Disagree 3 2.72
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree about improvement
CHART NO 41
FUTURE OF ORGANISATION IMPROVES
75
TABLE NO 42
GOOD FEELING ABOUT THE CHANGE
2 Agree 43 39.09
4 Disagree 5 4.54
INTERPRETATION
• 1.81%of the respondents are have answered Strongly Disagree about good feel about
change
CHART NO 42
GOOD FEELING ABOUT THE CHANGE
76
TABLE NO 43
CHANGE IS REFRESHING
2 Agree 37 33.63
4 Disagree 2 1.81
INTERPRETATION
• 0.90%of the respondents are have answered Strongly Disagree for change is
refreshing
CHART NO 43
CHANGE IS REFRESHING
77
TABLE NO 44
ACCEPTING CHANGES IN WORK
2 Agree 41 37.27
3 Neither/Nor 11 10
4 Disagree 3 2.72
INTERPRETATION
• 0%of the respondents are have answered Strongly Disagree for accepting change
CHART NO 44
ACCEPTING CHANGES IN WORK
78
TABLE NO 45
READINESS TO CHANGE
2 Agree 33 30
4 Disagree 8 7.27
INTERPRETATION
• 8.18%of the respondents are have answered Strongly Disagree for readiness to change
CHART NO 45
READINESS TO CHANGE
79
TABLE NO 46
CHANGE AS POSITIVE PROCESS
2 Agree 34 30.90
4 Disagree 7 6.36
INTERPRETATION
• 9.09%of the respondents are have answered Strongly Disagree for positive process
CHART NO 46
Sales
80
TABLE NO 47
AFFECTS INDIVIDUAL GROWTH
2 Agree 32 29.09
4 Disagree 6 5.45
INTERPRETATION
• 10%of the respondents are have answered Strongly Disagree for change affects
individual growth.
CHART NO 47
Strongly agree Agree Neither/Nor Disagree
81
STATISTICAL ANALYSIS
CORRELATION ANALYSIS
TABLE NO 1
CORRELATION BETWEEN SENIORS ENCOURAGEMENT TO CHANGE AND
SENIORS COMMITMENT TO CHANGE
Factors LEVEL OF AGREEABILITY

Strongly Agree Neither/Nor Disagree Strongly
Agree Disagree
Seniors 41 48 18 2 1
encouragement
to change X
Senior Leaders 72 33 4 0 1
are committed
to change Y
̅=∑ 𝒙/𝒏= 110/5 = 22

𝐗
̅ = ∑ 𝒚/𝒏 = 110/5 = 22
𝒀
̅
𝒙=𝑿−𝑿 ̅
𝒚=𝒀−𝒀 𝒙𝟐 𝒚𝟐 ∑xy
19 50 361 2500 950

26 11 676 121 286
-4 -18 16 324 72
-20 -22 400 484 440
-21 -21 441 441 441
∑ 𝒙𝟐 = 1894 ∑ 𝒚𝟐 = 3870 ∑ 𝒙𝒚 =2189
𝒓 = ∑ 𝒙𝒚/√( ∑ 𝒙𝟐 ∑ 𝒚𝟐 )
= 2189/√(1894 ∗ 3870)
=0.80853
INTEPRETATION:
From the above analysis it is identified that there is high degree positive Correlation between
Seniors encouragement to change X and Senior Leaders are committed to change Y.
82
TABLE NO 2
CORRELATION BETWEEN CHANGE AS REFRESHMENT AND CHANGE AS A
POSITIVE PROCESS
LEVEL OF AGREEABILITY
Factors Agree Disagree
Change is 62 37 8 2 1
refreshing X
Change as 55 33 5 8 9
Positive
ProcessY
̅=∑ 𝒙/𝒏= 110/5 = 22

𝐗
̅ = ∑ 𝒚/𝒏 = 110/5 = 22
𝒀
̅
𝒙=𝑿−𝑿 ̅
40 33 1600 1089 1320

15 11 225 121 550
-14 -17 196 289 238
-20 -14 400 196 280
-21 -13 441 169 273
∑ 𝒙𝟐 = 𝟐𝟖𝟔𝟐 ∑ 𝒚𝟐 = 𝟏𝟖𝟔𝟒 ∑ 𝒙𝒚 = 𝟐𝟔𝟔𝟏
𝒓 = ∑ 𝒙𝒚/√( ∑ 𝒙𝟐 ∑ 𝒚𝟐 )
= 2661 /√(2862 ∗ 2661)
= 0.96425
INTEPRETATION:
Change is refreshing X and Change as Positive Process Y.
83
TABLE NO 3
CORRELATION BETWEEN THE INDIVIDUAL’S HANDLING OF CHANGE WITH EASE
AND AN INDIVIDUALS’S SKILLS TO MAKE CHANGE WORK
I can handle 53 38 16 2 1
the Change
with ease X
I have skills 59 38 11 1 1
to make
change
workY
̅=∑ 𝒙/𝒏= 110/5 = 22

𝐗
̅ = ∑ 𝒚/𝒏 = 110/5 = 22
𝒀
̅
𝒙=𝑿−𝑿 ̅
31 37 961 1369 1147

16 16 256 256 256
-6 -11 36 121 66
-20 -21 400 441 420
-21 -21 441 441 441
∑ 𝒙𝟐 = 𝟐𝟎𝟗𝟒 ∑ 𝒚𝟐 = 𝟐𝟔𝟐𝟖 ∑ 𝒙𝒚 = 𝟐𝟑𝟑𝟎
𝒓 = ∑ 𝒙𝒚/√( ∑ 𝒙𝟐 ∑ 𝒚𝟐 )
= 2330 /√(2094 ∗ 2628)
= 0.99324
INTEPRETATION:
From the above analysis it is identified that there is high degree positive Correlation between the
individual’s handling of change with ease X and an individuals’ skills to make change work Y.
84
TABLE NO 4
CORRELATION BETWEEN CLEAR MESSAGE ABOUT THE CHANGE AND THE GAIN
AND LOSE IN CHANGE
Is there a 43 52 13 2 0
clear message
about the
change X
Do people 45 50 14 0 1
understand
the gain and
lose in
change
̅=∑ 𝒙/𝒏= 110/5 = 22

𝐗
̅ = ∑ 𝒚/𝒏 = 110/5 = 22
𝒀
̅
𝒙=𝑿−𝑿 ̅
21 23 441 529 483

30 28 900 784 840
-9 -8 81 64 72
-20 -22 400 484 440
-22 -21 484 441 462
∑ 𝒙𝟐 = 𝟐𝟑𝟎𝟔 ∑ 𝒚𝟐 = 𝟐𝟑𝟎𝟐 ∑ 𝒙𝒚 = 𝟐𝟐𝟗𝟕
𝒓 = ∑ 𝒙𝒚/√( ∑ 𝒙𝟐 ∑ 𝒚𝟐 )
= 2297 /√(2302 ∗ 2306)
= 0.99696
INTEPRETATION:
From the above analysis it is identified that there is high degree positive Correlation between X clear
message about the change and the gain and lose in change Y.
85
TABLE NO 5
CORRELATION BETWEEN SATISFACTION DUE TO CHANGE AND TRAINING
AVAILABLE TO ASSIST THE CHANGE
Satisfaction 33 51 20 4 2
due to change
X
Training 49 47 11 3 0
available to
assist change
Y
̅=∑ 𝒙/𝒏= 110/5 = 22

𝐗
̅ = ∑ 𝒚/𝒏 = 110/5 = 22
𝒀
̅
𝒙=𝑿−𝑿 ̅
11 27 121 729 297

29 25 841 625 725
-2 -11 4 121 22
-18 -19 324 361 342
-20 -22 400 484 440
∑ 𝒙𝟐 = 𝟏𝟔𝟗𝟎 ∑ 𝒚𝟐 = 𝟐𝟑𝟐𝟎 ∑ 𝒙𝒚 = 𝟏𝟖𝟐𝟔
𝒓 = ∑ 𝒙𝒚/√( ∑ 𝒙𝟐 ∑ 𝒚𝟐 )
= 1826/√(1690 ∗ 2320)
= 0.92218
INTEPRETATION:
X satisfaction due to change and training available to assist the change y.
86
TABLE NO 6
CORRELATION BETWEEN OVERCOME THE RESISTANCE TO CHANGE AND
KNOWLEDGE TO CHANGE MANAGEMENT
Satisfaction 33 51 20 4 2
due to change
X
Change 49 46 12 3 0
makes the job
easier Y
̅=∑ 𝒙/𝒏= 110/5 = 22

𝐗
̅ = ∑ 𝒚/𝒏 = 110/5 = 22
𝒀
̅
𝒙=𝑿−𝑿 ̅
11 27 121 729 297

29 24 841 576 696
-2 10 4 100 20
-18 -19 324 361 342
-20 -22 400 484 440
∑ 𝒙𝟐 = 𝟏𝟔𝟗𝟎 ∑ 𝒚𝟐 = 𝟐𝟐𝟓𝟎 ∑ 𝒙𝒚 = 𝟏𝟕𝟗𝟓
𝒓 = ∑ 𝒙𝒚/√( ∑ 𝒙𝟐 ∑ 𝒚𝟐 )
= 1795 /√(1690 ∗ 2250)
= 0.92051
INTEPRETATION:
From the above analysis it is identified that there is high degree positive Correlation between X
overcome the resistance to change and knowledge to change management and Y.
87
KOLMOGOROV-SMIRNOV TEST
TABLE NO 1
TABULATION TO RANK OF FACTORS BASED ON WHAT MAKES EMPLOYEES

ACCEPT CHANGE AT HINDUJA TECH
S. No Rank of Factors Based on what makes employees accept change at

Hinduja Tech
FACTORS 1 2 3 4 5
1 Change Vision and 60 48 1 1 0
Mission
2 Goals Clarity 54 53 3 0 0
3 Change Plan 48 54 8 0 0
4 Employee readiness 44 58 8 0 0
for Change
5 People and Change 45 50 14 0 1
Teams
6 Management Support 72 33 4 1 0
Ho - There is no significant difference between the ranks given by employees for the factors
based on what makes them accept change at Hinduja Tech.
Ha - There is significant difference between the ranks given by employees for the factors
based on what makes them accept change at Hinduja Tech.
88
WEIGHTAGE (w) 5 4 3 2 1 O
FACTORS (x) 1 2 3 4 5 wx/Sample
size
Change Vision and 60 48 1 1 0
Mission
0.170555
Change Goals 54 53 3 0 0
0.168498
Change Plan 48 54 8 0 0
0.163349
Employee readiness 44 58 8 0 0
for Change
0.163349
People and Change 45 50 14 0 1
Teams
0.160604
Management Support 72 33 4 1 0
0.173647
E= 1/n
= 1/5
E = 0.2
O E (O-E)
0.2
0.170555 0.02945
0.2
0.168498 0.0315
0.2
0.163349 0.03665
0.2
0.163349 0.03665
0.2
0.160604 0.0394
0.2
0.173647 0.02635
Calculated Value = Highest Value of (O-E)
= 0.0394
Tabulated Value = 1.36/√𝑁
= 1.36/√550
= 0.5799
89
Calculated value is less than Tabulated value
Since Accept Calculated value is less than Tabulated value, accept Ho.
INFERENCE:
There is no significant difference between the ranks given by employees for the factors based
on what makes them accept change at Hinduja Tech.
90
WEIGHTED AVERAGE METHOD
TABULATION TO RANK THE ELEMENTS BASED ON WHAT MAKES
EMPLOYEES ACCEPT CHANGE AT HINDUJA TECH
Weights 5 4 3 2 1
Factors Strongly Agree Neither/Nor Disagree Strongly WAM=
Agree Disagree ∑WX/∑W
Change Vision and 60 48 1 1 0 4.5181
Mission
Change Goals 54 53 3 0 0 4.4636
Change Plan 48 54 8 0 0 4.3272
Employee readiness 44 58 8 0 0 4.3272
for Change
People and Change 45 50 14 0 1 4.2545
Teams
Management Support 72 33 4 1 0 4.600
Total 26.4906
Factors Rank
Change Vision and Mission 2
Change Goals 3
Change Plan 4
Employee readiness for Change 4
People and Change Teams 6
Management Support 1
INTERPRETATION:
From the above table it is interpreted that 6th rank is given to People and Change Teams and
4th rank is shared by Change Plan and Employee readiness for Change and 3rd rank is given to
Change Goals and 2nd rank is given to Change Vision and Mission and finally
Management Support is given 1st rank based on what makes employees accept change at
Hinduja tech.
91
CHI – SQUARE TEST
CROSS TABULATION BETWEEN EMPLOYEES SUPPORT TO THE
EMPLOYERS DURING THE CHANGE AT HINDUJA TECH AND VALUE OF
CHANGE
Value of
change
Strongly Agree Neither/Nor Disagree Strongly Total
Employees Agree Disagree
support to
employers
Yes 25 32 8 2 0 67
No 21 19 1 0 2 43
Total 46 51 9 2 2 110
Hypothesis :
Ho - There is no association between employee support to the employers during the change at
Hinduja Tech and value of change.
Ha - There is association between employee support to the employers during the change at
Hinduja Tech and value of change.
O E O–E (𝐎 – 𝐄)𝟐 /E
25 28.0181 -3.0181 0.3251
21 17.9818 3.0182 0.5066
32 31.0636 0.9364 0.0282
19 19.9363 -0.9363 0.0440
8 6.03 1.97 0.6436
1 3.5181 -2.5181 1.8023
2 1.2181 0.7819 0.5019
0 0.7818 -0.7818 0.7818
0 1.2181 -1.2181 1.2181
2 0.7818 1.2182 1.8969
Calculated Value = Total (O – E)2 / E

= 7.7485
Degree of freedom = (r – 1) (c – 1)
= (2 – 1) (5 – 1)
=4
92
Tabulated value with degree of freedom at 5% level of significance = 6.09
Since the tabulated value is less than the calculated value,
Hence accept Ha.
INFERENCE:
From the above table it is interpreted that there is an association between employee support to
the employers during the change at Hinduja Tech and value of change.
93
EMPLOYEES SEEING THE CHANGE AS OPPORTUNITY AT HINDUJA TECH
AND WILLINGNESS TO INCORPORATE CHANGE IN WORK
Change as
opportunity
Strongly Agree Neither/Nor Disagree Strongly Total
Agree Disagree
Willingness
to change
Yes 30 24 7 2 0 63
No 25 17 4 1 0 47
Total 55 41 11 3 0 110
Hypothesis :
Ho - There is no association between employee support to the employers during the change at
Hinduja Tech and willingness to incorporate change in work.
Ha - There is association between employee support to the employers during the change at
Hinduja Tech and willingness to incorporate change in work.
O E O–E (𝐎 – 𝐄)𝟐 /E
30 31.5 -1.5 0.0714
25 23.5 1.5 0.0957
24 23.4818 0.5182 0.0114
17 17.5181 -0.5181 0.0153
7 6.3 0.7 0.0778
4 4.7 -0.7 0.1043
2 1.71818 0.2819 0.0620
1 1.2818 -0.2818 0.0620
0 0 0 0
0 0 0 0
Calculated Value = Total (O – E)2 / E

= 0.4221
Degree of freedom = (r – 1) (c – 1)
= (2 – 1) (5 – 1)
94
=4
Tabulated value with degree of freedom at 5% level of significance = 7.71
Since the tabulated value is greater than the calculated value,
Hence accept Ho.
INFERENCE:
From the above table it is interpreted that there is no association between employee support
to the employers during the change at Hinduja Tech and value of change.
95
FINDINGS
• 61.81% of the respondents are Male and 38.18% of the respondents are Female.
• 0% of the respondents are below 20. 52.72% of the respondents are from 21-29. 30.90% of
the respondents are from 30-39. 11.81% of the respondents are from 40-49 and 4.54% of the
respondents are from above 50.
• 0% of the respondents are SSLC. 52.72% of the respondents are HSC. 30.90% of the
respondents are from DIPLOMA.11.81% of the respondents is from UG and 4.54% of the
respondents are from PG.
• 16.36% of the respondents are below 1 year of experience. 35.45% of the respondents are
from 1-2 years of experience. 30% of the respondents are from 3-4 years of
experience.11.81% of the respondents is from 5-6 years of experience and 6.36% of the
respondents are from above 6 years.
• 54.54% of the respondents have answered Strongly Agree. 43.63% of the respondents have
answered Agree. 0.90% of the respondents have answered Neither/Nor. 0.90% of the
respondents have answered Disagree and 0% of the respondents are have answered Strongly
Disagree for clear vision about change.
answered Agree. 11.81% of the respondents have answered neither/Nor. 1.81% of the
respondents has answered Disagree and 0% of the respondents have answered Strongly
Disagree for clear message about change.
answered Agree. 16.36% of the respondents have answered Neither/Nor. 1.81% of the
respondents have answered Disagree and 0% of the respondents are have answered Strongly
Disagree for change articulated to all levels.
• 40.90% of the respondents have answered strongly Agree.42.72% of the respondents have
respondents have answered Disagree .0.90% of the respondents are have answered Strongly
Disagree for value of change.
respondents have answered Disagree.0.90% of the respondents are have answered Strongly
Disagree for clearance about change.
answered Agree. 2.72% of the respondents have answered neither/Nor. 0% of the respondents
has answered Disagree. 0% of the respondents have answered Strongly Disagree about the
goal clarity.
96
respondents has answered Disagree. 0.90% of the respondents are have answered Strongly
Disagree on change goals are realistic.
respondents has answered Disagree.1.81% of the respondents are have answered Strongly
Disagree for progress measured.
respondents has answered Disagree. 1.81% of the respondents have answered Strongly
Disagree to deal with technical challenges.
Disagree on supporting the change.
respondents has answered Disagree. 0% of the respondents have answered Strongly Disagree
on understanding the changes.
has answered Disagree. 1.81% of the respondents have answered Strongly Disagree for
impact of change.
answered Agree. 12.72% of the respondents have answered neither/Nor. 0% of the
Disagree for gain or loss in change.
respondents has answered Disagree on organization’s training for change.
answered Agree. 10% of the respondents have answered neither/Nor. 2.72% of the
respondents has answered Disagree for organizations talent for change.
97
Disagree for overcoming the resistance.
• 44.54% of the respondents have answered Strongly Agree. 40% of the respondents have
Disagree for benefit from change.
• 40% of the respondents have answered Strongly Agree. 43.63% of the respondents have
answered Agree.12.72% of the respondents have answered neither/Nor. 3.63% of the
respondents have answered Disagree on change improves the organisation.
answered Agree. 7.27% of the respondents have answered neither/nor for many reasons for
change.
respondents has answered Disagree for change makes job easier.
respondents has answered Disagree. 0.90% of the respondents are having answered Strongly
Disagree for change matches priorities of the role.
answered Agree. 16.36% of the respondents have answered neither /Nor. 1.81% of the
Disagree on senior’s encouragement of change.
answered Agree.10% of the respondents have answered neither/Nor. 1.81% of the
respondents have answered Disagree. 1.81% of the respondents are having answered Strongly
Disagree for seniors support behind the change.
• 65.45% of the respondents have answered strongly Agree.30% of the respondents have
has answered Disagree. 0.90% of the respondents have answered Strongly Disagree on
senior’s commitment to change.
• 52.72% of the respondents have answered strongly Agree. 38.18% of the respondents have
respondents has answered Disagree for management announcement on change.
98
answered Agree. 12.71% of the respondents have answered neither/nor for adoption towards
change.
respondents has answered Disagree for task for accepting the change.
Disagree ease in handling the change.
Disagree for having skills to manage change.
answered Agree. 8.18% of the respondents have answered Neither/Nor.1.81% of the
respondents have answered Disagree are less worried about change.
Disagree on less relationship problems.
Disagree for future of organizations improves.
Disagree on good feeling about the change.
Disagree for change is refreshing.
respondents has answered Disagree accepting changes in work.
99
• 50% of the respondents have answered Strongly Agree. 30% of the respondents have
Disagree for readiness to change.
Disagree on change as positive process.
respondents has answered Disagree. 10% of the respondents are having answered Strongly
Disagree for change affects individual growth.
100
SUGGESTIONS
Embracing change is a requirement for growth. Bridging the gap between the need for
change and employee acceptance of and adherence to that change is one of the hardest things
to do. Here are some suggestions to manage the change at Hinduja Tech.
1. It is identified that the employees are not satisfied with the change in the
organisation. It is usually judged that “A satisfied worker is a productive worker”. And so
satisfaction of employees is very much important in an organisation for effective work in the
organisation. So the organisation should take steps to provide satisfaction to employees
regarding the change.
2. It is identified that most of the respondents are not ready to accept the change and
they have great resistance and confusion in accepting it. It’s the role of the organisation to
create confidence in the heart and mind of the employees. This alone can make them take
steps to overcome their resistance.
3. Its determined that the plan is not proper in implementing change. Its necessary to
follow the process. Organizations that are most successful in implementing change know
where they are and where they want to go and they are willing to follow a well-defined
process to help them get there. The playbook for change is just as important as the talent to
execute.
4. Its observed that they don’t have defined knowledge in what they supposed to do.
The organisation should organise a standard training program to incultivate the technical
knowledge which can create self confidence among employee and it’s the first step in
adapting change.
5. Without proper goal nothing is possible and here it’s identified that most of the
employees lack goal clarity. The organisation can deal with this through managers. The
managers can make his/her teammates aware of the goal, vision, mission and strategies
regarding this technological change management
6. We people always long for support from our superiors when we deal with
something new. Here also the employees need the same. So it’s the duty and responsibility of
the superiors to provide “On the Job Training” to make them understand their role. They
should support them with adequate and frequent feedback.
101
7. Most of the employees are not aware of the fact that this change can improve
organisations efficiency. This is to be taught first when introducing change. The organisation
should intimate all the benefits and advantages of implementing change. They should be
given awareness that it will increase both the organizations and employees efficiency.
Success should not be fuzzy. When your people understand the size of the prize and how
their contributions matter, they are more motivated to achieve the desired results.
8. It is identified that paying attention to the individual change process is needed

while implementing the change. Every individual goes through his/her own personal process
during a transition.
102
CONCLUSION
Most of the organizations don’t have a special procedure to manage their change plans, so it
leads to failure and also takes worth cost. Gaining success in an organization needs
appropriate strategy which adapted to organization and its functional structure. it always
seems easier to think for introducing a change but before finalizing it first finalize the risk
factors and plan to encounter them. Any change should be productive and make sure that
during the course of change implementation, the productivity is not hampered. The mentors
and leaders should explain the ease with which they already adopted the change and how it is
helping them. They should always try to solve and explain things with the examples
mentioning themselves. In this study we have done a clear analysis at Hinduja tech regarding
the technology change based on the basic factors that are to be considered during a change. In
this study it indicates that it can be possible to manage changes and measure performance of
execution change process.
103
BIBLIOGRAPHY
1.Trivedi Twinkle (2015), “Impact of Employee Commitment on Readiness for Change in
Education Institutes in Ahmedabad District, Nirma International Conference on Management
;Transforming HR- creating a culture for Change and CSR, ISBN 978-93-84869-09-0
2. Change management: implementation and benefits of the change control in the information
technology environment by Paulo Roberto Martins de Andrade, Adriano B. Albuquerque,
weskleidouradoteófilo, Fátima Aguiar da silvainternational Journal of Advanced Information
Technology (IJAIT) Vol. 6, No. 1, February 2016
3. Assessing Resistance to Technological Change for Improved Job Performance in the UAE
(Public Sectors) Mohammed AL -Ameri (May 2014)
4. Change Management in an Engineering Organization ISBN 978-93-84869-09-0
Mohammad Khodadad Kani and Leila Salimi (Feb13)
5. Organizational Change Management: Delineating Employee Reaction to Change in smes
Located in Magnesia- March 16 by Dimitriadis Stavros, Blanas Nikolaos.
6. Organizational Change Management: A Critical Review
Article in Journal of Change Management · December 2005 RUNE TODNEM BY
104
QUESTIONAIRE
I am DIVYADHARSHANI S pursuing MBA at SRM Arts and Science College. I am doing
my HR internship in Hinduja Tech ltd and doing a project on the topic of “A study on
employee readiness and responsiveness to change associated with technology at Hinduja
tech”. I kindly request you to answer the following questions.
PERSONAL DETAILS
Name :
Gender : a) Male b) Female
Age : a) below 20 b) 21-29 c) 30-39 d) 40-49 e) above 50
Qualification : a)SSLC b)HSC c)DIPLOMA d)UG e)PG
Experience : a) below 1 year b) 1-2 years c) 3-4 years
d) 5-6 years e) above 6 years
1. Did your company introduce new technology in terms of new programmes?
a) Yes b) No
2. Are you familiar with the term of Change Management in how it relates change affecting
people?
a) Yes b) No
3. While implementing the change do the employees provide support to the employers?
a) Yes b) No
4. Do the people around you talk about the change as if it is an opportunity?
a) Yes b) No
5. Satisfaction level of employees regarding change in the organisation
a) Excellent b) Above average c)Average
d) Below average e) unsatisfied
105
Change Readiness Questions:
Employee Readiness and Strongly Agree Neither Disag Strongly

Response to change in Agree / ree Disagree
Technology Nor
Is there a clear vision of the
change to be made?
Is there a clear and concise
message about the change?
Can the change message be
articulated to all levels of the
organization?
Does the message fully and
concisely explain the value of
the change?
Is it clear what will change?
Is there goal clarity and
knowledge of exactly what to
achieve?
Are the change goals realistic?
Can the achievements and
progress be measured?
Is there a plan to deal with the
technical challenges of the
change?
Are the right systems in place
to support the change?
Is there understanding of the
adaptive changes people will
have to make?
Do people understand how the
change will impact them?
Do people understand what
they will gain and lose in this
change?
Does the organization have the
right talent to make the
change?
Does the organization have
training available to assist in
the change?
Have people overcome their
resistance to the change
initiative?
106
Employee Readiness and Strongly Agree Neither/ Disagree Strongly
Response to change in Agree Nor Disagree
Technology
I think that the organization
will benefit from this change
This change will improve
organisation’s overall
efficiency
There are a number of
rational reasons for this
change to be made.
This change makes my job
easier
This change matches the
priorities of my role
Our senior leaders have
encouraged all of us to
embrace this change
Our organisation’s top-
decision makers have put all
their support behind this
change effort
This organization’s most
senior leaders are committed
to this change
Management has sent a clear
signal , there is going to be a
change in the organisation
I do not anticipate any
problems adjusting to the
work I will have when this
change is completely
adopted.
The task that will be required
when we change that I think I
can do well
When they implement this
change I feel I can handle it
will ease
I have the skills that are
needed to make this change
work
I am worried I will lose my
107
status in the organization when
this change is implemented
This change will disrupt many
of the personal relationships I
have developed
My future in this Organization
will be limited because of this
change
I have a good feeling about the
change project
I find the change refreshing
I am willing to accommodate &
incorporate changes into my
work
I experience the change as a
positive process
108

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CHAPTER 5

DATA ANALYSIS AND INTERPRETATION

S. No Gender No. of. Respondents Percentage

SSLC HSC DIPLOMA UG PG

1 Below 1 year 18 16.36

5 Above 6 years 7 6.36

Below 1 year 1 - 2 years 3 – 4 years 5 – 6 years Above 6 years

New Technology Change

Familiar with Change Management

SATISFACTION OF EMPLOYEES REGARDING THE CHANGE

Excellent Above Average Average Below Average Unsatisfied

1 Strongly agree 60 54.54

Clear vission about change

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 43 39.09

Clear message about change

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 48 43.63

CHANGE ARTICULATED TO ALL LEVELS

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 45 40.90

5 Strongly Disagree 1 0.90

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 45 40.90

5 Strongly Disagree 1 0.90

CLEAR ABOUT CHANGE

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 54 49.09

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 57 51.81

5 Strongly Disagree 1 0.90

CHANGE GOALS REALISTIC

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 46 41.81

5 Strongly Disagree 2 1.81

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

5 Strongly Disagree 2 1.81

DEAL WITH TECHNICAL CHALLENGES

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 52 47.27

5 Strongly Disagree 1 0.90

SUPPORT THE CHANGE

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 49 44.54

UNDERSTANDING THE CHANGES

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 52 47.27

5 Strongly Disagree 2 1.81

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 45 40.90

5 Strongly Disagree 1 0.90

GAIN OR LOSE IN CHANGE

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 47 42.72

ORGANISATION TRAINING FOR CHANGE

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 49 44.54

ORGANISATION TALENT FOR CHANGE

Strongly agree Agree Neither/Nor Disagree Strongly Disagree

1 Strongly agree 56 50.90

5 Strongly Disagree 3 2.72

OVERCOMING RESISTANCE TO CHANGE

Strongly agree Agree Neither/Nor Disagree Strongly Disagree