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		BPR and Organisational Culture

Appendix 11
Data Analysis

This appendix shows the data analysis in graphical form. Except for question 7 which comes first, all the other questions are presented in numeric order. Commentary and analysis of the findings will be found in Chapter 6. A full list is as follows:

Q7 Information about the respondents

• Graph 1 Identified, Sent, & Received by Industry Sector
• Graph 2 Position of Respondent
• Graph 3 Role of Respondent
• Graph 4 Industry Sector
• Graph 5 Total UK Employees

Q1 Information about the BPR project

• Graph 1 Dates of BPR Projects
• Graph 2 Duration of BPR Projects
• Graph 3 Previously Completed BPR Projects

Q2 Information about the scale of the organisational changes

• Graph 1 No. 7 S Elements Extensively Changed
• Graph 2 McKinsey's 7 S Elements Extensive Changed
• Graph 3 Change in Organisational Structure (1)
• Graph 4 Change in Organisational Structure (2)
• Graph 5 Change in Management Style (1)
• Graph 6 Change in Management Style (2)
• Graph 7 Extent of Staff Impact and Involvement

Q3 Information about the change techniques used

• Graph 1 Types of Techniques Extensively Used
• Graph 2 Groups of Techniques Extensively Used (1)
• Graph 3 Groups of Techniques Extensively Used (2)
• Graph 4 Groups of Techniques Extensively Used (3)
• Graph 5 Groups of Techniques Extensively Used (4) - After Schein
• Graph 6 Range of Techniques Extensively Used

Q4 Information about the reasons why the techniques were chosen.

• Graph 1 Reasons given for using technique
• Graph 2 Who suggests what techniques
• Graph 3 Suggested by (1)
• Graph 4 Suggested by (2)
• Graph 5 Types of Consultants Used

Q5 Information about the resulting employee behavioural improvements

• Graph 1 New staff behaviour - Lots only
• Graph 2 Extent of Change in Staff Behaviour
• Graph 3 Average employee improvements per organisation

Q6 Views as to whether employee values and beliefs can be changed.

• Graph 1 Can values & beliefs be changed?
• Graph 2 Qualifications chosen more than 2 times

Correlation of Q1 & Q6: Comparisons between whether beliefs can be changed and whether BPR project has completed or is in-progress

• Graph 1 Can Values and Beliefs be Changed?

Correlation of Q2 & Q3: Comparison between extent of change and change techniques

• Graph 1 Do companies with more extensive change (Q2) use more extensive change techniques (Q3)?

Correlation of Q2 & Q5: Comparisons between impact on employees of down-sizing and employee improvements.

• Graph 1 Do organisations with less staff reductions (Q2) have more extensive employee improvements (Q5)?

Correlation of Q4 & Q3: Comparison between reasons for choosing the techniques and the type of techniques used

• Graph 1 Do organisations using consultant suggestions and going for speed & staff visibility (Q4) use more extensive hard or soft change techniques (Q3)?
• Graph 2 Do organisations using consultant suggestions and going for staff commitment and previous experience (Q4) use more extensive hard or soft change techniques (Q3)?
• Graph 3 Do organisations using consultant suggestions (Q4) use more extensive hard or soft change techniques (Q3)?

Correlation of Q5 & Q1: Comparisons between employee improvements and project duration.

• Graph 1 Employee Improvements to Duration.
• Graph 2 Employee Improvements per 1,000 BPR Employees to Duration.

Correlation of Q5 & Q3: Comparisons between employee improvements and techniques used.

• Graph 1 Do organisations with lots of employee improvements (Q5) have more extensive hard or soft change techniques (Q3)?
• Graph 2 "Number of Techniques Extensively Used (Q3) to Number of Employee Improvements (Q5)"
• Graph 3 "Number of Hard Techniques Extensively Used (Q3) to Number of Employee Improvements (Q5)"
• Graph 4 "Number of Soft Techniques Extensively Used (Q3) to Number of Employee Improvements (Q5)
• Graph 5 "Use of Hard but NO Soft Techniques Extensively Used (Q3) to Number of Employee Improvements (Q5)
• Graph 6 "Use of Hard AND Soft Techniques Extensively Used (Q3) to Number of Employee Improvements (Q5)
• Graph 7 Number of Layers Addressed (Q3) to Number of Employee Improvements (Q5)
• Graph 8 Range of Techniques Extensively Used (Q3) to Number of Employee Improvements (Q5)

To Appendix 12. Summary of findings and possible further research

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