Tuesday, 28 February 2012
Sunday, 26 February 2012
Saturday, 25 February 2012
Fri 24rd Feb 2012 (2) - Survey - ask around to complete it
Fri 24rd Feb 2012 (2) - Survey - ask around to complete it
Sat 25 Feb 2012 (3) - Meeting with Supervisor
Sat 25 Feb 2012 (3 hours )
- Meeting with Supervisor
- Internalization of discussion coming out of meeting
Status Update
Chapter 3 - Introduction of the Research Company Introduced
Started Chapter 4 - what causes User Acceptance Information ( WORK IN PROGRESS)
Survey Ongoing - 18 responses so far ( about 30 responses should be ok)
- Social Media did not work well - due to limited user interaction in work with users, limited -online presence
- Spoke to them in work then send the Google docs link.
- Training still going on so there should be more responses soon.
Next steps:
- Finish Chapter 4.
- Look at short notes on the metrics.
- Add notes to the metrics.
- compose solid plan for the solution to user acceptance
- revisit models
- tweak Literature Review
- Meeting with Supervisor
- Internalization of discussion coming out of meeting
Status Update
Chapter 3 - Introduction of the Research Company Introduced
Started Chapter 4 - what causes User Acceptance Information ( WORK IN PROGRESS)
Survey Ongoing - 18 responses so far ( about 30 responses should be ok)
- Social Media did not work well - due to limited user interaction in work with users, limited -online presence
- Spoke to them in work then send the Google docs link.
- Training still going on so there should be more responses soon.
Next steps:
- Finish Chapter 4.
- Look at short notes on the metrics.
- Add notes to the metrics.
- compose solid plan for the solution to user acceptance
- revisit models
- tweak Literature Review
Thursday, 23 February 2012
Tuesday, 21 February 2012
Monday, 20 February 2012
Sunday, 19 February 2012
Sun 19 Feb 2012 - Social Media - Survey (2)
Looking on Facebook for Company A- users to send out survey
Friends added.
Survey link sent thus far to about 23 people.
Not all the users had training as yet.
Will see how it goes.
https://docs.google.com/spreadsheet/viewform?formkey=dENZUWg4bTBHbjU5emo3UV9NSDgyaGc6MQ
Friends added.
Survey link sent thus far to about 23 people.
Not all the users had training as yet.
Will see how it goes.
https://docs.google.com/spreadsheet/viewform?formkey=dENZUWg4bTBHbjU5emo3UV9NSDgyaGc6MQ
Tuesday, 14 February 2012
Mon 13th Feb 2012 (3) - Meeting with Consultant and Lead BA at Company A
(3 hours)
Meeting held at Company A.
Consultant chat:
got access to where there are macros to run to get
- Which screens are in use by whom, date of last use.
- Genie and 5250 users are recorded- the count
Company A is proactive
- a list was compiled of which screens to get rid of -they are taking initiative to clean up as well as monitor users.
Lead BA - Helen Ford chat:
Lead BA confirmed that users always create their own work around.
The continuous struggle she mentioned is getting users/managers to co corporate
-i.e. sometimes BAs might perceive there is room for improvement in a particular area, when the managers/user are approached to discuss a better solution, the users allege they do not have the time to spare, is lack of willingness => more linked to lack of enthusiasm for change?
e.g. multiple reports being done when 1 or a few would do the same thing? when 1 user goes on vacation there is no back up for that functionality.
*** Perhaps there is need to do ownership of work. push that idea.
Also -> users/managers might have a blind spot for how they do work, therefore cannot see beyond what they do on a daily basis.
Is it a training issues for manager - people who might be on the job for many years without proper training of the managerial aspect of things? hence the lack of insight of being able to make things better?
Meeting held at Company A.
Consultant chat:
got access to where there are macros to run to get
- Which screens are in use by whom, date of last use.
- Genie and 5250 users are recorded- the count
Company A is proactive
- a list was compiled of which screens to get rid of -they are taking initiative to clean up as well as monitor users.
Lead BA - Helen Ford chat:
Lead BA confirmed that users always create their own work around.
The continuous struggle she mentioned is getting users/managers to co corporate
-i.e. sometimes BAs might perceive there is room for improvement in a particular area, when the managers/user are approached to discuss a better solution, the users allege they do not have the time to spare, is lack of willingness => more linked to lack of enthusiasm for change?
e.g. multiple reports being done when 1 or a few would do the same thing? when 1 user goes on vacation there is no back up for that functionality.
*** Perhaps there is need to do ownership of work. push that idea.
Also -> users/managers might have a blind spot for how they do work, therefore cannot see beyond what they do on a daily basis.
Is it a training issues for manager - people who might be on the job for many years without proper training of the managerial aspect of things? hence the lack of insight of being able to make things better?
Tue 14th Feb 2012 (2) - Survey tweak
Tweaked the survey. Is it available at:
https://docs.google.com/spreadsheet/viewform?formkey=dENZUWg4bTBHbjU5emo3UV9NSDgyaGc6MQ
Since got strict orders from company A not to bug users during work, started to look up some users on facebook.
Will have to run the survey by my project manager 1st to get the ok to go ahead.
Then will send out the survey links.
https://docs.google.com/spreadsheet/viewform?formkey=dENZUWg4bTBHbjU5emo3UV9NSDgyaGc6MQ
Since got strict orders from company A not to bug users during work, started to look up some users on facebook.
Will have to run the survey by my project manager 1st to get the ok to go ahead.
Then will send out the survey links.
Sunday, 12 February 2012
Sun 12 Feb 2012 (1) Compiled questions for BA and Consultant Interview at Company A
Questions to ask Dave & Helen:
In terms of the system - how do we know those parts of the system that might not used?
For instance the screens usage macro.
Is there any macro that will tell us screens not in use at all?
What was the issue with the Reinsurance Insurance and many reports used to generate data that 1 could have been used?
What about the bank Rec person, Daoud, who does not like to report issues - he feels it's a bother to harass the IS team. So bugs go unnoticed for years.
What kinds of audits do we have? what does it tell us? Logs of the system.
For instance people might be using an excel sheet to do all their work and limited stuff in the database.
Manual upload was being done for a while. Only for end of year did they actually call in to make the request to fix the bug because they didn't want to have to manually do all the uploads.
Sun 12 Feb 2012 (3) - Survey for training users
Users were silent during the training session so it was difficult to determine their reaction to the new changes for the web interface for Company A
a survey has been created to follow up with this:
a survey has been created to follow up with this:
Questionnaire
(1-3 – TAM- perceived ease of use and usefulness of the change)
(4, 5 – Theory of reasoned behavior -Co-workers influence on the users, how much does their opinion matter)
1 Have you seen ways of how the new web interface - WebSTAR changes will make your job easier?
Yes No
2 Is it easy to use? Yes No
3 Will it take long to get accustom to the changes? Yes No
4 Was the new web interface WebSTAR showed to you by one of your co-workers? Yes No
5 Did you view any of the videos that your co-workers posted up about their opinion on the web interface – WebSTAR? Yes No
(6 Could this explain the silence during the training session?)
6 How do you describe yourself?
- Introvert- shy, prefers alone time than being around people. Prefer to do a lot of thinking of ideas and concepts.
OR
- Extrovert – prefer to be around people rather than being alone, social individual
(7-8 I am trying to figure out if there is a correlation with motivation and acceptance. The more motivated employees are, the less hostile they might be with regards to work. Could this lack of motivation pertain to lack of signs during training sessions?)
7 Do you feel motivated at work? Yes No
8 What are the reasons for lack of motivation and enthusiasm if answer is No to # 7? Tick those below
- Lack of faith in one's abilities.
- Fear of failure, due to failure in the past.
- Low self-esteem.
- Lack of enough interest.
- Fear of what others might say.
- The habit of procrastination.
- Laziness.
- No awareness of the importance and usefulness of the subject or goal.
- The feeling or belief that there are other more important things to do.
- Not having the time to delve into the subject or goal.
- Being too stressed or nervous.
- Absence of enough stimuli or incentives.
Saturday, 11 February 2012
Sat 11th Feb 20 (4) research into post implementation reviews
research into post implementation reviews
found some pdfs have to read them to see the relevance
Also found some pdfs on user satisfaction - must read these also
found some pdfs have to read them to see the relevance
Also found some pdfs on user satisfaction - must read these also
Sat 11th Feb 2012 - Detailed Plan for Project
Plan:
40 hours a week from February – April
Most of the research paper write up needs to be done by March 30th
Weekdays 6:00pm – 10:00pm - 4 hours per day
Weekends 10 hours per day
****
Update the Chapters layout daily
Update the critical reflection daily to write the hardships of the project
Write 1000- 1500 words weekly
Revise the flow of the chapters weekly
Wed 8th Feb 2012 - (8) Monitor Training session
Wed 8th Feb 2012 - (8) Monitor Training session with Company A - GG
Silent reaction. not much zeal or enthusiasm. Same reaction as Mon.
Is it due to top down management forcing their hand or they just don't care? No wow what so ever.
Do they see the value of the work they do?
Must follow up with questionnaires/interviews to bring out the acceptance models that I have been looking at.
perceived usefulness/ease of use + other models.
to get their real detailed feedback.
Silent reaction. not much zeal or enthusiasm. Same reaction as Mon.
Is it due to top down management forcing their hand or they just don't care? No wow what so ever.
Do they see the value of the work they do?
Must follow up with questionnaires/interviews to bring out the acceptance models that I have been looking at.
perceived usefulness/ease of use + other models.
to get their real detailed feedback.
Sat 11th Feb 2012 (4) Meeting with Supervisor & internalization
Sat 1:00 - 3:00pm (2 hours) - meeting with supervisor
(2 hours) internalization of the outcome of the meeting & documentation
Feedback
Question:
************
************
During the monitor training session this week with company A, felt like there was no real reaction besides silence during session. Not enough info gathered. Did not feel fruitful.
What are my options in terms of getting real data from them?
1) Maybe the monitor sessions that were done this week can be followed up with interviews and questionnaires , since the group of users during the training session in Company A were silent during the training session.
2) possibly also investigate company culture in this regard, also top down management pushing to no choice in the matter
************
************
I am afraid the solution will be generic. For e.g. Have a flat company culture/structure in companies.,
1) a better solution would be have a solution for each type of culture in the different types of organisations
e.g. flat company might have more communication but top down management style might not hold weight to force implementation of process.
- bigger organisation - not flat but have stronger top down influence. find a solution tailored to each type of culture organisation
customized solution for the type of org culture - tailored metrics
************
************
The models I mention deal with people and behavior and applying it to user acceptance.
Comment: this can be quite useful and possibly a hybrid approach could be used to devise a User Acceptance Model for the research paper. To devise the metrics for the user acceptance checklist
See if the questionnaire can be used to bring out the models in actions the percieved usefulness of the system, perceived ease of use etc
use the metrics to analyse the data
************
************
I do not see statistics for strictly user acceptance. There are stuff on Successful and failed projects and the causes
Comment: see how well the root causes of the success and failure of projects are linked to end users.
Look at past projects ie post implementation reviews about how well users fit into the project.( lit review)
************
************
Information gathering for user acceptance
Some parts of a system might be successful but others not successful. 3 out of 5 units might actually be used. What happens to the other 2 modules of the system. why don't users use it?
When the dusts settles and at the end of user acceptance curve, how many models pf system actually used? This tells how much of it was accepted.
Comment:
-Monitor by using audit logs of screens pages used
-How many people use 5250 and how many used genie? whats did the #s show?
-what about the RI part of it - user was running a bunch of reports to do something when one would have done the job. why the round about process to get the job done?
************
************
(2 hours) internalization of the outcome of the meeting & documentation
Feedback
Question:
************
************
During the monitor training session this week with company A, felt like there was no real reaction besides silence during session. Not enough info gathered. Did not feel fruitful.
What are my options in terms of getting real data from them?
1) Maybe the monitor sessions that were done this week can be followed up with interviews and questionnaires , since the group of users during the training session in Company A were silent during the training session.
2) possibly also investigate company culture in this regard, also top down management pushing to no choice in the matter
************
************
I am afraid the solution will be generic. For e.g. Have a flat company culture/structure in companies.,
1) a better solution would be have a solution for each type of culture in the different types of organisations
e.g. flat company might have more communication but top down management style might not hold weight to force implementation of process.
- bigger organisation - not flat but have stronger top down influence. find a solution tailored to each type of culture organisation
customized solution for the type of org culture - tailored metrics
************
************
The models I mention deal with people and behavior and applying it to user acceptance.
Comment: this can be quite useful and possibly a hybrid approach could be used to devise a User Acceptance Model for the research paper. To devise the metrics for the user acceptance checklist
See if the questionnaire can be used to bring out the models in actions the percieved usefulness of the system, perceived ease of use etc
use the metrics to analyse the data
************
************
I do not see statistics for strictly user acceptance. There are stuff on Successful and failed projects and the causes
Comment: see how well the root causes of the success and failure of projects are linked to end users.
Look at past projects ie post implementation reviews about how well users fit into the project.( lit review)
************
************
Information gathering for user acceptance
Some parts of a system might be successful but others not successful. 3 out of 5 units might actually be used. What happens to the other 2 modules of the system. why don't users use it?
When the dusts settles and at the end of user acceptance curve, how many models pf system actually used? This tells how much of it was accepted.
Comment:
-Monitor by using audit logs of screens pages used
-How many people use 5250 and how many used genie? whats did the #s show?
-what about the RI part of it - user was running a bunch of reports to do something when one would have done the job. why the round about process to get the job done?
************
************
Tuesday, 7 February 2012
Mon 6th Feb 2012 -Training monitor session (8)
Mon 6th Feb 2012 -Training monitor session (8 hours)
Day 1 of 2 day training.
Was present during a training session to show users how to process on new interface at Company A
Notes made:
quiet crowd - dont know if they were overwhelmed lost or confused.
Day 1 - intro to the screens hand holding users and BA
Day 2 - actual processing with actuall data - staff processing it on the new screens
Day 1 of 2 day training.
Was present during a training session to show users how to process on new interface at Company A
Notes made:
quiet crowd - dont know if they were overwhelmed lost or confused.
Day 1 - intro to the screens hand holding users and BA
Day 2 - actual processing with actuall data - staff processing it on the new screens
Monday, 6 February 2012
Friday, 3 February 2012
Literature Review WIP Mon 1 feb 2012 (4)
flow is still not smooth! must find a way to transition the thoughts better for the 1st two chapters
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