Overview
You have been contracted as a human resources
(HR) consultant by a limited liability company (LLC) in Wilmington, Delaware,
to solve their internal issues. This U.S. LLC is a branch of a Singaporean
software solutions provider with 140 employees and $1M in revenue per year. The
chief executive officer (CEO) of the Singaporean organization wants to open new
markets in the United States, gain access to new customers, diversify risk,
leverage resources, and increase profits. To meet these goals, the CEO tasked a
vice president (VP) to establish and take charge of the U.S. LLC.
Unfortunately, the VP’s efforts to replicate
the parent organization’s standard operating procedures (SOP) while creating a
unified culture across both units have been unsuccessful. The CEO’s vision of
expanding to the U.S. market remains unfulfilled. Team members of the call
center in Wilmington, Delaware, and the sales and marketing divisions of the
company are unhappy about receiving conflicting feedback from the VP and the
management team. Also, communication issues between U.S. and Singaporean
employees are resulting in low employee morale at the U.S. branch, as indicated
by the Employee Engagement Survey and exit interviews. The VP has asked you to
produce a plan that can solve the conflicts in the organization. Before you
start, you want to inform the VP about potential reasons why an organization
fails to change and suggest ways to avoid them.
Prompt
Write an email to inform the VP about some
reasons for failure to change, which may influence the change readiness of the
employees at the U.S. branch. Consider organization data and research material
to identify reasons that are relevant for the U.S. branch of the organization.
Specifically, you must address the following
criteria:
1.
Identify the most prevalent reasons for failure to change.
Describe two reasons in detail.
Cite appropriate resources from your reading to
justify your answer.
2.
Describe two consequences of failure that can affect the U.S.
branch.
Consider the organization data in the form of Leaders’ Self-Evaluations, Employee Engagement Surveys,
and Exit Interviews.
Which data points indicate resistance to change?
Which data points indicate readiness to change?
3. Describe one professionally researched best practice to
avoid failure to change.
What are the different ways of dealing with change resistance?
Which is the best method to avoid organizational
change failure?
