MBA 687 Module 1 Email

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Southern New Hampshire University *

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687

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Management

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Apr 3, 2024

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1.4 Email: Reason for Failure Change Southern New Hampshire University Leading Organizational Change Professor Palombo December 7, 2023 To: Vice President

From: Human Resources Consultant Subject: Singaporean Solution Good afternoon VP, I have recently been contacted to be the human resource consultant for the limited liability company based in Wilmington, Delaware to help in resolving issues internally. The U.S. LLC is a branch of a Singaporean Software solutions provider that generates $1million in revenue per year and employs 140 employees. The chief executive office has a vision to open new markets in the United States, to gain access to new customers, diversify risk, leverage resources, and increase profits. To effectively assist your organization, there must be a plan put into place that will address the concerns of current situations. First, I will describe a couple prevalent reasons for failure to change that I have identified in the organization. A major reason for failure to change has to do with the lack of culture that does not align to the organization’s mission, the lack of employee buy-in, and lack of communication. Building a strong culture is important in any organization. Companies that succeed will take into consideration their culture especially during the time of major change, they are prepared to face the change head on, and if they lose sight of this most of the time change will fail. The management’s team needs to increase its communication strategy and emphasize the mission and values of the organization so that employees understand the “why” and the “what” is expected of them. There are a lot of moving pieces that I have seen here, so it is important that the organization also focuses on the training and development of employees to keep up with the change.

Now, I will discuss the consequences of failure that will affect the U.S. branch using organizational data. A consequence is poor morale and lack of learning. Unfortunately, I have often seen poor morale and failures happen when issues are not addressed promptly or correctly. Most of the time the issues continue to pile one on top of the other and worsen as time goes on. A leader that cares and wants to make the issue go away will not back away from an issue and try to push forward. An exit interview report stated that there were issues that took too long to be addressed. Employees have felt neglected, and there must be a turnaround, they want to feel supported by their management and that someone is listening. Reports have also shown that there is a lack of learning among employees. Both branches will have to come together and build a plan that allows development plans for employees to be put in place, so training is equal for all employees regardless of branch location. I noticed that the resistance for change comes mostly from the self-evaluations change management skills section. It is also apparent in the engagement responses communication section. The data that indicates the readiness to change is in the exit interviews. Employees are ready for change; however, they need it to be addressed properly. Management needs to take this data and use it to retain their current employees. One professionally researched best practice to avoid change is communicating the change. Employees do not want to be blindsided and they want to know why, what, when, and how the change is coming. Management needs to paint a picture of what the future looks like and how they are impacted by this change. To deal with change resistance, employees need to be confident in their abilities, and that management is always listening. Sincerely, HR Consultant

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References  Gleeson, B. (July 25, 2017). 1 reason why most change management efforts fail. Retrieved onAugust 16, 2022, from https://www.forbes.com/sites/brentgleeson/2017/07/25/1-reason-why-most-change- management-efforts-fail/?sh=727eca18546b./  Grensing-Pophal, L. (April 8, 2019). 4 consequences of failing to embrace failure. Retrieved onAugust 16, 2022, from https://hrdailyadvisor.blr.com/2019/04/08/4- consequences-of-failing-to-embrace-failure/  Kogan, V. (June 15, 2020). Three tips for managing resistance to change. Retrieved on August14, 2022, from https://www.forbes.com/sites/forbescoachescouncil/2020/06/15/three-tips-for-managing- resistance-to-change/?sh=315c9723642b/

MBA 687 Module 1 Email

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