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 $20M 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 the 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:
- Identify the most prevalent reasons for failure to change.
- Describe at least two reasons in detail.
- Cite appropriate resources from your reading to justify your answer.
- Describe two consequences of failure to change 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?
- Describe one professionally researched best practiceto avoid failure to change.
- What are the different ways of dealing with change resistance?
- Which is the best method to avoid organizational change failure?
What to Submit
Submit a Word document using double spacing, 12-point Times New Roman font, and one-inch margins. This assignment should be 3–5 pages in length and incorporate references, including course materials, cited in APA format and listed on a separate reference page. Consult the Shapiro Library APA Style Guide for more information on citations.
Module One Email Rubric
| Criteria | Exceeds Expectations (100%) | Meets Expectations (90%) | Partially Meets Expectations (70%) | Does Not Meet Expectations (0%) | Value |
|---|---|---|---|---|---|
| Reasons for Failure to Change | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Identifies the most prevalent reasons for failure to change and provides detailed description for at least two of the reasons | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include detailed descriptions for two reasons | Does not attempt criterion | 30 |
| Consequences of Failure to Change | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Describes the consequences of failure to change considering its impact on the U.S. branch | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include linking the potential reasons for failure with the organization | Does not attempt criterion | 30 |
| Best Practice to Avoid Failure to Change | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Describes a best practice to avoid failures to change | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include identifying at least one best practice | Does not attempt criterion | 20 |
| Articulation of Response | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Clearly conveys meaning with correct grammar, sentence structure, and spelling | Shows progress toward meeting expectations, but with errors in grammar, sentence structure, and spelling | Submission has critical errors in grammar, sentence structure, and spelling | 10 |
| Citations and Attributions | Uses citations for ideas requiring attribution, with few or no minor errors | Uses citations for ideas requiring attribution, with consistent minor errors | Uses citations for ideas requiring attribution, with major errors | Does not use citations for ideas requiring attribution | 10 |
| Total: | 100% | ||||