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1-4 Email: Reasons for Failure to Change
MBA 687
SNHU
March 27,2022
CHANGE MANAGEMENT a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a
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Subject: Identification of the reasons for failure to change within the organization a
Dear Sir,
Change management is considered to be an extremely important process in each and every
organization (Passenheim, 2010). In the specific organizational context, a diverse range of factors
exist that act as barriers to the change management process. The email has been written to shed
light on the core reasons that have led to the failure to change.
Reasons for failure to change in the organization
One of the fundamental reasons for the failure of change is the existence of
communication issues. There exist gaps in communication between the U.S. and the Singaporean
employees, and it has led to diminished morale among the staff members at the U.S. branch. In the
business world, which is characterized by constant change, it is critical to ensure that streamlined
and effective communication exists (Neill, 2018). However, the lack of proper engagement and
interaction has adversely affected the change process and increased the gap between the staff and
the management.
Another major issue that has led to the failure to change in the organization is the lack of
training opportunities. According to the data from the exit interviews, the employees do not get
the opportunity to upgrade their skills, knowledge and competencies. It hinders their ability to
adapt to the changes. Poor focus on the training needs of the staff has the potential to act as a
bottleneck and lead to failure of the change management process (Sartori et al., 2018).
Consequences of failure
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Serious consequences may arise due to the failure to change, and it may affect the U.S.
branch of the organization. One of the main consequences is the inability to expand the business
in the global market setting leading to the closure of the U.S branch. In the competitive business
landscape, the gap between the U.S. and Singaporean units can affect the organization and its
ability to accomplish its business goals and objectives. Another major consequence of the failure
is the poor reputation of the U.S. branch as an employer. The inability to change can tarnish the
image of the U.S., and its attractiveness as a potential employer may get diminished, and it will
not be able to attract a talented and efficient workforce (Mosadeghrad & Ansarian, 2014). The
data points that indicate resistance to change are the existence of communication issues and poor
relationships with the management. The points indicating readiness to change are the creation of a
diverse environment, the exis
Best practice to avoid failure to change
Some of the key ways of dealing with change resistance include an emphasis on training
needs, deployment of a better communication model and engaging with the staff. The best
practice to avoid failure to change is to introduce a streamlined and effective communication
network within the organization. It can play a vital role in bridging the gap between the U.S. and
Singaporean employees. Communication can ensure that the staff is aware of the changes that will
be introduced, and it can be prepared accordingly (Yılmaz & Kılıçoğlu, 2013).
Regards,
Mala Arguello, Human Resource Consultant
CHANGE MANAGEMENT a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a a
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References
Mosadeghrad, A. M., & Ansarian, M. (2014). Why do organisational change programmes fail?.
International Journal of Strategic Change Management, 5(3), 189-218.
Neill, M. S. (2018). Change management communication: Barriers, strategies & messaging.
Public Relations Journal, 12(1), 1-26.
Passenheim, O. (2010). Change management. Bookboon.
Sartori, R., Costantini, A., Ceschi, A., & Tommasi, F. (2018). How do you manage change in
organizations? Training, development, innovation, and their relationships. Frontiers in
psychology, 9, 313.
Yılmaz, D., & Kılıçoğlu, G. (2013). Resistance to change and ways of reducing resistance in
educational organizations. European journal of research on education, 1(1), 14-21.
