Running Head: CHANGE MANAGEMENT l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l 1
1-4 Email: Reasons for Failure to Change
MBA 687
SNHU
CHANGE MANAGEMENT l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l 2
Subject: Identification of the reasons for failure to change within the organization l
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
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
CHANGE MANAGEMENT l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l l 3
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).
References
Mosadeghrad, A. M., & Ansarian, M. (2014). Why do organisational change programmes fail?.
International Journal of Strategic Change Management, 5(3), 189-218.
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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.
