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1-4 Email: Reasons for Failure to Change
MBA 687
SNHU
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Subject: Identification of the reasons for failure to change within the organization bb
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
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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.
