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1-4 Email: Reasons for Failure to Change
MBA 687
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From: Human Resource Consultant
To: Mr. John Doe, Vice President, Singaporean Software Solutions
Subject: Identification of the reasons for failure to change within the organization ad
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
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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 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
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staff is aware of the changes that will be introduced, and it can be prepared accordingly
(Yılmaz & Kılıçoğlu, 2013).
Regards,
Human Resource Consultant
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.
