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Addressing Organizational Change Challenges at the U.S. Branch
Student Name
Professor’s Name
Course Name
Date
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Subject: Addressing Organizational Change Challenges at the U.S. Branch
Dear [VP's Name],
I hope you are well and reading my email. I have examined the present organizational
difficulties as an HR consultant directly involved with the U.S. branch. I want to address several
important factors for the failure to change that may affect the workers' preparedness for change.
Understanding these fundamental causes will help us create viable tactics to overcome the
challenges and promote a successful transition process.
Most Prevalent Reasons for Failure to Change
a. Lack of Effective Communication
Organizational transformation is often hampered by poor communication. In our
scenario, team members need clarification due to contradicting comments from the VP and the
management team. Consequently, people may resist change and be reluctant to accept it.
According to Kotler et al. (2016) research, good communication is essential throughout change
projects to ensure that goals, expectations, and the change's justification are understood by all
parties involved. Regular, open communication lines can help handle issues and provide updates
while establishing a welcoming and knowledgeable atmosphere.
b. Inadequate Change Management Strategy
Change initiatives might be negatively impacted if a thorough change management plan
is not implemented. According to Kotter's research from 2019, it's crucial to take a disciplined
strategy that involves fostering a feeling of urgency, assembling a steering coalition, and
allowing quick victories to keep the momentum going. With a clear strategy, staff members
could get comfortable and fight change. A solid change management plan must be created and
implemented to support the intended transformation.
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Consequences of Failure to Change
Based on the information provided, several signs suggest that the U.S. branch is both
resistant to and open to change. The employee engagement survey noted low morale and
reluctance to change, which might be linked to inconsistencies in the feedback and
communication problems. Employee unhappiness was also shown in exit interviews,
highlighting the need to fix these issues.
Best Practice to Avoid Failure to Change
One effective practice for reducing the failure to change is to head off change resistance.
Organizations may use various strategies to deal with resistance, including force and
manipulation, as well as education, communication, engagement, and involvement (Lewis,
2019). The best strategy, however, is to foster an environment where workers are actively
involved in the transformation process. Employees may become stakeholders in change projects
by being included in decision-making processes, receiving feedback, and being acknowledged
for their contributions.
In conclusion, it is important to address the causes of failure to change, such as effective
communication and adopting a thorough change management plan, to overcome the obstacles
experienced by the U.S. branch. We may create effective treatments by comprehending the
effects of these shortcomings, as suggested by the organization's data. Furthermore, we may
lessen resistance and improve the chances of a successful change implementation by encouraging
a culture of engagement and participation. I am excited to discuss these ideas in more depth at
our future meeting. Please don't hesitate to get in touch if you need any clarification or extra
information. We may overcome these obstacles by working together to create the required
organizational change.
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Best regards,
[Your Name]
HR Consultant
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References
Kotler, P., Dingena, M., Pfoertsch, W., Kotler, P., Dingena, M., & Pfoertsch, W. (2016).
Enabling Internal Transformation. Transformational Sales: Making a Difference with
Strategic Customers, 101-119.
Lewis, L. (2019). Organizational change. In Origins and traditions of organizational
communication (pp. 406-423). Routledge.
