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Leading Organizational Change
MBA 687 - Module One
Holden Reyes
Southern New Hampshire University

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I have been contracted as a human resources consultant by a limited liability company
(LLC) to solve internal issues within the organization. This U.S. LLC is a branch of a popular
software solutions provided based in Singapore. This organization has around 140 employees
and collects $1M in revenue per year. Top leadership within the organization wants to open new
markets in the United States to gain access to new and potential customers, diversify risk,
leverage resources, and increase profits. To resolve conflicts within the organization, there must
be a strategic plan put in place to help under these current circumstances.
Failure in change, in an organization, could have a significant impact on the success of
that organization. Although there are many examples of failure to change in an organization, the
most prevalent reason for failure to change is resistance and faulty implementation. Resistance to
change is rarely irrational but happens for many reasons. Employees resist change they are not
aligned with or feel if will have a negative impact on their job security. Employees will resist any
administrative and technological changes that result in their role being eliminated or reduced,
even if the change helps the organization. They would feel that this change will hurt their overall
satisfaction of their place of work and feel the need to resist the change. The other example of
failure to change in an organization is the lack and faulty implementation of change into the
company. Faulty implementation is really the lack of change and the poor timing around that
change. There could be employees who agree the change should happen, but do not agree with
the timing of the change being made within the organization. For the organizational change to be
effective, we must look at the many aspects of adopting change into the organization.
If failure to change were to happen in the organization, there would be two main
consequences of failure that can affect the U.S. branch: (1) The retention rate in the organization

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Running Head: Module One – Email 1 Email Leading Organizational Change MBA 687 - Module One Holden Reyes Southern New Hampshire University Running Head: Module One – Email 2 I have been contracted as a human resources consultant by a limited liability company (LLC) to solve internal issues within the organization. This U.S. LLC is a branch of a popular software solutions provided based in Singapore. This organization has around 140 employees and collects $1M in revenue per year. Top leadership within the organization wants to open new markets in the United States to gain access to new and potential customers, diversify risk, leverage resources, and increase profits. To resolve conflicts within the organization, there must be a strategic plan put in place to help under these current circumstances. Failure in change, in an organization, could have a significant impact on the success of that organization. Although there are many examples of failure to change in an organization, the most prevalent reason for failure to change is resistance and faulty implementation. Resistance to change is rarely irrational but happens for many reasons. Employees resist change they are not a ...
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