MBA 687 milestone 1

.docx

School

Southern New Hampshire University *

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Course

687

Subject

Business

Date

Apr 25, 2024

Type

docx

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Uploaded by Leggz2000

MBA 687 Milestone 1 1 It is critical to understand what an organization is facing prior to implementing or attempting to implement any strategic changes. It is my responsibility as the Human Resources Consultant to perform analysis on the organizational ability to change. The following report will demonstrate the information and data received from the employee satisfaction surveys. The following visual will demonstrate the primary factors from the employee surveys. The above-referenced employee satisfaction survey demonstrates the areas where senior management is lacking which can result in increased employee resistance to organizational change. Employee moral when working together low regardless of their ability to work well together. There is a lack of transparency and communication between senior management and front-line employees, this is relevant but the inability for employees to communicate issues or fallout. Middle management would be best utilized to ensure communication between the various levels of employees. Middle managers have consistent interactions with employees and are the best tool for the organization to begin rebuilding rapports throughout the organization. 28.5% Response Rate Demonstrates lack of trust from employees. Response Rate 26% of employees feel supported to take intiative. 36% indicate leadership creates positive environment and transparent with information Satisfaction rates demonstrates lack of trust with leadership. Senior Leadership 27% - Training is sufficant 36% Growth aided by management Training and development is lacking for overall organization. Professional Development Merit increases have not been received in 2 years No incentive or motiviation for hardwork or loyalty Recognition 26% Knowledgable of Values Resistence to organizational change Values, Vision, Mission

MBA 687 Milestone 1 2 According to the information provided in the surveys, senior leadership has misleading confidence in their abilities within the organization while mid-management employees are more aware of the organizational challenges. Organizational management that is aware and effective increases the buy-in likeliness among employees instead of employee resistance. Considering the current status of the organization, I would recommend a Transformational leadership style to be most impactful for both the organization and beneficial for employees. This style would give mid-management employees more power and more impact for employees. Regardless of the management styles and abilities, there will always be employees that are resistant to organizational changes. According to Laurie Lewis, depending on the cultural differences among employees could lead to and explain increased resistance to organizational change. One specific type of resistance is Refusal / Exit. This type occurs when employees blatantly refuse to accept or adapt to change (Laurie Lewis, 2021). This refusal and resistance is common in organizations and has the ability to cause a failure to change within any organization. Cultural considerations and differences are critical to any organization when implementing strategic plans and changes. Based on Hofstede’s model, these cultural differences can cause frustrations and misunderstandings among employees. Hofstede’s model uses evidence from various cultures to identify and score these differences to create a scale used for comparisons. Differences between the global locations are significant as Singapore scored an 8 whereas the United States scored a 46 (Country Comparison Tool, n.d.). This is indicative that employees in Singapore are more likely to embrace organizational change while United States employees are more likely to refusal / exit. When discussing individualism, United States location scores a 60 compared to Singapore scoring a 43. This is indicative that Singapore employees are less individualized, unlike United States employees pride themselves on

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