No More Worries!

image Our orders are delivered strictly on time without delay

Paper Formatting

  • Double or single-spaced
  • 1-inch margin
  • 12 Font Arial or Times New Roman
  • 300 words per page

No Lateness!

image Our orders are delivered strictly on time without delay

Our Guarantees

image

  • Free Unlimited revisions
  • Guaranteed Privacy
  • Money Return guarantee
  • Plagiarism Free Writing

An HR consultant

Scenario
You have been contracted as an HR consultant by a U.S. LLC in Wilmington, Delaware, to solve their internal issues. This U.S. LLC is a branch of a Singaporean software solutions provider with 140 employees and $1M revenue per year. The CEO of the Singaporean headquarters wants to open new markets in the United States, gain access to new customers, diversify risk, leverage resources, and increase profits. To meet these goals, she tasked a VP to establish and take charge of the U.S. branch.

Unfortunately, the newly formed U.S. branch has been facing several problems from the beginning.

Employees at the call center and the sales and marketing division are disengaged and emotionally fatigued as a result of contradictory communication between the branch’s leadership and the leadership at the Singaporean headquarters.
The branch team members feel frustrated and undervalued as a result of conflicting feedback from their VP and management team.
Messages from leadership lack consistency, especially regarding policies and practices related to human resources.
There is no training for team members.
Communication problems between the Singaporean headquarters and the U.S. branch are resulting in low employee morale.
Overall, the standard operating procedures (SOP) followed successfully at the headquarter office in Singapore could not be replicated at the U.S. branch. As a result, the CEO’s vision of successfully furthering expansion into the U.S. market remains unfulfilled.

Prompt
Perform the change readiness/needs assessment audit for the U.S. branch and submit a report of your findings to the VP in the course scenario. As the HR consultant, this would help you identify the readiness of the U.S. branch employees to adopt change plans. In this report prepared for the VP, you will discuss the change readiness of the workforce and leadership, willingness and capabilities for change, and any historical barriers to change from past planned or unplanned change management experiences.

Specifically, you must address the following rubric criteria:

Based on the Employee Engagement Surveys data, create visuals that illustrate areas in need of change at the U.S. branch. Your visuals should address the following:
Appraisal, job-role stagnation, and promotion or recognition
Apathy or disinterest regarding the vision, mission, and values of the organization
Lack of trust in managers, especially senior leaders
Impressions about the organization’s attitude to inclusion and diversity
A justification of your selection of data points from the Employee Engagement Survey results
Discuss employees’ confidence in change management practices:
Consider the information available through the Employee Engagement Surveys and Leaders’ Self-Evaluations.
Do employees have a high degree of confidence in the company’s leadership? Explain your reasoning.
Explain the urgency for change at the employee and leadership level.
Analyze the middle managers’ (team leads’) role in creating an adoption mindset:
How would they serve as a bridge between the senior leaders and the frontline staff?
Are they ready to take ownership of the proposed change? Explain your reasoning.
How do leadership styles and power distribution impact change readiness?
Identify opportunities to increase change readiness/trust at the U.S. branch:
Why are some employees more accepting of change while others might be more reluctant?
How does the Forms of Resistance Grid explain the common reasons for resistance to change?
Refer to the Exit Interviews and explore the Forms of Resistance Grid to discuss any two forms of resistance from this list: ambivalence, peer-focused dissent, upward dissent, sabotage, refusal/exit.
Use Hofstede’s cultural dimension model and the Exit Interviews, Employee Engagement Surveys, and Leaders’ Self-Evaluations to explain cultural considerations that may have created difficulties for the employees of the U.S. branch to adjust to the Singaporean headquarters’ SOPs:
Summarize the importance of culture considerations using Hofstede’s cultural dimensions model in the context of the U.S. branch and the Singaporean headquarters.
Explain how Hofstede’s model helps analyze cultural differences based on specific evidence and not on pre-conceived notions about different cultures.
Discuss how differences in specific dimensions of Hofstede’s model may result in misunderstanding and change management frustration or failure.
Discuss individualism and one other dimension from the list below that might impact the cross-cultural communication and business practice differences among the American and the Singaporean employees:
Uncertainty avoidance
Power distance
Long-term orientation

Sample Solution

Dark Holes GuidesorSubmit my paper for investigation representation of a dark holeThe measure of astounding logical disclosures being made these days is unfathomably high. Consistently, humankind finds something that either affirms or prevents the current comprehension from securing the Universe. Nonetheless, there still are various secrets that space experts are on the cusp of settling. Among such puzzles are dark openings—being maybe the most mainstream and notable (because of mass culture) space wonder—which are one of the least inquired about. As a rule, a dark gap is a space object having extraordinary thickness; its mass is so colossal, and the individual gravitational fascination is ground-breaking to the point, that even light can't get away from its snare. This is the reason they are called 'dark openings'— you can't see them without exceptional gadgets, since there is no light in where a dark gap is. The principal individual to have anticipated this wonders was Albert Einstein, and the term 'dark gap' showed up in 1967, presented by the American stargazer John Wheeler. Be that as it may, just in 1971 was the primary dark gap found (Space.com). Be that as it may, how dark gaps show up? Science offers us the accompanying clarification: when a huge star consumes the remainder of its 'fuel,' it might begin crumbling under its own mass, falling in on itself until it therapists to an article a lot littler than the first star, yet with a similar mass—the excellent dark gap (Space.com). Nobody knows precisely what is happening inside dark openings. A mainstream sci-fi subject (brought up in the ongoing film 'Interstellar,' for instance) alludes to what occurs in the event that someone falls into a dark gap. Some accept dark gaps to be the anticipated wormholes to different pieces of the Universe. Others make less awesome proposals. In any case, what is really astounding about dark openings is the manner by which they mutilate existence. On the off chance that an individual 'falls' into a dark gap, for an outcast, the development of this individual will back off, except if it at long last freezes (universetoday.com). In addition, as indicated by Stephen Hawking, the mind blowing gravity of a dark opening will be interminably extending this individual long. Be that as it may, for the individual 'falling' into a dark gap, time will appear to go obviously—and, separately, this individual won't notice any spacial mutilations either. Another mainstream question is, "The thing that occurs if a dark gap gets excessively near Earth?" Black gaps don't move around space. Nothing terrible will happen to Earth, in light of the fact that no dark opening is sufficiently close to the nearby planetary group to devour our planet. Be that as it may, if hypothetically a dark opening, having a similar mass as the sun, had its spot, nothing would happen at any rate. A similar mass methods a similar gravity, so the planets of the Solar System would keep circling the dark gap as though nothing had occurred (nasa.gov). Dark gaps are an incredible space marvel, with its properties being strange. Despite the fact that anticipated and portrayed a century back, they despite everything have perhaps the greatest problem for researchers. Beginning from crumbled stars, dark gaps have such a tremendous gravity, that they can twist reality. Be that as it may, as researchers guarantee, Earth isn't at serious risk—yet. References Redd, Nola Taylor. "What is a Black Hole?" Space.com. N.p., n.d. Web. 10 Aug. 2015. "10 Amazing Facts about Black Holes." Universe Today. N.p., 22 Jan. 2015. Web. 10 Aug. 2015. Dunbar, Brian. "What is a Black Hole?" NASA. NASA, n.d. Web. 10 Aug. 2015. disclosure exposition, environme
PLACE AN ORDER NOW

Price Calculator

Subject:
Type:
Pages/Words:
Single spaced
approx 275 words per page
Urgency:
Level:
Currency:
Total Cost:

12% Discount

image

  • Research Paper Writing
  • Essay Writing
  • Dissertation Writing
  • Thesis Writing

Why Choose Us

image

  • Money Return guarantee
  • Guaranteed Privacy
  • Written by Professionals
  • Paper Written from Scratch
  • Timely Deliveries
  • Free Amendments