Milestone One: Change Readiness or Needs Assessment Audit 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
Running head: Change Readiness Audit 0
Change Readiness and Needs Assessment Audit for [Company Name]
[Your Name]
Southern New Hampshire University
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Change Readiness and Needs Assessment Audit for [Company Name]
Executive Summary[Briefly summarize the entire report. Hook, Theme, Goals, Process. Get our attention, tell us what it’s about, what you want to accomplish, and how you’re going to take us there.]
Visual analysis of areas in need of change[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[Visual]
Apathy or disinterest regarding the vision, mission, and values of the organization[Visual]
Lack of trust in managers, especially senior leaders[Visual]
Impressions about the organization’s attitude to inclusion and diversity[Visual]
Justification of data points[A justification of your selection of data points from the Employee Engagement Survey results.]
Employee confidence in change management practices[Consider the information available through the Employee Engagement Surveys and Leaders’ Self-Evaluations.]
Employee confidence in company leadership[Do employees have a high degree of confidence in the company’s leadership? Explain your reasoning.]
Urgency for change at employee and leadership levels[Explain the urgency for change at the employee and leadership level.]
Team leads role in creating change mindset[Analyze the middle managers’ (team leads’) role in creating an adoption mindset:]
Managers as a bridge[How would they serve as a bridge between the senior leaders and the frontline staff?]
Readiness to take ownership[Are they ready to take ownership of the proposed change? Explain your reasoning.]
Leadership impact on change readiness[How do leadership styles and power distribution impact change readiness?]
Opportunities to increase change readiness[Identify opportunities to increase change readiness/trust at the U.S. branch.]
Differences in change acceptance[Why are some employees more accepting of change while others might be more reluctant?]
Reasons for resistance to change[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.]
Cultural barriers to change[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:]
Considering cultural dimensions[Summarize the importance of culture considerations using Hofstede’s cultural dimensions model in the context of the U.S. branch and the Singaporean headquarters]
Cultural analysis model[Explain how Hofstede's model helps analyze cultural differences based on specific evidence and not on pre-conceived notions about different cultures.]
How cultural difference impact change initiatives[Discuss how differences in specific dimensions of Hofstede's model may result in misunderstanding and change management frustration or failure. ]
How cultural differences impact communication and business practice[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]
Conclusion[This is what we set out to accomplish. Here is what we learned. This is why it’s important to you and the organization. This is what you need to do about it.]
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