Overview
You have been contracted as an HR consultant by a limited liability company (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 chief executive officer (CEO) of the Singaporean organization wants to open new markets in the U.S., 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. LLC.
Unfortunately, the VP's efforts to replicate the parent organization's standard operating procedures (SOP) while creating a unified culture across both units has been unsuccessful. The CEO's vision of expanding to the U.S. market remains unfulfilled.
Team members of the call center in Wilmington, Delaware and the sales or marketing divisions of the company are unhappy about receiving conflicting feedback from the VP and the management team. Also, communication issues between U.S. and Singaporean employees are resulting in low morale of the employees at the U.S. branch, as indicated by the Employee Engagement Survey and the Exit Interviews. The VP has asked you to produce a plan that can solve the conflicts in the organization.
Now for the assignment part, Create an email regarding this ; "Our executive team in Singapore has begun applying significant pressure on the US operation. What were once considered. Soft issues are no longer being viewed as dismissal or secondary concerns. We are seeing clear signals that employee engagement and productivity are not where they need to be more importantly these issues appear to be hindering. The projected contribution of the US branch and headquarters is now demanding clear answers. I need you to review the internal data that has been shared through the communications channels. Based on that information I would like you to identify two data back reasons for the resistance we are encountering, particularly why our teams seem to resist efforts to improve or implement change. In addition outline two potential consequences. If these issues are not addressed effectively, you may consider impacts related to performance retention alignment or long-term organizational viability. Please send your response via email within the next three days so we can begin to address this situation. I will be moving between a number of meetings over the next few days so response times may be delayed, but I will do my best to review your assessment and respond as soon as possible. Thank you again. I look forward to your perspective."