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.
For Assignment part :"Hello and thank you for your continued work with SingTech North America . for your second Assignment . I need you to prepare a short memo explaining how you will manage critical stakeholders inside the US branch at this stage I am not looking for broad theory or generic advice. Honestly, I have an MBA hanging on the wall too. I need you to identify three specific people in the US branch and explain how each one could help support a change initiative and reduce resistance to help with this. The SingTech North America website has been updated recently. I recommend that you reviewed the leadership page especially the information about the US leadership team. You should also revisit the recently posted leader self evaluations which now include 360 feedback those documents should help you move beyond job titles and think carefully about influence credibility, trust, communication and resistance. I need a memo I can float up stream. Your memo should name the three key people you selected for each person explain why that person matters how they could help your change, initiative and what risk or resistance you may need to manage. Please use specific data points from the leadership webpage and the leader self evaluations. You may also want to revisit the US branch overview and the employee engagement surveys if they help you support your recommendations I know this is a lot to pull together, but this is exactly the kind of stakeholder thinking we need right now. The Singapore team is asking for evidence that we understand the people side of this operation not just the numbers I’m counting on your memo to help us determine who needs to be engaged how they should be engaged and why their support matters."