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 , let me talk you through this next assignment at this point I need you to take the next step and complete an audit. The folks here at Singtech referred to this step as a needs assessment gap analysis. I have attached the template you must complete. they really need you to use the template , the body of the template as you can see this is known as the focus section the PMO used your analysis and identified three required focus areas first examine appraisal, job role, stagnation, and promotion or recognition second examine the lack of trust or confidence in managers, especially senior leaders third examine employee impressions about the organizations attitude toward inclusion and diversity. You may be wondering what analysis you must include within each focus for each focus area. I need three things start with a visual based on internal data. You may use Excel or another tool to create the visualization, then provide at least one paragraph of analysis explaining what the visual shows. Please do not simply drop in a chart and move on finally identify at least one likely barrier to change and offer a possible remedy you may reuse relevant insights from your first two deliverables, but make sure they are clearly connected to the focus area at the bottom you will find a special section. The COO specifically wants you to apply Hofstede‘s cultural dimension of individualism to this initiative use(I have attahed the Hofstedes cultural dimension link) and the internal data to explain how differences between American and Singaporean employees may affect communication, expectations and business practices. Most importantly, explain how the situation can be improved.
Hofstede Resource
Here is the link:
https://www.theculturefactor.com/country-comparison-tool
(This website from Hofstede’s Insights enables users to compare the six cultural dimensions between Singapore and the United States: power distance, individualism, masculinity, uncertainty avoidance, long-term orientation, and indulgence. As you read, consider the following questions:
- Which dimensions do the United States and Singapore differ on?
- Why are the score differences on the individualism dimension important?
- Which other dimension would you describe as causing communication issues between employees of the U.S. branch and employees of the Singaporean headquarters? Why?)