Chat with us, powered by LiveChat As the HR consultant contracted to resolve issues related to miscommunication and workforce discontent at the U.S. branch of the Singaporean | Wridemy

As the HR consultant contracted to resolve issues related to miscommunication and workforce discontent at the U.S. branch of the Singaporean

As the HR consultant contracted to resolve issues related to miscommunication and workforce discontent at the U.S. branch of the Singaporean

 

Scenario

As the HR consultant contracted to resolve issues related to miscommunication and workforce discontent at the U.S. branch of the Singaporean software solutions provider, you are expected to present a change readiness report and then submit a change management plan.

You have read that stakeholder analysis is an important requirement for change management. You know that you will soon need critical information from the VP of the U.S. unit to complete this activity. To convince the VP and the leadership team at both locations to share this critical information with you, you decide to send out a memo on the significance of stakeholder analysis in change management.

Prompt

Write a short memo explaining the significance of stakeholder analysis. Specifically, you must address the following criteria:

  1. Describe the use of stakeholder analysis in organizational change management.
    • How will the identities of different stakeholders influence their views on change initiatives?
    • How can stakeholders encourage or inhibit change in an organization?
  2. Identify and explain at least three benefits of conducting a stakeholder analysis.
  3. Identify the key people in the organization:
    • Reference the Leaders’ Self-Evaluations to document your analysis.
    • Who are the critical stakeholders in the organization? Refer to the U.S. Branch Overview to identify the critical stakeholders.
    • Who could be interested in enabling change in the organization?
    • Why do you think these stakeholders will be interested in enabling change?
  4. Include any questions or additional information you will need from the company leadership to complete your stakeholder analysis.

Guidelines for Submission

Submit a 1- to 2-page Word document, using double spacing, 12-point Times New Roman font, and one-inch margins. Sources should be cited in APA format. Consult the Shapiro Library APA Style Guide for more information on citations.

MBA 687: Employee Engagement Surveys

Response Rate The survey response rate is the first indication of the level of employee engagement in any organization. Of the 140 employees invited to take the survey, 40 responded, which is a response rate of 28.5%. As a rule, rates higher than 50% are best, while rates lower than 40% may indicate trust problems within the organization, lack of faith in leadership, and employees’ reluctance to engage in improvement efforts until leadership demonstrates a clear commitment to change. Company Data 1. Years of service with this organization

Less than 1: 52.5% of respondents 1–2: 27.5% of respondents 3–5: 15% of respondents 6–10: 2.5% of respondents 11–15: 0 16+: 0 Prefer not to answer: 2.5% of respondents

2. My race/ethnic identification

African American or Black: 60% of respondents Hispanic or Latino/a/x: 12.5% of respondents Anglo American or White: 12.5% of respondents Asian: 5% of respondents American Indian or Pacific Islander: 0 Multiracial or Other: 7.5% of respondents Prefer not to answer: 2.5% of respondents

3. I am currently in a supervisory role

Yes: 7.5% of respondents No: 90% of respondents Prefer not to answer: 2.5% of respondents

4. I received a merit increase during the past two years

Yes: 7.5% of respondents No: 90% of respondents Prefer not to answer: 5% of respondents

5. I received a promotion during the past two years

Yes: 7.5% of respondents No: 90% of respondents Prefer not to answer: 2.5% of respondents

6. I plan to be working for this organization in one year

Yes: 60% of respondents No: 12.5% of respondents Prefer not to answer: 27.5% of respondents

Employee Engagement Questions Professional Development:

• In the last six months, my manager has talked to me about my progress, and we developed goals to help me grow.

o 36% agreement • I am satisfied with the on-the-job training I have received.

o 27% agreement • There is adequate cross-training in my department.

o 36% agreement

Company Vision, Values, and Mission: • I am familiar with the company’s vision and values.

o 26% agreement • I have a clear understanding of the organization’s direction.

o 36% agreement • The organization is changing for the better.

o 26% agreement Teamwork or Workgroup:

• I receive the support I need from employees in my workgroup to do my job effectively.

o 89% agreement • My coworkers make me feel that I am part of the team.

o 78% agreement • I trust my coworkers.

o 83% agreement • My workgroup cooperates to get the job done.

o 73% agreement

Senior Leader/Middle Manager: • Senior leaders focus on creating a positive team atmosphere.

o 36% agreement • Senior leaders are open, honest, and transparent.

o 36% agreement • Senior leaders encourage and empower me to take initiative and suggest

improvements. o 26% agreement

• My middle manager is open, honest, and transparent. o 70% agreement

Culture:

• This company is a team-oriented organization. o 36% agreement

• This company challenges the status quo and seeks continuous improvement. o 18% agreement

• Employees have a strong sense of personal responsibility for the performance of their department and the performance of the company.

o 80% agreement • Overall, people care about my well-being at work.

o 34% agreement Work Environment:

• I see the connection between the work I do and the benefits received by customers.

o 65% agreement • I have enough authority to make the decisions I need to make.

o 36% agreement Communications:

• I usually hear about important changes through management communication rather than rumors.

o 36% agreement • In my workgroup or team, my opinions count.

o 72% agreement

Diversity:

• The company tries to promote a work environment free from discrimination and harassment.

o 41% agreement • The environment at the company is supportive of the expression of different

opinions, styles, and perceptions. o 18% agreement

• I am satisfied with the company’s efforts to support and encourage differences.

o 34% agreement Productivity:

• The technology, tools, and resources I have access to allow me to be as productive as possible.

o 83% agreement • Staffing levels have kept up with the increasing customer base, workload, and

infrastructure. o 26% agreement

• Deadlines set by senior management are realistic. o 18% agreement

• I am given the opportunity to do my best work. o 26% agreement

Performance Management:

• I have a clear understanding of work expectations. o 60% agreement

• My performance has a significant and direct impact on my pay. o 26% agreement

,

MBA 687: US Branch Overview

• U.S. annual profit in 2020: $459,680 • Jump in U.S. annual sales in 2020 7.8% • Labor cost 30% of total revenue ($1M) • Benefits accounted for 29.9% of total employer costs for an employee's

compensation o Benefits include paid leave, supplemental pay, insurance, retirement, and

savings plans and legally required payments like FICA. o As mandated by the Affordable Care Act (ACA), companies with more

than 50 full-time employees must offer a company health plan or pay a tax penalty.

o Medical and HRA cost $41,160 annually. Delaware Small Business Data

# of small businesses in DE 82,212 # of small business employees in DE 187,556 % of employees working in small business 46.9% % of small business profitability in the United States 40% % of small business CEOs concerned about growing revenues 23% Average turnover small business (voluntary) 45% Average call center turnover (voluntary) 30-40% Average tenure of an employee in the United States 4.2 years % of small business owners concerned about recruiting and retaining talent

16%

Engagement Employee Net Promoter Score (eNPS): -10

• An eNPS score can range anywhere from -100 to 100 New Hire 90-Day Failure Rate: 46% of newly hired employees fail within 12 months

• Total turnover rate: 28.8% • Of all employee turnover, 70% is voluntary • Retirements account for 1% • Older individuals tend to stay at the same job for longer periods than

younger employees o High-Tech Industry Turnover: 20.9% o Services Industry Turnover: 20.9% o Average call center turnover (voluntary): 30–40% o Average small business turnover (voluntary): 45%

Potential Causes of Turnover • Low company morale • Lack of opportunities for training and career growth • Work-life imbalance • Poor management or leadership practices • Poor communications

Employee turnover costs a company 21% of the employee's salary. The replacement cost per employee is $4,100 per employee. Demographics 1. Years of service with the job role

• Executive Leadership (VP): 7 years • Manager (Director/Manager, Accounting, Sales, CS): 3.33 years average • Lead Specialist/Key Expert (Coordinators/Team Leaders-Payroll, CS, Shipping

and Receiving): 1.76 years average • Senior Level Specialist (Business Development Executive, Executive Office

Administrator, Senior CS Specialist, Senior Sales Account Specialist): 1.26 years average

• Mid-Level Specialist (CS Specialist II, Business Development Specialist), 1.0 years

• Entry Level Specialist (CS Specialist I, Accounting Specialist, AR and AP, Office Specialist I, Sales Account Specialist I): 0.75 years average

2. Years of service with this branch

Less than 1: 52.5% of respondents 1–2: 27.5% of respondents 3–5: 15% of respondents 6–10: 2.5% 11–15: 0 16+: 0 Prefer not to answer: 2.5%

3. Years of service by age group

Ages 20–24: 1.2 years Ages 25–34: 1.4 years Ages 35–44: 3.9 years Ages 45–54: 4.1 years Ages 55–64: 4.7 years Ages 65+ 0.0 years

4. Percentage of employees by age group

Ages 20–24: 45% Ages 25–34: 35% Ages 35–44: 10% Ages 45–54: 5% Ages 55–64: 5% Ages 65+ 0%

5. Percentage of employees by gender identity

Male 30% Female 55% Non-binary 10% Other 5%

6. Race/ethnic identification

African American or Black: 60% of respondents Hispanic or Latino/a/x: 12.5% of respondents Anglo American or White: 12.5% of respondents Asian: 5% of respondents American Indian or Pacific Islander: 0 Multiracial or Other: 7.5% of respondents Prefer not to answer: 2.5% of respondents

Organization Chart

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