Among the greatest challenges to organizational change is resistance from the human component of the organization. The challenge can be exacerbated by poor communication, lack of proper understanding of the status quo by the change leaders, and the complexity of the processes that come with the change (Al-Haddad & Kotnour, 2015). Artificial systems are impartial to change and if the process is well-planned, it will succeed but humans will actively resist change. The fear of the unknown might even prevent employees from supporting positive change. When there is poor communication and ignorance on the part of the change process management, resistance will be debilitating to the change. Human Resource management experts can thus ease the process of change by understanding the actual situation in the organization prior to change then use that understanding to develop an effective communication strategy. The communication strategy will create the impression that the employees are part of the change process from its genesis to its completion (Al-Haddad & Kotnour, 2015). When the employees own the change process, its chances of success are augmented. The two fundamental challenges of a change process that also includes an overseas assignment are cultural integration and work-family balance. An effective employee who lacks an understanding of the local culture will not be effective (Kraimer, Bolino & Mead, 2016). The HR expert can assist the employee to learn and understand the most significant aspects of the culture within the assignment destination, based on the specifics of the assignment. Among the critical areas of culture involved include interpersonal communication. Secondly, if the overseas assignment creates an inordinate family interference, the effectiveness of the employee will be adversely affected. Prior to travel, the employee needs to have an understanding of the pressure the journey will place on work-family balance, whether or not the assignment includes traveling with family. The employee will thus need help on how to prepare the self and family members to mitigate the associated pressure. With an understanding of crucial destination culture and an effective means of managing work-family balance impact, the employee has higher chances of properly adjusting to the overseas assignment (Kraimer, Bolino & Mead, 2016).
References
Al-Haddad, S., & Kotnour, T. (2015). Integrating the organizational change literature: a model for successful change. Journal of Organizational Change Management, 28(2), 234-262 Kraimer, M., Bolino, M., & Mead, B. (2016). Themes in expatriate and repatriate research over four decades: What do we know and what do we still need to learn?. Annual Review of Organizational Psychology and Organizational Behavior, 3, 83-109
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