Change and Transformation in an Organization

This document discusses the concept of change and transformation in an organization, focusing on a case study of Jobs International Limited. It provides recommendations for Mr. Jacobs, the role of the consultant, and the managing director. It also explores the obstacles faced in implementing these recommendations and suggests ways to overcome them.

Change and
Transformation

Table of Contents

INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................2
Task 1: As a role of consultant...............................................................................................2
Recommendations about how Mr. Jacobs should proceed................................................2
Obstacles faced by Mr. Jacobs in implementing the recommendations............................2
How such obstacles can be overcome?..............................................................................3
Task 2: As a role of Mr. Jacobs who have received the consultant’s report..........................4
Action taken by Mr. Jacobs and the reason behind it........................................................4
Expectations of obstacles faced by Mr. Jacobs.................................................................4
How it can be overcome....................................................................................................5
Task 3: As a role of Managing Director who has to produce an action plan after getting the
contents of the consultant’s report for turning the situation round within six months and
preparing the ground for the introduction of the Australian and North American business. .6
Action taken by Managing Director and the reason behind it...........................................6
Obstacles faced by the managing director.........................................................................7
How it can be overcome....................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Change and transformation can be defined as the changes in an organisation which
transforms the operations and functioning in the company as a whole. This change does not only
relate to the operations and functioning but also it relates to the staff and Management and
moreover the existing procedures and policies (Day, 2019). The following discussion is based on
the scenario given on the company jobs International Limited where this report will cover the
overview of the case studies, as a role of consultant what recommendation should be given to Mr
Jacobs for proceeding, what obstacles we might face in implementing the recommendations and
how is such obstacles can be overcome. As a role of Mr Jacobs who have received the
consultants' report after analysing that what action he must take and the reason behind it,
Expectations of obstacles faced by Mr Jacobs and how he can overcome. As a role of managing
director who has to produce an action plan after getting the contents of the consultants' report for
turning the situation round within six months and preparing the ground for the introduction of the
Australian and North American business after analysing that what action she must take and the
reason behind it, obstacles faced by the Managing Director and how it can be overcome with
proper findings and conclusion.
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MAIN BODY
Task 1: As a role of consultant
Recommendations about how Mr. Jacobs should proceed
As a role of consultant it is recommended to Mr Jacobs that he must proceed with the
solution of one leader operation as per the given case study. The reason behind this is that the
staff is uncomfortable when they are given the opportunity to initiate something and in the
decision-making as well so therefore they are well satisfied with the one leader operation in an
organisation (Hölscher, Wittmayer and Loorbach, 2018). Another recommendation is that
communicating to the staff about the reason behind hiring of a Managing Director as a woman as
she is a family member. Whatever the changes are introduced by the new Managing Director
must be reason it with the staff and telling them the benefits about them. It is important to teach
the staff about the United Kingdom culture so that they can follow the same in the company.
New Managing Director is the United Kingdom women so she is also required to teach about the
Indian culture so that she can get indulged in the Indian staff. Employees must be prepared to
initiatives so that they can handle the decision-making and are accountable for the own task and
daily operations for better experience and satisfaction with the job. It is essential to teach the new
Managing Director that how she should handle the Indian staff so that she can be able to operate
and manage them in an effective and efficient manner. It is important for Mr Jacobs that he
should create the proper rules and regulations along with the policies and procedures in an
appropriate manner for the benefit of both the new Managing Director and the staff in order to
create harmony in an organisation. It is important for the new Managing director to adopt the
leadership style which supports the staff as well as the situation and more over Recommendation
of conflict management is significant in the company (Cameron and Green, 2019).
Obstacles faced by Mr. Jacobs in implementing the recommendations
There can be various and different obstacles faced by Mr Jacobs after implementing the
recommendations suggested by the consultant such as if Mr Jacobs adopt the one leader
operation then it can create the problem of autocratic leadership in nature in the company which
the staff can strictly object in the organisation. If Mr Jacobs starts telling the reason behind the
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Managing Director is a woman then it can create the bad impression among the staff. Staff will
be reluctant to adopt the change in organisation because they will find negativity in change and
you will lose the comfort in adopting it. It is difficult to convince the new Managing Director and
the staff for the mutual understanding among the different cultures of India and United Kingdom
to indulge in it. Most of the staff will fear of initiating and decision making because they will
definitely think that it can bring the wrong happening so they can object for the same. New
Managing Director will be reluctant to learn the tackling with the Indian staff because she is an
experienced person and it can be against her self-respect. New managing director or not agree to
formulate the new policies and procedures as per the Mr Jacobs because now she is holding the
power for the formulation and she will not allow the previous Managing Director to do her role
in a current state. Leadership styles are different in nature and working it in an organisation
therefore some employees can disagree and some employees can agree with the same. Conflict
management acquires Hai patients among staff which is difficult to gather by Mr Jacobs
(Waddell, Creed, Cummings and Worley, 2019).
How such obstacles can be overcome?
There are methods which can help Mr Jacobs to overcome obstacles faced by him after
implementing the recommendations of a consultant such as implementation of one leader
operation can be executed in such a way that that the management must look like centralised as
well as friendly also. It is important to face the reality for the staff that new Managing Director is
a woman and she is hired because it is a family business (Hartl, 2019). Although it is obvious
that change will discomfort the employees but it is important for Mr Jacob to tell them the
benefits of their discomfort for the future. By making the adoption of different culture of India
and United Kingdom with the help of mutual understanding between the new Managing Director
and the staff is important to make an interesting part in the company so that everyone can
happily adopt by daily practicing it. It is important to motivate and encourage the staff to take
initiative and the new Managing Director much not blame them for wrong happening instead she
should support them for the same for the next time onwards. It is important to tell the negative
consequences to the new managing director of not learning that how she can handle the Indian
staff so that she can understand the importance of it in the potential management. It is essential
for Mr Jacobs to suggest the new Managing Director that how she can formulate the policies and
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procedures and get the benefit out of it. Overcoming the different leadership styles has the
solution that the leader must adopt the particular leadership style as per the situation in the
company so that the objections can be reduced by the staff. It is significant to provide the
training and development along with the feedback and performance appraisal because it can help
in being patient for the staff in order to fight against the conflict and can execute conflict
management (Hayes, 2018).
Task 2: As a role of Mr. Jacobs who have received the consultant’s report
Action taken by Mr. Jacobs and the reason behind it
Actual actions taken by Mr Jacobs after recommendation by the consultant is such that he
has implemented the conference meeting in order to telling the benefits of changes in an
organisation not only for the company but also for their personal life as well. Another
implementation is that teaching the staff the United culture along with the Indian culture and
teaching the Managing Director of the Indian culture along with the United Kingdom culture so
that they can have the mutual understanding among them to execute better management in an
organisation. Another step taken by Mr Jacobs is that he will prepare the employees in order to
take the initiative so that they can handle the decision-making and are accountable for their own
task and daily operations. Moreover, the Adoption in changes in leadership styles and managing
the conflicts among the new Managing Director and employees for better and effective
functioning in the company (Martinsuo and Hoverfält, 2018).
Expectations of obstacles faced by Mr. Jacobs
Obstacles that are faced by Mr Jacobs after the implementation of some management
methods such as staff has find out the negativity in the changes introduced in an organisation
which can spoil the operations of the management and can lead to loss. It is becoming difficult
for the new Managing Director and the staff to adopt each other’s different culture of India and
United Kingdom and are uncomfortable in adopting (Harmon, 2019). Employees are reluctant in
initiating something innovative and new ideas in the team because they are getting fear of wrong
happening and therefore their objective for the same because they are fear that new Managing
Director will blame them because of the mistakes and wrong decision making. Managing
Director has adopted some relevant leadership Styles as per the staff and situation but there are
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still some employees who are not a agree for the same and objective to change the leadership
styles again and again. Staff is losing the patience in adopting the conflict management and
strategies that how they can handle and tackle the conflicts among the team members and the
Managing Director (Rosenbaum, More and Steane, 2018).
How it can be overcome
Mr Jacobs can overcome all such obstacles while implementing the management
methodologies in an organisation such as by stating the reason of Change management in the
company to the staff by telling them the benefit of discomfort they can have in the future either
in the form of rewards or incentives or in any other thing. Although it is difficult to indulge in
each other’s culture for the staff and the new Managing Director but it is important to implement
in an interesting manner so that they can be freely and happily accept each other’s culture while
practicing on the daily basis that what is actually being done in other countries and gain the
knowledge for the same. It is essential to encourage and motivate the staff in order to to make
them initiate in the company's activities and help them indulging in the functioning of the
company without having the fear of not blaming them for any wrong happening but instead the
new Managing Director must support them and correcting their mistakes so that they cannot
repeat it for the next time. Leader has to adopt the different leadership Styles as per the demand
of any circumstances order situation in the company and as per the needs and requirements of the
staff as well so that the staff could not object with any of the practice done by the leader in an
organisation as per the rules and policies adopted in the company. It is necessary and significant
to render the training and development to the staff so that they can get the positive feedback and
performance appraisal which can help in in been patient in order to resolve the conflict
management in the organisation to bring harmony in the working culture and environment of the
company (Stouten, Rousseau and De Cremer, 2018).
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Task 3: As a role of Managing Director who has to produce an action plan after getting the
contents of the consultant’s report for turning the situation round within six months and
preparing the ground for the introduction of the Australian and North American business
Action taken by Managing Director and the reason behind it
Action taken by new Managing Director for the improvement in an organisation such as
first is the positive Change management which means that there are two types of Change
management positive and negative. Negative Change management can create the bad impression
among the employee which can spoil the organisation image in the market but if she adopts the
positive Change management then staff could get the encouragement and motivation in the form
of change and can easily accept it and work on it in an efficient manner (Matthews, Love,
Mewburn and Ramanayaka, 2018). Second is the mutual understanding between the staff and the
Managing Director about that diversify the culture which means that Managing Director having
the culture of United Kingdom and staff are having the culture of India so there is a large
difference between their cultures therefore it is important for both of them to understand each
other culture in order to support each other’s diversify the culture in a positive manner this helps
in supporting each other’s doing in an organisation as well. Third is the human resource
management in a Strategic manner which means that implementing the management of human
resource strategically can help the Managing Director and staff also to higher the right people at
the right time on the right place and for the right job profile you can perform their tasks and
operation in a right manner along with the proper training and development with the help of
feedback and performance appraisal to the staff this can create the satisfaction among employees
and managing director as well. Fourth is the implementation of operations management in a
strategic management which means that managing the operations such as marketing or
information technology and Finance strategic early so that Research and budgeting with the help
of Advanced technology can be done in an effective manner. V is the team and conflict
Management which means that along with the other management it is important to handle the
team and conflicts in an organisation so that work can be done in a peaceful manner which
generates the harmony in an organisation (Ramos, 2020).
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Obstacles faced by the managing director
There are various obstacles that are faced by the Managing Director such as first is the
reluctance among the staff in terms of changes in the company. Changes in an organisation
creates the discomfort among the staff because they need to change their daily routine and work
which can be difficult for them to change that is why they are reluctant for any changes in the
company. Second is the difficulty in the implementation of mutual understanding between
Managing Director culture and the staff culture because there is a lot of difference between the
cultures of United Kingdom and India's so therefore they can find difficult in adopting the same.
Third is the problem in diversity and leadership management in the company due to the the
assorted cultures and frequent change in the leadership styles can be objected by the staff in any
case. Forth is the Raising issues in different departments such as marketing for information
technology along with the financial problems. Because handling all such functions are not an
easy task and they definitely create the issue while managing them. Is the adoption of strategies
can be tough because management strategies are new with the new Managing Director and it
takes time for the staff as well as for the new Managing Director to adopt the management
strategies with a new phase (Hristov, Minocha and Ramkissoon, 2018).
How it can be overcome
Overcoming the obstacles faced by the Managing Director can be possible with the help
of basic management functions which must be adopted by the new Managing Director in a
strategic manners such as planning of all the policies which must be followed up by the staff
members in a strict manner, after that organising the hierarchy in an organisation so that
everything can be perform in a systematic manner, staffing is an another function of management
where Managing Director must hire the employees who are specially skilled in providing the
employment and consultancies to other companies and can give productivity to the organisation,
directing those employees by giving training and development to them so that they can perform
better in the company with their roles and responsibilities and the last function of management is
the controlling where Managing Director must know she has to control not only the employees
but also the whole system which are followed by everyone and how it can be organised in a
systematic manner (Frohardt and Scott, 2019). Managing Director must introduce the informal
and formal communication both so that the social relationship can be maintained in the company
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along with the entertainment such as conducting of the management activities for learning new
things and implementing the same in the company moreover conducting of events is also
necessary so that the social gatherings can be possible and everyone can know each other in a
better manner to understand the culture diversity. Last but not the least will to overcome the
obstacles are the maintaining of values, beliefs, ethics and Corporate Social Responsibility in an
organisation (Chlopczyk, 2019).
CONCLUSION
It is concluded that change and transformation is an important concept in every organisation
to follow because without the Change management it can be impossible for the company to grow
and develop and expand with its functioning and operations. Therefore, in order to apply such
conception in the real world organisations then it is important to analyse the scenario given
which is related to the real world, it is essential to examine the various roles in the case study and
recommending that what changes can the Managing Director should I undertake and how they
can implement after overcoming all the incoming obstacles. It is necessary to determine the
Change management program on an international basis as for the scenario given and it is
significant to gain the knowledge about all the transformation made in the company so that
harmony could be maintained in an organisation. Hence this report covers all such areas in order
to better understand the conceptualization of change and transformation.
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REFERENCES
Books and journal
Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Chlopczyk, J., 2019. Change and transformation in the storytelling organization. In Transforming
Organizations (pp. 21-34). Springer, Cham.
Day, A., 2019. Disruption, change and transformation in organisations: A human relations
perspective. Routledge.
Frohardt, R. and Scott, J.C., 2019. Implementing the Guided Pathways Model: A Case for
Change Management and Transformation.
Harmon, P., 2019. Business process change: a business process management guide for managers
and process professionals. Morgan Kaufmann.
Hartl, E., 2019. A Characterization of Culture Change in the Context of Digital Transformation.
In AMCIS.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Hölscher, K., Wittmayer, J.M. and Loorbach, D., 2018. Transition versus transformation: What’s
the difference?. Environmental innovation and societal transitions, 27, pp.1-3.
Hristov, D., Minocha, S. and Ramkissoon, H., 2018. Transformation of destination leadership
networks. Tourism management perspectives, 28, pp.239-250.
Martinsuo, M. and Hoverfält, P., 2018. Change program management: Toward a capability for
managing value-oriented, integrated multi-project change in its context. International
Journal of Project Management. 36(1). pp.134-146.
Matthews, J., Love, P.E., Mewburn, J. and Ramanayaka, C., 2018. Building information
modelling in construction: insights from collaboration and change management
perspectives. Production Planning & Control. 29(3). pp.202-216.
Ramos, C.G., 2020. Change without transformation: Social policy reforms in the Philippines
under Duterte. Development and change., 51(2). pp.485-505.
Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management:
Forward to the past? An exploratory literature review. Journal of Organizational Change
Management.
Stouten, J., Rousseau, D.M. and De Cremer, D., 2018. Successful organizational change:
Integrating the management practice and scholarly literatures. Academy of Management
Annals. 12(2). pp.752-788.
Waddell, D., Creed, A., Cummings, T.G. and Worley, C.G., 2019. Organisational change:
Development and transformation. Cengage AU.
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