Change and Transformation

This report discusses the recommendations, obstacles, and actions related to change and transformation in the context of Job International (India) Ltd. It provides insights into how Mr. Jacobs should proceed, the obstacles he may face, and the actions that can be taken to overcome them.

Change and Transformation

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
TASK 1............................................................................................................................................1
What would your recommendations be as to how Mr Jacobs should proceed?..........................1
What obstacles would you expect Mr Jacobs to meet in implementing your recommendations
and how should these be overcome?...........................................................................................1
TASK 2............................................................................................................................................1
What action would you take and why?........................................................................................1
What obstacles would you expect to meet and how would you overcome them?......................1
TASK 3............................................................................................................................................1
What actions would you propose and why?................................................................................1
What obstacles would you expect to meet and how would you overcome them?......................1
CONCLUSION................................................................................................................................1
REFERENCES................................................................................................................................2

INTRODUCTION
Change into business context incorporates planning as well as executing particular actions
which would have an affects upon person business units or whole firm. Also, the change is often
an action to specific disadvantageous situations within business like higher costs, poor
performance of sales and others. While on other side, transformation incorporates an abundance
of interconnected actions associating to whole socio-cultural system. Moreover, the aim of
transformation is to replace the traditional with new, to redefine models of business as well as to
reinvent business altogether a far much visionary undertakings. As per the case studies provided,
the undertaken company is Job International (India) Ltd. which is a UK based firm as well as a
family owned firm. Also, it established an entity in year 1998 for providing advice to Indian
nationals wanting to perform within United Kingdom. The aim of this report is to provide
recommendations how Mr. Jacob should proceeds, obstacles that hurdles him to meet in
executing those recommendations and various actions that are effective to be propose as per
consultant and Managing Director.
MAIN BODY
TASK 1
What would your recommendations be as to how Mr Jacobs should proceed?
The Jobs international (India) Ltd. is a based into New Delhi as well as is a subsidiary of
Jobs International (United Kingdom) ltd. In addition to this, this is a family – owned firm whose
Managing Director as well as key shareholders is David Jacobs. Also, it was established in year
1998 within India for facilitating advice to Indian national’s desires to perform into United
Kingdom. Furthermore, their Managing Director Mr. Jacobs consults with a consultant as they
are planning to expand their business so some recommendations are provided to them. Initially,
the consultant would recommend that Mr. Jacobs would have to focus much upon traditional
organisational structure in comparison to hierarchical. This tends to be more in respect of
behaviours instead of actual level of grades. As it has been also analysed that within respective
firm there is lack of professionalism related to how their employees performed their jobs so it has
been suggested to them that they would have to work as separate units instead of integrated
whole.
1

Along with this, it has been also recommended that respective firm has to slotting their new
division into two that is Australia as well as one for North America within existent structure
which would helpful for them to enhance their financial performance. For instance, the main
initiatives undertaken through them are to develop a spirit of team among New Delhi as well as
regional manager. Apart from this, the communication sessions are also initiated within that they
would able to discuss about firms as well as individuals department’s performance and
improvement areas.
What obstacles would you expect Mr Jacobs to meet in implementing your recommendations
and how should these be overcome?
As it is quite obvious that if any changes occurs within entity so all have to goes through
some obstacles. Likewise, for meeting the above mentioned recommendations Mr. Jacobs would
have to face some obstacles. So, one if the key obstacle that Mr. Jacobs may face that is staff low
morale as the respective firm moves into new marketplace as well as the introduction of two
senior staff members. In addition to this, staff are undertaking even less initiatives in comparison
to past as well as has stopped considering accountabilities as it has been also feel that they would
be utilised as scapegoats in case the things goes wrong. Which would directly and indirectly
results into lower down performance of finance. Therefore, in order to overcome from this, some
initiative are undertaken such as communication session with employees in which it would try to
share as well as discuss the entity’s and individual’s division’s performance and field of
development. As the employees were much hostile for discussing such issues in an open forum.
So, due to this, they may able to know their staff problems that they face and try to resolve that
by considering that. In addition to this, they also advised to conduct development programme for
firm in which they may develop modern ideas as well as new talents. Therefore, all these would
boost the respective company staff morale and encourage them to perform in effective and
efficient way within any regions.
TASK 2
What action would you take and why?
As Mr. Jacobs had suspicious about Eastern European operation a success so he was focused
towards changes to Indian operations. Mr. Jacobs spent much of his time into India’s business
development there. Moreover, it becomes concern about Jobs International’s fortunes that were
2

based much upon success of Indian operations as well as began for seeking for opportunities for
exploring the London Office. In addition to this, he contacted with a consultant and it spent a
whole month that analysing the Indian operations. For this, it visited nine regional offices but
various time spent into New Delhi. As per the findings, it has been analysed that whole, Indian
operations is much profitable by how profitable and productive only Indian Managing Directors
and finance director and Jacobs acknowledge. Also, managers of singular offices does not
understand either it makes or loose funds, though the new MD have told whole them which they
are less profitable in comparison to one other as an incentives to get them for changing its ways
as well as undertakes much individual accountability. Also, according to consultant it mainly
focuses upon the organisational structure to be much traditional as well as hierarchical than
various similar kind of entities within India. This have been also evaluated that there was lack of
professionalism into staff working while performing their job accountabilities.
As being the Mr. Jacobs and received the consultant so the various action has been taken by
him is that Job international would have to open offices in Eastern Europe, the initial one being
into Poland. Also, these would perform upon similar basis to Indian operations. In addition to
this, Changes are performed within the organisational structure which helps them to operates and
run their business in India in much effective and efficient way. Along with this, He had
appointed whole staff as well as has a parental attachment to them which highlighted their
management style that was both informal as well as much centralised. Also, Mr. Jacobs slot two
new divisions that are one is Australia as well as other is North American within existent
structure that might creates situation much worst’s. Also both cannot be left behind during tough
financial times. Therefore, all these are performed by Mr. Jacobs after receiving the consultant
report so that they may able to operate their business in India and gain more profitability as well
as enhances the performance of sales.
What obstacles would you expect to meet and how would you overcome them?
As change is often an action to specific disadvantageous situations within business like
higher costs, poor performance of sales and others. Also, the changes that occur within Jobs
International so Mr. Jacobs would have to face some obstacles while meeting the intent. Due to
these changes their firm staff minimises its morale and also observe some lack of
professionalism into their works. In additional to this, the culture of particular country is also an
obstacle as it is essential to know as well as understand particular region culture. So, in order to
3

overcome from all these obstacles Mr. Jacobs decided to employ respective country people it
would able to help them to know its culture in much effective and efficient way. Furthermore, for
boosting the moral of its staff respective firm try conduct some communication session so that it
would able to know their staff issues and try to solve them in satisfactory manner. Apart from
this, they also conduct development programme where few modern ideas as well as new talents
would be discussed. As a result this enhances the respective firm staff morale and they also get
innovative ideas so that they may able to perform their job jobs in professional as well as
efficient way for maximising its sales and profitability.
TASK 3
What actions would you propose and why?
After consultant suggested that slotting two new Divisions that are one for Australia as well as
other is for North America with existent structure could formed matters much worse. Moreover,
it has been also observed that nor Australia nor North America would prepare to be left into dark
as to financial performance. So, the action I propose as being a Managing Director of Job
International (India) Ltd. after the Mr. Jacobs and their consultant report. The new Managing
Director includes whole employees within particular business, mainly middle managers.
However, straight talking considered to be countered productive as it was developed as adverse
feedback instead of open dialogue. So, it was not effective with Indian culture and also this tends
to be much circumspect in respect of forming or receiving criticism. Also, Managing Director
discontinues the gifts or rewards who that are presented to staff who leave the firm. Additionally,
during financial hardship the advance salary is also not provided to any workers within
respective entity. Apart from this, the key initiative undertaken through Managing Director was
to develop a team spirit within New Delhi as well as regional managers. In addition to this, the
communication session along with staff were also started by new MD in which it would discuss
the performance of individual’s as well as firm and also the areas for development. However,
employees were very hostile to share those situations into open forum
What obstacles would you expect to meet and how would you overcome them?
4

CONCLUSION
As per the above report, it has been concluded that changes and transformation is vital or all
entities for development of their business. As it incorporates planning as well as executing
particular actions which would have an affects upon person business units or whole firm. Also,
the change is often an action to specific disadvantageous situations within business like higher
costs, poor performance of sales and others. While on other side, transformation incorporates an
abundance of interconnected actions associating to whole socio-cultural system.
5

REFERENCES
Books and Journal
Cardellino, P. and Woolner, P., 2020. Designing for transformation–a case study of open
learning spaces and educational change. Pedagogy, Culture & Society, 28(3), pp.383-402.
Christensen, J. and Jones, R., 2020. World Heritage and local change: Conflict, transformation
and scale at Shark Bay, Western Australia. Journal of Rural Studies, 74, pp.235-243.
Fuller, S., 2020. Education, gender, and generational change: The transformation of dowry in
village Nepal. The Australian Journal of Anthropology, 31(2), pp.240-256.
Holtorf, C., 2020. Enhancing cultural resilience by learning to appreciate change and
transformation. Humanistic futures of learning, p.24.
Kimmig, J., Zechel, S. and Schubert, U.S., 2021. Digital Transformation in Materials Science: A
Paradigm Change in Material's Development. Advanced Materials, 33(8), p.2004940.
Liu, M., Shamdasani, Y. and Taraz, V., 2020. Climate Change, Structural Transformation, and
Infrastructure: Evidence from India.
Lorenzen, M. and et. al., 2020. Migration, socioeconomic transformation, and land-use change in
Mexico’s Mixteca Alta: Lessons for forest transition theory. Land Use Policy, 95,
p.104580.
Pecci, A., Frawley, J. and Nguyen, T., 2020. On the Critical, Morally Driven, Self-reflective
Agents of Change and Transformation: A Literature Review on Culturally Competent
Leadership in Higher Education. Cultural Competence and the Higher Education Sector,
pp.59-81.
Ramos, C.G., 2020. Change without transformation: Social policy reforms in the Philippines
under Duterte. Development and change, 51(2), pp.485-505.
Rolland, K.H. and Vestues, K., 2020, November. INERTIA AND CHANGE IN
TRANSFORMATION OF THE IT-FUNCTION IN LARGE ORGANIZATIONS: A
PATH THEORY LENS. In Norsk konferanse for organisasjoners bruk at IT (Vol. 28,
No. 1).
Stoddart, M.C., and et. al., 2020. Envisioning energy futures in the North Atlantic oil industry:
Avoidance, persistence, and transformation as responses to climate change. Energy
Research & Social Science, 69, p.101662.
Trost, A., 2020. Managing change and transformation. In Human Resources Strategies (pp. 329-
347). Springer, Cham.
(Cardellino and Woolner, 2020)(Christensen and Jones, 2020)(Fuller, 2020)(Holtorf, 2020)
(Kimmig, Zechel and Schubert, 2021)(Liu, Shamdasani and Taraz, 2020)(Lorenzen and et. al.,
2020)(Pecci, Frawley and Nguyen, 2020)(Ramos, 2020)(Rolland and Vestues, 2020)(Stoddart
and et. al., 2020)(Trost, 2020)
6