Change and Transformation in Jobs International (India) Ltd.

This assessment is based on a case study of Jobs International (India) Ltd. and discusses recommendations for Mr. Jacobs, obstacles in implementation, actions to be taken by Mr. Jacobs, and proposed actions by the Managing Director of JI (India).

CHANGE AND
TRANSFORMATION

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
QUESTION 1..................................................................................................................................1
Recommendations as a consultant to Mr Jacobs on ways in which he should proceed..............1
Obstacles that would be meet by Mr Jacobs in implementing recommendations given by
consultant and ways in which those obstacles should overcome................................................2
QUESTION 2..................................................................................................................................4
Actions that would be taken by Mr Jacobs on receiving consultant’s report and why...............4
Obstacles that would be expected by Mr Jacobs to meet and ways in which Mr Jacobs would
overcome those obstacles............................................................................................................5
QUESTION 3..................................................................................................................................5
Actions proposed by Managing Director of JI (India) and why..................................................5
Obstacles expected to be meet by Managing Director of JI (India) and ways in which those
obstacles would overcome...........................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Change can be defined as a process of responding to external influences that can impact
business day to day operations and achievement of main business goals and objectives. Whereas
transformation is about bringing modifications within core business operations in order to deal
with changes (Dornberger and Schwaferts, 2021). Change and transformation are two most
important part of a business organization if they want to sustain within existing market and in
order to expand their business internationally. This assessment is based upon a case study of Jobs
International (India) Ltd. who is facing some issues in India due to appointment of new
Managing Director Jobs International (India) and because of her ways of working and thinking.
This assessment will be focusing upon covering recommendations provided by consultant to Mr
Jacobs on ways in which he should proceed, Obstacles that would be meet by Mr Jacobs in
implementing recommendations, Actions that would be taken by Mr Jacobs on receiving
consultant’s report, Obstacles that would be expected by Mr Jacobs to meet and ways in which
Mr Jacobs would overcome those obstacles, Actions proposed by Managing Director of JI
(India), and Obstacles expected to be meet by Managing Director of JI (India).
QUESTION 1
Recommendations as a consultant to Mr Jacobs on ways in which he should proceed.
Mr. David Jacobs is the main managing director and major shareholder of Jobs
International Ltd. He is extremely connected to his family and to his business as he has worked
hard to establish it. He does not do business for sake of money. He had spent most of his time for
approximately 3 years in India in order to establish this business. In order to manage issues
between new managing director (India) and Indian Employees following recommendations are
beneficial and can be worked upon. Mr Jacobs can focus upon bringing changes within overall
working culture of Indian branches. In order to bring changes, he can use Hofstede cultural
dimension theory. This theory will help Mr Jacobs to understand difference between Indian and
UK culture. For example: as per this theory UK is more individualistic whereas Indians have
collectivist culture. Indian easily accept inequality in terms of power but UK people do not.
Indian people tend to judge people by human gender whereas UK people do not. Indian people
are mostly risk avoiding whereas UK people are risk taking people. Indian people also have long
term orientation view whereas UK people have short term view (Day, 2019). Above analysis
clearly helps in understanding that Indian employees were not able to accept a female managing
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director and were expecting that one of those senior managers would be given the position.
Indian employees were used to hierarchical structure but flattening of Organizational structure
did not go well and Indian employees were not able to accept (Dutta, 2018). They were habitual
of being provided commands by person who was in power. Not only this, Indian employees were
not habitual to accept any kind of change easily and new managing director (India) brought
various kinds of changes within organization that was not acceptable by those people.
On the basis of this analysis, following recommendations can be provided to Mr Jacobs
on ways in which he should proceed:
 Mr Jacob should focus upon appointing an Indian or English Man who had spent most of
their time in India as a Managing director. New managing director should be a male who is
easily accepted by employees of Indian Branches.
 Mr Jacob should focus upon establishing a hierarchical structure as they were habitual of
being commanded or being shown what is required to be done how. Flattening of hierarchical
structure only led to resentment.
 Indian employees do not accept changes easily and closing farewell gifts, closing asking for
salary hikes was not acceptable by them. In order to motivate them and enhance their
engagement within business they should be rewarded for their work.
 Mr Jacob should develop company policy which is same for all the employees including
managing Director (India) including working hours policy as it will motivate them to indulge
themselves within work.
 Staff members of India sees Jobs International as a small business. In order to tackle this
situation Mr Jacobs should provide an opportunity to Indian employees so that they can work
in UK or to introduced North America and Australia business. This will not only help him to
motivate employees but will further help in changing perspective of Indian staff members
towards the company and will start considering it as a large firm.
Obstacles that would be meet by Mr Jacobs in implementing recommendations given by
consultant and ways in which those obstacles should overcome
In order to implement recommendations given by consultant to Mr Jacobs various
obstacles will be faced by him. Below are some of the main obstacles that will be faced by Mr
Jacob and ways in which those obstacles can be overcome by him have been explained below:
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 Staff members of Indian branch are not able to accept a female managing director (India) and
are not able to accept her way of working. But as she is Mr. Jacobs cousin so he cannot fire
her or replace her directly as it will create problems within family. It is one of the major
obstacles in implementing consultant’s recommendations. It is one of the major obstacles
because of which implementation of those recommendations would be difficult for Mr
Jacobs. In order to overcome this obstacle, Mr. Jacobs can focus upon creating Board of
directors in which all the shareholders of the organizations and managing directors of
different regions in Board of directors and this report of consultant should be presented in
front of all the board of directors. This will directly help Mr Jacob to put forward issues or
problems in leadership of his cousin as Managing director (India), her thinking and way of
working. this will further help in in stopping business issue in becoming family issue.
 Another obstacle is that staff members of India sees the company as a small business and
think that complete responsibility of company is one shoulder of Mr Jacobs. It is another
obstacle in implementing recommendations given by the consultant. Introduction of
Australian and North America business can directly impact staff members of India as it
would be extremely difficult for them to accept these changers and accept the fact that Jobs
International Ltd. is no longer a small business and in fact it is an international consultancy
brand. Introducing both the expansions all of a sudden can directly impact working of Indian
staff members. In order to overcome this obstacle, Mr Jacobs can focus upon introducing a
Expatriation program for his staff members for Australian and North American business
expansion. This will not only help Mr Jacobs to change overall image of organization of
small business to international organization. but will also provide an exposure to Indian
employees to understand business culture outside India. Not only this, it will further help in
development of healthy competition among employees. Currently Mr Jacobs had not
disclosed that his Indian branch business is the most profitable business to his employees as
they still think that it is least profitable business. This is another reason staff members think
that it is a small business. For this Mr. Jacob can focus upon organizing a joint corporate
party where top employees of all the branches will be invited and there he can disclose
profitability, achievements and expansion plans of company.
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QUESTION 2
Actions that would be taken by Mr Jacobs on receiving consultant’s report and why
After reviewing consultant’s report, Mr Jacobs can take following actions in order to
focus upon resolving problems faced by Managing director (India) ad Indian Staff members.
 Mr Jacob can focus upon introducing Expatriate training programs for Indian Staff members
so that they can get an opportunity to work outside Indian and understand culture and
develop professionalism. This action is important to be taken because Indian staff members
need to adopt UK culture and ways in which they organization operate. In order to
successfully expand their business in Australia and North America it is important to focus
upon enhancing professionalism among Indian Staff members. Success of expansion of
Australin and North American Business completely depends upon successful management of
Indian business. Due to this it is important to develop or introduce this
Expatriate training programs for Indian staff members. So that professional behaviour within
them can be developed and they can adopt UK working culture easily (Beugelsdijk and
Welzel, 2018).
 Mr Jacobs can focus upon developing appropriate policy for all the employees including
Managing Director (India) as well. This policy will clearly explain salary structure, ways in
which hike or increment in salary will be done. It will further introduce performance
management system in which ways in which employees will be rewarded or awarded.
 Mr Jacobs will further focus upon introducing leadership programs within organization
where each and every one will be provided to develop their leadership skills and qualities
(Huang and Crotts, 2019). This action is important to be taken by Mr Jacobs so that each and
every employee is providing with an opportunity to develop leadership skills and qualities
and to lead whole group. This will work as a motivation for all the staff members.
 Mr Jacobs would also focus upon creating different kinds of training programs for staff
members such as working on online systems, enhancing overall communication skills so that
staff members can communicate and interact with people from diversified culture. In order to
make staff members comfortable of moving into new market they can be motivated so that
they can anticipate challenges and participate positively in overcoming those challenges of
working into new market.
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Obstacles that would be expected by Mr Jacobs to meet and ways in which Mr Jacobs would
overcome those obstacles
In order to implement actions proposed by Mr Jacobs, they will be facing various kinds of
challenges or obstacles. It is important for Mr Jacobs to focus upon overcoming those challenges
or obstacles so that pre defied actions can be implemented in an appropriate manner. Obstacles
that would be expected by Mr Jacobs to meet and ways in which Mr Jacobs would overcome
those obstacles have been explained below in details:
 Implementation of new policy will be an obstacle for Mr Jacobs because of its acceptability
by both Indian staff members and new managing Director JI (India). It will be an obstacle
because new business policy related to working timing, salaries etc. will be resisted by MD
Jobs International (India). In order to overcome this obstacle, it is important to first of all
explain importance of this policy change to both MD (India) and Indian staff members. This
will help then in understanding importance and need of bringing changes within
organizational policy.
 Another obstacle that can be faced by Mr Jacobs is lack of interest of Indian staff members in
participating in Expatriate training programs. This obstacle can be due to lack of knowledge
of knowing more than two languages, lack of confidentiality of adapting themselves in new
culture and working environment. It is another obstacle which is required to be overcome by
Mr Jacob in a proper manner. In order to deal with this, Mr Jacob can focus upon providing
an opportunity to employees where they can learn new languages, empierce working in new
culture and new environment. Each and every employee can be provided with a mentor who
can provide guidance to employees about positive outcomes of this
Expatriate training programs.
QUESTION 3
Actions proposed by Managing Director of JI (India) and why
In order to deal with all kinds of main changes and transformations required to be
brought within Jobs International it is important for Managing director Jobs International (India)
herself to develop an action plan and propose some actions in order to deal with all kinds of
arising issues and introduce Australian and North American Market in an appropriate manner.
Some of the main actions proposed by Managing Director of JI (India) are as follows:
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 First of all, it was observed that most of the Indian staff members were resisting changes and
were not ready to bring transformation within business as per UK culture and business
requirements. For this, Managing Director of JI (India) will be focusing upon adopting
Lewin’s change management model in order to bring important changes within Indian
Business working environment. Adoption of this model will make it much easier for
Managing Director of JI (India) to motivate staff members to understand importance of these
changes to be brought so that they can get motivated and bring changes within their
performance and adopt themselves to the new changes properly. Lewin’s change
management model brings changes in three stages: first stage if unfreezing stage in which
need of change is explained to employees, they are motivated to adopt themselves as per the
new changes. Second stage is change in which main changes required to be brought a
brought with organization, and last stage is refreezing in which final changes are freeze
(Hussain and et. al., 2018).
 Managing Director of JI (India) can further focus upon hiring diversified workforce in India
where all the Indian employees will be provided with an opportunity to work with other
employees of another country. This will not only help in development of bond with other
culture employees but will further help in making Indian staff members confutable with other
culture people, understanding importance of working in a professional manner and will
further make them comfortable in adopting UK culture and way of working. It will further
result in development of healthy competition among staff members which will further
motivate them to take initiative of working together and achieving main targeted goals and
objectives.
 As staff members were not ready to accept a female Managing Director of JI (India) and
were not ready to adopt her working style, so in such situation she can focus upon developing
Leadership programs for different kinds of leaders. Where employees will be given a chance
to enhance their leadership qualities. This will directly help staff members to understand
importance of being an effective leader, ways in which one can become an effective leader,
skills and qualities required to become an effective leader.
 As Managing Director of JI (India) she can focus upon starting team development activities
for all the staff members where staff members will be explained importance of working in a
team ways in which working in a teach can benefit both individual and organization. These
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activities will not only help her in development of team working feeling within staff
members but will also help her in successfully managing introduction of new Australian and
North American Market and will further encourage. Introduction and development of these
team development activities will further provide her support of staff members and response
she deserves (Abd El-Shafy and et. al., 2019).
Obstacles expected to be meet by Managing Director of JI (India) and ways in which those
obstacles would overcome
Implementation of this action plan will further introduce various kinds of obstacles that
will be faced by Managing Director of JI (India). Below are some obstacles expected to be meet
by Managing Director of JI (India) and ways in which those obstacles would overcome have
been explained below: Non- cooperation of staff members would be one of the main obstacle
that can be expected by Managing director JI (India) as her UK based professional perspective is
not acceptable by staff members and in addition to this her being a female as a leader was also
not acceptable by them. For this, she can focus upon hiring an Indian senior manager as a senior
management employees who will be communicating her point of view with the Indian staff
members in such a manner that each and every staff member can understand her perspective and
can work according to her new action plan. She can also focus upon organizing an international
level organization’s annual pat where all the employees will be rewarded and warded for their
performance at international level in front of whole organization. This will directly help her in
motivating all the employees to enhance their performance and accept her as managing director.
It will provide a chance to senior managers to provide their capability of handing whole team
successfully. Another obstacle is that her open- ended conversation is seen as bullying by some
of the Indian staff members. For this she can focus upon divided staff members into separate
team and team leader of each team should be a senior manager and instead of interacting openly
with all the staff members she can focus upon interacting with only team leaders.
CONCLUSION
From the above assessment it has been summarized that in order to deal with issues or
problems faced by managing Director Jobs International (India) and Indian staff members, it is
extremely important to being some changes and transformation within business. Bringing some
changes and transformation within current policies, business operations, introducing new
programs can directly help Jobs International to deal with those issues and expand business in
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Australian and North American Market. It has been concluded that some of the major actions
that can be taken by Mr Jacobs for dealing with issues and introducing American and North
American market are: bringing changes wiring current business policy, working policy,
introduce new training programs, bringing changes within organizational structure of
organization can further help jobs international to deal with changes positively. Other than this,
business can also focus upon adopting Chage management theory for implementing changes in
an appropriate manner.
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REFERENCES
Books and Journals
Abd El-Shafy, I., and et. al., 2019. Decreased pediatric trauma length of stay and improved
disposition with implementation of Lewin's change model. Journal of Trauma Nursing|
JTN. 26(2). pp.84-88.
Beugelsdijk, S. and Welzel, C., 2018. Dimensions and dynamics of national culture:
Synthesizing Hofstede with Inglehart. Journal of Cross-Cultural Psychology. 49(10).
pp.1469-1505.
Day, A., 2019. Disruption, change and transformation in organisations: A human relations
perspective. Routledge.
Dornberger, R. and Schwaferts, D., 2021. Digital Innovation and Digital Business
Transformation in the Age of Digital Change. In New Trends in Business Information
Systems and Technology (pp. 1-13). Springer, Cham.
Dutta, S.K., 2018. Strategic Change and Transformation: Managing Renewal in Organisations.
Routledge.
Huang, S.S. and Crotts, J., 2019. Relationships between Hofstede's cultural dimensions and
tourist satisfaction: A cross-country cross-sample examination. Tourism
Management. 72. pp.232-241.
Hussain, S.T., and et. al., 2018. Kurt Lewin's change model: A critical review of the role of
leadership and employee involvement in organizational change. Journal of Innovation
& Knowledge. 3(3). pp.123-127.
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