Change Management Models and Theories for Job International Ltd.

This report analyzes the case study of Job International Ltd. and provides recommendations for Mr. Jacobs on how to proceed with organizational change management. It discusses different change management models such as Lewin's, Kotter's, and ADKAR and proposes an action plan for turning the situation around within six months. It also identifies obstacles that Mr. Jacobs may face and suggests strategies to overcome them. The report includes subject, course code, course name, and college/university if mentioned.

Change and
Transformation

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Question 1: Consultant to Mr Jacobs...............................................................................................3
Question 2: Response as Mr Jacobs in response to consultant’s report...........................................7
Question 3: Responding the Managing Director of JI (India) with an Action Plan for turning the
situation round within six months and preparing the ground for the introduction of the Australian
and North American business..........................................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14
APPENDIX....................................................................................................................................15

INTRODUCTION
Change is basically a variation in the general way of conducting the things and in context
to organisation, it results in many positive aspects which leads to retain a competitive edge and
also remaining relevant within business area. This concept encourages innovation, develops staff
and skills along with resulting in effective business opportunities as well as improving morale of
employees (Cardellino and Woolner, 2020). This report is based on the case study of Job
International (India) Ltd. and in context to this case study, there will be discussion on the
information and serious accepting of the organisational change management models and theories
through answering different questions. Within this report, there will be answers that are based on
critical analysis of implications of organisational change. Moreover, this report also includes
organisational change management theories to practices and solving problem application.
Furthermore, there will also be an action plan for turning the situation within the workplace
regarding organisational change.
MAIN BODY
Question 1: Consultant to Mr Jacobs
i. What would your recommendations be as to how Mr Jacobs should proceed?
Answer:
As per the case study, there are some changes within the workplace of Job International
Ltd. that are recommended to be done by Mr.Jacob. The personnel should apply as well as
execute different theories and models of change management that will provide assistance to it in
running and operating its London Office in a smooth way (Chlopczyk, 2019). There are various
theories and models of change management that are described as follows which will assist
Mr.Jacobs in gaining the understanding and analysing which one is effective and suitable for the
growth and development of its business.
Lewin’s Change Management Model
This model was introduced in the year 1950 by Kurt Lewin’s and within this model there
are three different stages which are discussed as under:
 Unfreeze: It is the stage of planning and also examines how effects are presently
deployed for operating as well as controlling anything has to be varied for attaining
chosen effects. Changes can be made to Mr.Jacob’s case for supervising, defining and

knowing what to expect at this period so that everyone who is impacted from it gets
organised.
 Change: It is period of performing or operating that includes to extrude into action and
staying interconnected along with assisting all the supervision involved in such step.
 Refreeze: When changes are taking shape and people have encompassed new ways of
operating then at this stage organisation is ready to refreeze (Christensen and Jones,
2020). This stage requires to assist people as well as business to internalise the changes.
Kotter’s Change Management Model
This model was introduced by John Kotter in the year 1996 and is effective in getting
quick results that facilitate an organisation in gaining competitive advantage (Dutta, 2018).
This model consists of eight steps and these steps include creating a sense of urgency,
forming string guiding coalitions, building strategy and vision, communicating vision,
eliminating obstacles, encouraging manpower to act, developing short-term goals,
consolidating gains as well as strengthening change through anchoring change in culture.
First of all, urgency is created for empowering people then all departments of organisation
are provided assistance with support of such theory and after that an strategic idea gets

formulated for meeting business goals. Next step is to deal with major consequences as well
as challenges. After that there will be an identification of key obstacles concerned with
human resource management. In next step, short-term goals and control plan develops and at
last but not least momentum is built that is sustained with executing stage. Finally, changes
are made and maintained once after initial task gets completed.
ADKAR Change Management Model
This model was founded by Prosci and facilitates an organisation in analysing the change
and understanding it in a better way (Genco, 2019). There are five key elements of this
change management model and these elements include awareness, desire, knowledge, ability
as well as reinforcement. Such components are considered as building blocks for developing
change as per perspectives of human. By making use of such model, Mr.Jacob enable change
management team and leaders to concentrate on their activities regarding what will drive
individual change and hence attain business outcomes. The explanation of different elements
of this kind of change management model is given as under:
 Awareness: It is considered as a major element within the respective model and it
states that it is very necessary for a company to frame key strategies in order to know
and ascertain the entire change within the management.
 Desire: Desire for the change in business is said to be ability of an organisation for
developing approach of change management.
 Knowledge: This approach helps a business in developing the learning as well as
development that is concerned with change (Gonzalo, Wolpaw and Wolpaw, 2018).
 Ability Reinforcement: It is a key part of an employee and it is major role of
organisation to reinforce great strategies and planning models that are necessary for
change as well as its management.
ii. What obstacles would you expect Mr Jacobs to meet in implementing your
recommendations and how should these be overcome?
Answer:
It is very necessary for the management of Job International Ltd. to identify the key
obstacles that are influencing its performance. Mr.Jacob is unable to identify the major strategies
as well as plans that are supportive within change management. For operating the business in

London, it becomes essential for organisational management to concentrate on major obstacles
and barriers which are mentioned below:
 Lack of Communication: Communication is helpful in enhancing coordination and
interaction between human resources but in case of Mr.Jacob there was lack of this
factor. Communication should be fostered within workplace for meeting expected
objectives. The personnel is facing such issue at its business which is useful in carrying
out solutions of different problems.
 Limited Knowledge of Change Management: Organisational management is not
professional and is lacking in clarifying the key issues (Hong and et.al., 2019). In order to
overcome such challenge, management of organisation should be talented and skilled as
well as full of knowledge for the purpose of increasing awareness in relation to task.
 Cultural issues: It is another major obstacle that arise within business because of the
complex and different traditions. In context to case study, Mr.Jacob has faced different
cultural barriers associated with business such as language that are influencing
organisational performance adversely. In order to overcome such issue, the management
of respective organisation should ensure clear as well as polite communication and learn
about different cultures. It should work towards accommodating cultural differences and
employ diversity training within workplace.
Leadership Theory and Style
 Behavioral Theory: According to this kind of leadership theory, the key
concentration is on the process of behaving of the leaders and also presumes that such
traits can get copied by other leaders. As per this theory, the leaders are not born
successful but can be developed on the basis of learnable behavior. When Mr. Jacob will
apply this leadership theory within the business then its behavior as a leader will impact
the performance as well as distinct leadership behaviours could be effective at different
time period. Mr. Jacob can be an effective leader according to this theory if it will have
adaptability to flex its behavioural style and select appropriate style that is suitable for
every situation. In such way, this type of leadership theory will help the personnel in
ascertaining how its leadership style will impact the relationship between its team and
itself along with fostering commitment towards the objectives and goals of business.

Question 2: Response as Mr Jacobs in response to consultant’s report
i. What action would you take and why?
Answer:
It becomes necessary for resolving the issues that have been faced by Mr.Jacob for
achieving business development. It is the key role of management of Job International Ltd. to
concentrate on takeing into account major responsibilities along with bringing effectiveness in
administration. Actions that should be taken by Mr.Jacob are given as follows:
 Strategic Management: It refers to backbone of business that facilitates in enhancing its
strengths (Jackson, 2019). The key role of Mr.Jacob is to take support of strategic
management for attaining planning and developmental objectives in a specific period of
time. Strategic management will also facilitate business in removing risks or threats
concerned with organisational operations.
 Professional HRM: HRM stands for human resource management and professional
HRM is a key necessity to Mr.Jacob that will facilitate personnel in enhancing
organisational strength and managing all human resources within workplace in an
effective manner. This also plays a major role which is a key to a change being
accomplished in a successful way along with achieving desired outcomes of the
organisation (Kennedy, 2018). It consists of being an advocate for workforce during the
change within business, giving significant answers to clarify confusion and ensuring

manpower training is considered as adequate and appropriate strategy for supporting
business objectives.
 Workplace management: Mr.Jacob is also required to concentrate on developing
workplace for offering a fair and positive working environment to the manpower.
Developed management of organisation extends the possibilities of improving
productivity and efficiency of employees. Such approach will also assist the company in
building precise internal environment for business. Organisational management is also
effective in dealing with major consequences as well as challenges which are accurate in
creating a more reliable business.
 Adopting Change management models: As per case study, Mr.Jacob can take
assistance of different change management models such as Kotter’s, Lewin’s and many
more which will help it in developing a key strategy associated with workplace
management. These change management models will support the personnel in order to
overcome the challenges and issues faced by it (Li and et.al., 2021). The adoption of
these models within the business also facilitate in improving the quality and performance
of manpower operations.
ii. What obstacles would you expect to meet and how would you overcome them?
Answer:
According to the given case study, there are different issues, challenges and obstacles that
are faced by Mr.Jacob at the time of executing new strategies and changes within the workplace.
These changes are very essential and are also significant for the business in order to achieve its
growth and development. However, at time of executing these strategic changes and plans within
the workplace, Mr.Jacob must consider and have to keep in mind that it has to face the obstacle
as well as other hindrances while performing business functions which would be expected to
arise in business in future. There is a description of all the obstacles which is given as below
along with the strategies to overcome such challenges in order to improve the performance of
Job International Ltd in an effective as well as efficient manner:
 Observed lack of time: Most of the times, individuals within the business are aware of
the changes that are to be made and it becomes significant to implement or execute some
modifications within the services. However, sometimes they have lack of time regarding
implementing the changes within the business as it requires full concentration and

attention to execute the change (LU and et.al., 2020). Another fact is that,
representativeness is considered as that sort of modifications which is needed within the
workplace proposal and in executing day to day processes. It is also not essential to be
viewed as to make improvements within their existing workload.
 No milestone: In order to overcome such obstacle, the management of the respective
organisation is required to clarify and document the expected consequences. It is also
essential within the business to execute the process of simplification and documentation
in order to resolve the modifications for each individual. As per the given case study,
Mr.Jacob is also required to proceed and check the stages for the purpose of establishing
as well as measuring the success for growth. The personnel should never stop the
communication and must hold physically responsible and try for no omissions. It is
required to prepare a primary milestone for the purpose of accomplishing and having
along with making a good time as a team.
 The Register: It provide assistance in resolving the unpleasant additional work or
business operations at the beginning of the changeover prior to feasibility that they are
executing or implementing different innovate tools. Because they were performing the
things or business activities in the similar way. It shows that may be they had adverse
knowledge regarding the last phase (Trost, 2020). They also believe that they are
incompetent with the technological resources within the organisation. It has also been
observed that they do not recognise modification is taking place and for what. They had
opinions arise and short of time has also being executed and they were not involved in
supervisory process.
Mr.Jacob has to take precautions as such obstacles will impact organisational
performance and hence, it is significant for the personnel to have a strategy as well as
prepare themselves to get rid of hurdles in future which will help in controlling complex
situations.

Question 3: Responding the Managing Director of JI (India) with an Action
Plan for turning the situation round within six months and preparing the
ground for the introduction of the Australian and North American
business.
i. What actions would you propose and why?
Answer:
The accomplishment is needed by Managing Directors of Job International Ltd when
Mr.Jacob has informed regarding their contents of consultant’s report. It would also need some
change management theories and models for applying them within business (Ungar, M. ed.,
2021). Below given are all the challenging practices:
Mobilise active as well as visible executive sponsorship:
 Motivating other human resources within workplace towards accomplishing task and
achieving business objectives.
 Supporting modifications on transformation and necessity for variation in workplace.
 Generating effective as well as influential judgements regarding change in organisation.
Applying structured Change Management Model:
An effective and well-defined approach for modifying management is accountable for
developing precise pathway. Applying best and effective prescribed approaches that make
procedures repeatable, allowing intended that is used for reliable claim of modification.
Following are key words that came out when members described such best practice:
 Customisable
 Recognised
 Accessible
 Easy to apply at each stage of plan
 Easy to execute tools and multiple modifications.
Communicate frequently and openly:
Misunderstanding of the concept of modification within the workplace is impartial
infrastructure by General Practitioner of the management of modification. Even though the
organisation that gets changed and transformed is extremely effective and the flow of

communication in a precise way also results in positive leading change within the workplace
(Waddell and et.al., 2019). After regularity, management have also mentioned subsequent
factors:
 Reliability
 Clarity
 Leveraging various communication channels and methods.
ii. What obstacles would you expect to meet and how would you overcome them?
Answer:
There are some of the obstacles or barriers that are expected to be faced by Mr.Jacob and
its organisation at time of operating different business activities in India and London. In order to
overcome such obstacles, the personnel is required to get prepared for those and minimise such
challenges so that the impact of these obstacles would not influence performance of organisation
as a whole. The obstacles that are expected to be faced by Mr.Jacob and JI (India) are discussed
as below:
Conflicts:
 Conflicts will disturb and impact schedule and in order to overcome these, they must
resolve such issue through recognising the cause of conflict.
 Change can produce sentiments like anxiety and improbability.
 Addressing the source of problem as well as identifying a solution which will incorporate
employees input.
 Conflict has an unplanned significance so it is their concern as a leader to overwhelm
experiments and solve them.
Planning:
 They will see from a regular process which concentrates on a precise nature of the
changes.
 Without proper planning, change will not be seen and will get failed.
 For instance, if they are introducing a new procedure within the business, they will think
upon whether it is well-matched with old process or not and its operating and how they
will transfer typical information during conversion.
Lack of communication:

 Human resources must ascertain and know the activities and operations that are going
within the business because it will be better for them to gain the understanding regarding
strategic keep informed (Weber, Büttgen and Bartsch, 2022).
 Failure to communicate intended changes which can result in downfall of the reputation
of the organisation. Actions such as rumours, speculation will spread throughout their
workplace. A lack of trust will make it difficult for the human resources of organisation.
Whether the business is conducting regular meetings and conferences or brainstorming
sessions, it must keep its human resources informed and the process of communication
should be two-way.
Action Plan
Recommendation
s
Action Plan Who is responsible
for implementing it
Time Frame
Choosing right
person
A correct planning related to
the employees of the company
should be done for a proper
effective, capacity of
individual and in the
improvement of working
execution of tasks. Moreover,
by looking at the experience of
that individual which a firm
wants to choose that is, a
person has an experience of
how much years in other firm.
This will make easy for the
company to choose an
individual that is consultant for
a firm.
Human resource
managers, directors
and higher
authorities of
organisation.
Within 3
months.
Making custom
methods
To be sure about the consultant
utilise a conceptualisation that
will sound true to them. Some
Consultants and
other professionals
within the business.
Within 4 months

of the consultants are meeting
face to face for a long duration
of time like for an hour or
twice a month or depends on
them which can be done by
using video calls to get rid of
travelling which can be again a
better way to understand that
person
CONCLUSION
From above explanation of the report, it has been concluded that change and transformation
within the workplace is a business strategy for the change management that has an intention to
move the organisation from where it exists to a desired future state. This report has been based
on the case study of an organisation and has included the answers to the questions that have been
asked on the basis of organisational change and transformation. Within this report, the
explanation of different models and theories of change management have also been there that
help an organisation in achieving its business objectives in an effective as well as efficient
manner. Additionally, this report has also covered the obstacles that were faced by the personnel
within the workplace. In order to overcome these obstacles, some strategies have also been
mentioned which will assist the given organisation in improving its performance and enhancing
productivity and efficiency within the business.

REFERENCES
Books and Journals
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.
Chlopczyk, J., 2019. Change and transformation in the storytelling organization. In Transforming
Organizations (pp. 21-34). Springer, Cham.
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.
Dutta, S. K., 2018. Strategic Change and Transformation: managing renewal in organizations.
Routledge.
Genco, S. J., 2019. Integration theory and system change in Western Europe: The neglected role
of systems transformation episodes. In Change in the international system (pp. 55-80).
Routledge.
Gonzalo, J. D., Wolpaw, T. and Wolpaw, D., 2018. Curricular transformation in health systems
science: The need for global change. Academic Medicine, 93(10), pp.1431-1433.
Hong and et.al., 2019. Managing change, growth and transformation: case studies of
organizations in an emerging economy. Journal of Management Development.
Jackson, N. C., 2019. Managing for competency with innovation change in higher education:
Examining the pitfalls and pivots of digital transformation. Business Horizons, 62(6),
pp.761-772.
Kennedy, R., 2018. Working with the work of the day: the use of everyday activities as agents
for treatment, change, and transformation. In Psychosocial Practice Within a Residential
Setting (pp. 19-36). Routledge.
Li and et.al., 2021. Abiotic transformation and ecotoxicity change of sulfonamide antibiotics in
environmental and water treatment processes: A critical review. Water Research, 202,
p.117463.
LU and et.al., 2020. Analysis on Content Change and Transformation Rule of Main
Characteristic Components in Stir-frying Process of Glycyrrhizae Radix et
Rhizoma. Chinese Journal of Experimental Traditional Medical Formulae, pp.100-106.
Trost, A., 2020. Managing change and transformation. In Human Resources Strategies (pp. 329-
347). Springer, Cham.
Ungar, M. ed., 2021. Multisystemic resilience: Adaptation and transformation in contexts of
change. Oxford University Press, USA.
Waddell and et.al., 2019. Organisational change: Development and transformation. Cengage
AU.
Weber, E., Büttgen, M. and Bartsch, S., 2022. How to take employees on the digital
transformation journey: An experimental study on complementary leadership behaviors
in managing organizational change. Journal of Business Research, 143, pp.225-238.

APPENDIX
SWOT Analysis
Strengths Weaknesses
 Using advanced technologies
 Cost-effective business
 String Financial position
 Poor management
 Less skilled manpower
 Ineffective research and development
Opportunities Threats
 Business expansion at global level
 Presence on social media
 High competition
 Environmental records
 Rapid advancements in technology
PESTLE Analysis
Name Factors impacting business
Political factors Government guidelines regarding pandemic situation of
COVID-19
Economic factors Increased unemployment rate within country
Social factors Expectations of customers or clients are considered by company
Technological factors Developed technological environment of country
Legal factors Laws and legislations are followed by company
Environmental factors Company follows environmental laws framed by government
The McKinsey Change Management Model
It is defined as a key approach of the concept of change management and is useful in
giving principle solutions to a business about the change management. This is the key role of
an organisation to concentrate on the theory of change management given by McKinsey for
leading the marketplace. There are seven key elements of this model and these elements
include structure, strategy, style, system, shared values, staff and skills. The major
dimensions of such kind of change management model are given as under:
 It has key concentration on managing the change within the workplace through
organisational structure.
 As per this approach, Mr.Jacob should consider the shared values and culture of the
business.
 The management of Job International Ltd. should also develop key changes in styles
of operating work as per dynamic environment.

 The key focus should be on developing key changes that are based on strategies
according to contemporary business environment.