Change and Transformation in Jobs International: A Case Study

This case study discusses the need for change and transformation in Jobs International, a job consultancy company based in New Delhi. It covers the views of consultants and Jacobs that they are facing along with providing a cation plan to eliminate such issues in future while expanding in other countries.

Change and
Transformation

Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Executive Summary.....................................................................................................................3
Recommendation as a consultant.................................................................................................4
Obstacles in implementing the change and recommendation......................................................5
2.Action needed by Jacob............................................................................................................6
Barriers to change that Jacob will encounter with.......................................................................8
3. Actions proposed by the managing director along with suggesting action plan.....................9
Obstacles faced by Managing Director in preparing ground for Australia and North American
Business.....................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
It is very important for every business to bring change in their operations in order to expand the
business functions. The main aim for every company is to earn profit along with minimising the
overall cost of company (Karen, Yener and Christopher, 2017). As the business environment is
dynamic in nature, so it is needed to implement the changes so that company can operate its
business functions in a larger horizon. It provides with positive aspects that helps the company in
facing competition and can maintain its sustainable position in the market. Change in
management leads to bringing the innovation, makes the employees skilled along with seeking
the new business opportunities in order to improve the company morale. This case study sis
based on Jobs international, a job consultancy company based in New Delhi and having a
subsidiary of jobs in Jobs International (UK). This case study will cover the views of consultants
and Jacobs that they are facing along with providing with a cation plan to eliminate such issues
in future while expanding in other countries.
TASK
Executive Summary
Jobs International, a job consultancy company in India and represents over 100 public
and private sector employees. Its head office is in New Delhi and the managing director is David
Jacobs. He spent most of the time in India and made the Indian business and returned back to
UK. He thought that the mostly business rely on Indian operations and want to seek for the new
opportunity in order to expand London office. After discussing with the parents he thought of
introducing two pronged program. The business will start in Poland and after three years the
London office would focus on growing those business. After retirement of the managing
Director, a former Englishman working in JI as Deputy managing director. Jacob thought of
bringing his cousin and appoint as the new Managing Director. She does not have relevant
experience but was having knowledge of recruiting the employees and worked earlier in a larger
company. She wants to make the New Delhi office as her former office and want to bring the
changes in order to improve the company’s performance. She had also disclosed the company’s
profitability as only the she, the finance manager and Jacob knew. Jacob do not want to interrupt
his cousin as he appointed a consultant who is having relevant experience of these type of issue.
He had worked upon it and analyse the cause and provide with recommendation that Jacob

should take so that it can overcome form this problem. In addition to that, she had also
discontinued some of the policies that are meant for the welfare such as discontinuation of gifts
at the time of farewell, stoppage of advance salary payment. This all force Jacob to appoint Jacob
to hire consultant that would help him in overcoming this issue along with providing effective
remedies.
Recommendation as a consultant
As the analysis of case study, there are various recommendations that are required to
provide to David Jacob in order to overcome these issues.
 Define a sustainable organisational structure – The company is having a traditional type
of organisational structure that makes the employees lazy as they only work when they
are being told and will not do anything unless any of their supervisor or manager have
told to do so. The company have to change its organisational structure that will help in
improving its overall performance (Paulevich, Nikolaevich and Mikhailovna, 2019). The
employees are not aware about their roles and responsibilities that they have to perform
in organisation. It has been analysed that the company is lacking professionalism in its
structure. The manager should supervise all the employees and monitors their
performance on a regular basis. The employees are having the perception of individual
unit rather than working as a whole. There is no coordination among the employees that
lowers the performance of the company.
 Defining roles and responsibilities – As the employees of Jobs International are not aware
about their roles, they do not know what functions that they have to carry out in the
company because of the paternal attachment. The management style was informal and the
company have to opt the suitable leadership style that will help the company to improve
its overall performance. The company was operating its functions in a highly centralised
manner that makes the company in lowering its performance. The employees are not
having any goals that they have to achieve in a time frame period.
Introduce leadership style – The company is not having any leadership styles that keeps the
employees motivated and so that they can work with their full potential. It will help the company

is setting up of goals and providing with a path to achieve those objectives. Without having any
leader, employees are directionless. By having a good leader, employees can get the direction in
which they have to go and achieve their objectives (Doppelt and McDonough, 2017).
 Work as a team – It is very important for the company to work as a team rather than
individual. This helps in doing work faster and accurate as everyone have contributed
their skills and knowledge in accomplishing task.
 Encourage employees to bring change – It has been analysed that change is the key that
helps company to expand its business. The managing director of the comp0any should
encourage employees to bring the change that will help in both personal and company’s
development. They do not fear in adapting the change as it indicates the positive aspect
for employees and organisation. A company cannot expand its business unless the
employees don’t want so it is very important for the company to encourage and motivate
employees that can help in overcoming such issues.
Obstacles in implementing the change and recommendation
In order to bring the change in any organisation, the owner faces many issue and these
issues are discussed below.
 Willingness of employees – As the culture vary from country to country and the
employees are working in a flexible and informal organisation from a long time and they
have believed that it will go like this in future too. It may difficult to change the pattern
that the employees are following from long time. They are now adapted this functionality
and may not accept the change.
 Incorrect planning – It is very important to make blueprint for implementing any change
plan. It is needed to have skilled and knowledgeable employees who have expertise in

this field that can drive the change in company. Improper or incorrect formulation of
implementation plan may lead to collapse of change. Mr Jacob have to hire such
employees who are capable of bring change in organisation. The planning is base for any
implementation plan and if the base is not created properly then it will not bring the
effectiveness that the company is expecting.
 Insufficient resources – To bring the change, it requires resources to be bring in order to
bring effectiveness of change. The manager should hire skilled employees, technological
advancement along with necessary resources that will help in implementing change.
 Time consuming – Implementing change is a very time consuming process as it requires
lot of time and energy to perform certain task. It comprises of certain activities that are
needed to be performed so that it could bring the effectiveness. Sometimes it becomes
difficult to comply with activities because of high involvement of time and resources.
2.Action needed by Jacob
As the consultant is having its expertise in solving business issues and it is needed to take
action in order to bring the change in company that will help in improving its functionality and
overall performance.
 Defining the organisational structure – Mr Jacob should have to opt the suitable
organisational structure that will help the employees in defining their roles and
responsibilities and enhances the performance of the company. Defining organisational
structure will lead to delegating and assigning the roles and responsibility to its
employees and make them about their functions that they have to perform within the
company.
 Identification and collection of resources – Jacob should identify the resources that are
needed to bring the change in company. Once the resource has been identified, it should

start collecting these resources as they are the tool that will contribute in managing and
implementing change. It is needed to identify the right resources or else it will increase
the cost of company too.
 Accountable for change – Jacob will only be the person that will be responsible for the
change. It should not delegate its accountability on others shoulder. In case of failure, he
should not blame employees as the whole responsibility and power is in hands of Jacob.
 Create an environment for change – It is very important for Jacob to create an
environment that will promote in bringing change. It is the base that enables the
employees to work independently and introduce with the new change and how it will
affect the organisation’s performance. The environment should be foster and favourable
in nature that make the employees comfortable rather than gives the feeling of threatened.
 Identification of barriers – There are various barriers associated with implementing
change and it is very important to take these barriers into considerations at the time of
bring the plans of change. They should not be avoided or they many negatively impact on
the effectiveness and company cannot obtain satisfactory results. So, Jacob should have
to analyse all the barriers and how strongly they can influence the overall performance of
company.
 Conducting training sessions of change – As the employees of JI are working in the
informal organisation and it becomes complex to adapt the change and they do not tend
to make changes. So it is needed to conduct training sessions of the employees so that
they can aware about the importance of change and how effectively it will help in self
and organisational change along with defining the cons of working in same environment
(Dzwigol, Shcherbak, Semikina, Vinichenko and Vasiuta, 2019).
Lewin Change Model

Jacob should opt this model as it will be suitable for overcoming the issue that he is
facing. He can make changes in the following three stages.
 Unfreeze – In this step Jacob can come to know about the steps to be taken to bring
change in company. He will assess how things will work if he had implemented the
change. It will help Jacob in understanding whether the employees are ready to change or
not. He can influence them in order to ready for the change and will ask about the
importance of change that is needed to improve company’s overall performance. Rather
than his cousin, he will slowly make aware the employees about the importance of
bringing change.
 Change – This is the implementation phase and it is time to make changes and tries to
communicate with its employees so that they may not face any difficulty. Necessary
changes are to be implemented so that employees can aware about the necessity of
change and how it will help in improving their overall performance.
 Refreeze – In this step Jacob must ensure that his employees do not get back to old style
as it will become waste for his efforts. The main aim of this step is to keep stick changes.
He should measure that how employees react towards the new work pattern and it there
anything needed to improve.
Barriers to change that Jacob will encounter with
 Involvement of huge cost – To bring change in company is very costly method as there
are various formalities and structures that are to be followed. So perform all those
activities, it becomes more complex and costly method for Jacob to comply with.
 Adaptability issue – It becomes difficult to influence the employees for bringing the
change as the company is operating its functions in a leisure way but now it becomes
complex for the employees to work with integrity and honesty (Galli, 2018).
 Dilemma – Jacob is in dilemma situation where he could not say anything to its
Managing Director as she was his cousin and have the fear that she will tell to her parents
and her parents will tell to Jacob’s family and on the other hand he had establishes the

company in a short period time that reflects that Jacob was not having relevant
knowledge about the organisational structure and management styles (Harmon, 2019).
 Clashing barrier – As if he wanted to bring the changes in his company, then it may be
possible to have clash between Managing Director and Jacob. As both have different
interest and thinking as Jacob believes to be work in a leisure and informal organisation
and provided employees with various benefits such as providing gifts to those employees
who have served 5 years to company at the time of farewell and advance payment salary
in case of any emergency faced by employee. Whereas, on the other hand, his cousin is
just opposite as earlier she was working in a larger organisation with professionalism and
the wanted to make JI culture and environment same as her former organisation. It
becomes difficult for Jacob to deal with his cousin as they are opposite to each other in
their views and thoughts.
3. Actions proposed by the managing director along with suggesting action plan.
In order to bring changes in the company, it is needed to have effective action
plan that will help company in brining change. Following are some steps that Managing
Director have to follow.
 Formulation of vision – It is needed for JI to set a clear vision that directs the company
and its employees towards a common goal and employees contribute their efforts in
attaining those objectives.
 Assigning the area – It is very important to assign specific area that enables in doing
work in an effective and efficient way. Earlier, the tasks were assigned not on the skill
basis but was given on the interest basis. But company should assign the work to specific
person who is having the ability to work in that particular field (Faupel and Süß, 2019).

 Understanding the scope for change – It is very important for the company to understand
the scope for change that will help in knowing how it can affect other areas.
 Isolate the obstacles – It is important for the company to know the obstacles that will help
the company in anticipating the changes which increases the effectiveness of the plan.
 Determination of project cost – Finance is the blood of every business and every
company should analyse ity6s cost and expenses and tries to minimise hem so that it can
increase its profitability. Every company is engaging in some business to earn profit. It
should analyse the cost inv9olved in introducing business in Australia and North
America.
 Understanding the procedure – It is needed to understand and analyse the procedure to
commence a business in new countries. There are various rules and regulations that a
company have to perform while introducing its business in other countries. It is a time
consuming process that makes this process complex for the company.
 Determine pros and cons – There are various pros of any change and along with it there
are many cons that are associated with it. So it is necessary to analyse the impact of those
cons and how they can negatively impact the company’s operations.
 Setting up of time frames – Every business has to set up their goals and along with it, it
should set time limit for that. This helps the employees in knowing the time limit to
accomplish the task.
The company have to analyse the market of Australia and North American before
commencing its business bin these countries. It is necessary to understand the market and
its elements that can affect the business operations. There are different rules and
regulations that companies have to follow if they want to setup their business in other

countries> There are some factors that limits the profitability of the company in other
companies such as inflation rates, interest rates and other tariff. In addition to that, they
have different policies related to ethics and regulatory that bound the company to
perform, its operations independently.
Leadership style
The managing director should use coaching leadership style rather than bureaucratic. This
will help the company in getting right direction and can achieve its objectives. She should
use most of the time with its employees in order to understand them better and can help at
time of difficulties. She must listen to all the issues that employees are facing in
managing and implementing change. It will help in establishing a strong relationship
between her and employees. She should understand the dreams and interest in order to
better tackle with same. This style more emphasis on the growth and success of
individual. She should give her employees a foster environment that will help in engaging
more employees.
Obstacles faced by Managing Director in preparing ground for Australia and North American
Business.
 Complex Procedures – The process of entering in a new country is quite complex as it
involves many formalities that are required to perform and that becomes hectic for the
companies. It is required to have all the documents up to date and are mandatory at the
time of performing documentation formalities.
 Policies – Every country have different policies related to operating business and
companies have to comply with these policies for smooth functioning of business. In case
of non-compliance of these policies, governmental body may impose penalty.

 Huge cost – The cost associated in commencing the new business in different cities
involves huge cost such as cost of R&D, market analysis and setting cost. Every company
wants to increase its profitability but due to these expenses the profit declines.
 Formulation of effective planning – Planning is the base of every company and it is
important to draft the plans in an effective manner that it does not encounter with any
risk. If the plans are not formulated, then company may face difficulty in commencing its
business.
 Culture differentiation – Every country has their own culture and tradition and it becomes
difficult for the company to work according to their custom and tradition. In the same
country, tradition and culture changes from every mile and this becomes a challenge for
the companies to understand these changes and how to respond to that particular change
(Waddell, Creed, Cummings and Worley, 2019).
CONCLUSION
From the above case study of Job International it is very important to bring change in their
company as the company is still following tradition culture structure that limits the growth
of company. I was facing many issues regarding the expansion issues that create dilemma
situation for me. On the one hand there is my cousin and on the other hand the responsibility
of company. The managing consultant helped me in taking decision as he was having
relevant experience of this particular field. As I have come to know that this case study will
help me in understanding critical situations and how to face them in an effective and
constructive manner.

REFERENCES
Books and Journals
Waddell, D., Creed, A., Cummings, T.G. and Worley, C.G., 2019. Organisational change:
Development and transformation. Cengage AU.
Galli, B.J., 2018. Change management models: A comparative analysis and concerns. IEEE
Engineering Management Review, 46(3), pp.124-132.
Al-Ali, A.A., Singh, S.K., Al-Nahyan, M. and Sohal, A.S., 2017. Change management through
leadership: the mediating role of organizational culture. International Journal of Organizational
Analysis.
Doppelt, B. and McDonough, W., 2017. Leading change toward sustainability: A change-
management guide for business, government and civil society. Routledge.
Dzwigol, H., Shcherbak, S., Semikina, M., Vinichenko, O. and Vasiuta, V., 2019. Formation of
strategic change management system at an enterprise. Academy of Strategic Management
Journal, 18, pp.1-8.
Harmon, P., 2019. Business process change: a business process management guide for managers
and process professionals. Morgan Kaufmann.
Faupel, S. and Süß, S., 2019. The effect of transformational leadership on employees during
organizational change–an empirical analysis. Journal of Change Management, 19(3), pp.145-
166.
Al-Malki, M. and Juan, W., 2018. Leadership styles and job performance: A literature
review. Journal of International Business Research and Marketing, 3(3), pp.40-49.
Paulevich, S.V., Nikolaevich, K.A. and Mikhailovna, P.Y., 2019. Change from economic
analysis to operational analytics and corporate analysis in innovative entrepreneurship. Academy
of Entrepreneurship Journal, 25, pp.1-5.
Siegel, D.S. and Leih, S., 2018. Strategic management theory and universities: An overview of
the Special Issue. Strategic Organization, 16(1), pp.6-11.
Lauer, T., 2021. Barriers to Change. In Change Management (pp. 29-44). Springer, Berlin,
Heidelberg.
Karen, M., Yener, B. and Christopher, L., 2017. Change Management and Addressing Barriers to
Improvement. In Big Book of Emergency Department Psychiatry (pp. 339-344). Productivity
Press.
APPENDIX
SWOT analysis
Strengths Weaknesses Opportunities Threats
The company is
having the strength to
expand its business
operations and have
The main weakness of
the company is lack of
knowledge of
implementation for
The company can
expand its business in
other countries too so
that it can generate
The threat that the
company is having is
lacf training and
employees do not

that potential that will
help in its business
development.
change and the
employees are not
willingness to make
change.
higher revenue.
Company have at a
position and can take
the advantage to
compete with its
competitors.
want to change that
might threat to
company.
PESTEL analysis
Political Economic Social Technological Environment Legal
There are
various
political
issues that
impacts the
company’s
performance.
As company
is having its
office in India
but regulates
the London
office too. So
it becomes
difficult to
manage and
understand
political
issues.
If the
employees do
not try to a
make
changes, then
it might affect
the
performance
which results
in lower the
economy rate
of country
In this
company is
trying to
maintain its
relation with
its employees
so that they
can be more
productive.
Due to
difference in
technology of
New Delhi
Office and
London
office, it may
be possible to
operate the
system from
distance.
There can be
seen
technological
difference.
There are
various
environmental
factors that
might affect
the business
functioning
and may
lower down
the overall
performance.
There are
various rules
and
regulations on
which
company
have to
follow for
smooth
functioning.
Due to
differentiation
in rules, it
becomes
difficult to
manage the
office as
managing
director is not
aware about
London
regulations.

Action Plan
Objective Tasks Success criteria Time Frame Resources
To convey
employees
about making
change
It will cover to
make aware the
employees
about the
necessity of
implementing
change along
with benefits
such as self-
development.
When
employees are
ready to made
change for their
and company’s
benefit.
2 Months Training
session tools to
deliver online
trainings
regarding
importance of
change.
To change the
leadership style
of Managing
Director
Managing
director should
change its
leadership style
from
bureaucratic to
coaching as it
will help
company and in
understanding
the employees
interest.
When
employees
readily accept
the behaviour
of their
managing
director.
3 Months Leadership
skills and
feedback forms
that will help in
clearly
analysing the
effectiveness of
action plan.