Organisational Transformation and Global Business Strategy

Running Head: MBA ASSIGNMENT
MBA assignment
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Table of Contents
A. Organisational Transformation...................................................................................................3
1. Discussion of two major Steps from 10 step process...............................................................3
2. Analysis of the two identified steps.........................................................................................5
2.1 strategies to improve competency......................................................................................5
B. Global business strategy..............................................................................................................9
1. Application of the CAGE Framework for analysis of specific opportunities and risks..........9
1.1 Cultural differences and distance.....................................................................................10
1.2 Administrative distance....................................................................................................11
1.3 Geographic barriers..........................................................................................................12
1.4 Economic differences.......................................................................................................13
2. Identification of international growth strategy based on the Bartlett and Ghoshal' typology13
3. Ethical and cross cultural challenges for ola in Australia......................................................14
C. Business analytics.....................................................................................................................17
1. Evolution of organisational strategy and application of Tools and techniques for business
analytics.....................................................................................................................................17
2. Identification of strategic use of business analytics...............................................................19
Reference List................................................................................................................................21

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A. Organisational Transformation
1. Discussion of two major Steps from 10 step process
The two major steps of change processing and change implementation are as follows:
 Developing effective change leadership throughout the organisation
 Working with social networks in order to use their influence on global population.
Under the conditions of penetrating in international market, leadership plays a crucial role in
managing the change. In this context, Stouten, Rousseau and De Cremer (2018) argues that the
role played by important organisation and leaders at multiple levels which includes the positions
like that of senior leaders, influential lower order employees for the managers at the middle level
can become significant change agents as well as role models. However in this context, the
researchers also provide that the leaders are supposed to be trustworthy, honest, transparent
about the process of change as well as a future change implement plans. They are also supposed
to develop a psychologically safe environment where all major stakeholders have enough room
for voice, learning as well as making mistakes.
Training and development of the currently existing leaders so that they can adapt themselves in
the change business environment, is an integral need that every organisation adopting major
change limitation process common needs to address. The researchers like Panigrahi, Shahi and
Rathore (2018), strongly argues that in spite of becoming optimistic about the implementation of
prescriptive change models, the organisations should regard the fact that potential pictures also
often faced struggle in reconciling the different demands under the change business environment.
In case of organisations like Ola which provide customer service as the chief operations, the role
played by the top as well as the middle level management becomes very crucial regarding the

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preparedness for initiating and executing various activities related to change implementations in
the changed business environment (Gulati, 2019).
In context to the second state identified for major change implementation it can be addressed that
social networks have a crucial role to play in influencing the change. However, researchers like
Tripathy and Leepsa (2017), argues that in most of the prescriptive models of change
implementation, social networks are generally not acknowledged.From the perspective of
Change management it can be argued that the individuals who work in highly cohesive work
groups are supposed to become more swayed by the apples directed towards the team and the
change efforts which engages the whole team. In fact, as in fact, as argued by researchers like
Bashir, Yousaf and Verma (2016), it can be substantiated that the employee readiness for change
is one of the most crucial factors that drive change in organisation. However, most of the
organisations do not have a consistent Framework for assessing the readiness among the
employees to implement the change that has been planned by the higher management (Kumar
and Kumar, 2016). Therefore, the most important precursor of effective Change management is
supposed to be how will the organisation and the employees were managed before the change
implementation.
As the market of mobile application based taxi cab service is evolving and transforming new
concepts which can maximize the impact and message of a brand in new markets are coming up.
Internet is ubiquitous among the customers of this industry as well as the providers in the supply
chain also. Along with employees, these are also necessary stakeholders whose network has to be
used crucially in order to ensure that the best use of the resources is made in the new market.
Most new businesses that are entering the market of customer service in Australia are using
internet as a potential medium of studying their brand name and brand message (Ahluwalia,

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2017). The potential cab service companies of Australia like Premier Cabs or 13 Cabs have
significant brand presence. However, they have not explored the potential of the brand network
of major internet channels. In this context, analysis of Pandya, Rungta and Iyer (2017), can be
highlighted here. The researchers identified that the organisations who are stepping into a new
businesses or new markets gain large market exposure by publishing viral YouTube videos
which are shared among social networks buy innumerable users. This attribute of marketing in a
new and change business environment is called block modelling. This system perceives the
people as the nodes of a system and aims to identify how they are connected so that by
influencing a single social group the factor of influence might spread across several groups to
impact a bigger population in the new market. Significant groups, as analysed by the
organisations, to be having the potential to straight the brand message among potential social
groups are considered as opinion leaders (Das, Bhatt and Path (2017). They are not direct
stakeholders to the organisation; however they are people from among the customer groups
having immense potential to straight the brand message. These are the following strategies that
Ola might use to straight their brand awareness in the new market of Australia.
2. Analysis of the two identified steps
2.1 strategies to improve competency
2.1.1 Development of change leadership
After expanding into Melbourne with nearly 25 Cabs ola is now planning to expand their service
into other cities of Australia like Brisbane, Adelaide, Hobart Darwin as well as Gold coast in the
upcoming months. In order to spread their business into these cities, the organisation needs a
competent framework and parallelly develops a grievance Information Network where the