Organizational Changes: Recommendations for Job International (India) Ltd.

INTRODUCTION
Organizational changes are considered as an alteration of the structural relationship and
roles of employees within the organization. A business can be changed in various ways, it may be
in the form of technology, structure, people, and the other component. As various deficiencies are
observed in organizations with the passage of time. Therefore, changes are essential to eliminate
such deficiencies as lack of uniformity in policies, ambiguity, obstacles in communication, and
many more. The company chosen in this report is Job International (India) Ltd. It is based in New
Delhi and is a subsidiary of Jobs International (UK) Ltd. It is a family-owned business which is
established in 1998 in India. Therefore, this report is based on a case study that will include,
recommendations or various issues found in the case study, less to meet these recommendations,
and the implementation of various practices to overcome form these challenges.
Recommendation to Mr. Jacobs to proceed
As it is find out that there is lack of team spirit, ineffective leadership, lack of
communication and another thing due to which respective company is suffering from a heavy loss.
In this situation it become essential for Mr. Jacobs to take some action so that the organization can
become able to overcome form the loss that they are bearing due to less professionalism.
Therefore, in repletion to the all these issues, there are certain recommendations to Mr. Jacobs that
need to be considered by him. These recommendations are discussed below:
Organization and development
As per the new managing director, there is a need for a management development program
in order to bring new ideas and develop talent. For it is recommended to Mr. Jacobs that in order
to establish a management development plan Mr. Jacobs need to assess the organizational needs to
find an educator who can plan the program effectively by educating the manager. The company
should clarify its mission and vision so that employee can understand their role and
responsibilities effectively. There should be clear policies and procedures that help to remove the
confusion. Mr. Jacobs can use the change management model in an organization that helps him to
implement changes.
Lewin's Change Management Model

Unfreeze- Mr. Jacobs need to decide what change are required and then analyze their current
process and determine what need to be changed. In this, Mr. Jacobs should communicate with the
employees what they need to change.
Changes- at this phase, Mr. Jacobs should covey the benefit and importance of the changes that
help the employees to understand why changes are essential in the organization. For this, Mr.
Jacobs must ensure training for the employees to get used to the changes in the workplace.
Refreeze- It is the phase to internalize and institutionalize the new changes in the workplace. Mr.
Jacobs should create a sense of stability in order to sustain the new changes in the organization.
After the implementation of these changes, the company enjoys the benefit of alternation and
success the business.
Leadership
Mr. Jacobs should ask to the new managing director to change her leadership style. As she
is very openly critical of her own immediate predecessor with some traditional style. She needs to
bring some changes in her leadership style. For instance, she should consult with the employees
during decision-making. Mr. Jacobs should provide the facility of the advanced salary if their staff
is suffering from financial hardship. Mr. Jacobs should give some strict instructions to the
managing director so that she understands her responsibility as a managing director.
Team spirit
As employees are not so professional at the workplace and they do not have a team spirit.
Therefore, Mr. Jacobs should encourage a team spirit among the employees. He should make a
positive employee relationship as a high level of team spirit fosters understanding and compassion
towards the other team members. A positive relationship among employees means there is no
room for toxicity and team members share a mutual respect for each other. It also ensures job
satisfaction with a low turnover rate.
Communication
As employees are not friendly with the new managing director due to which they hesitate
during any communication. For Mr. Jacobs should plan a meeting so that employees become
comfortable communicating openly. They should involve the employee’s involvement and give
them authority to put their opinion forwards. A new managing director should take feedback from
the employees so that workers feel to be valued and they give honest feedback.