Analysis of Leading Business Activities and Change at SJSH

This report examines the Student Job Search Hub (SJSH), an organization operating under ICL, and its challenges in providing job opportunities to university students. The report identifies issues related to efficiency and effectiveness, highlighting the need for organizational change. Based on survey data and secondary analysis, the report proposes solutions including non-linear breakthrough change strategies, improved communication, technological advancements, and post-recruitment follow-ups. It emphasizes the importance of various business functions like operations, accounting, marketing, human resources, and risk management in driving effective change. The role of communication, collaboration, and organizational culture are also discussed, with a focus on building a positive environment through feedback and employee engagement. The report concludes by emphasizing the need for strategic management to address internal and external factors affecting SJSH's productivity, ultimately aiming to enhance its services for job seekers.

Running head: LEADING BUSINESS ACTIVITIES AND CHANGE
Leading Business Activities and Change
Name of Student
Name of University
Author Note

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LEADING BUSINESS ACTIVITIES AND CHANGE
Executive Summary
The Student Job Search Hub (SJSH) is a job hunting organization that is operating under the ICL
institution. The organization works in order to provide job opportunities to the university
students. Presently, the organization is facing issues regarding the efficiency and effectiveness of
the organization. After thorough research the organization has understood the need of coming up
with effective organizational changes. The company has also opted for a survey to understand
the perspective of the students and their needs. The report has been made based on the survey
and secondary analysis. The effective changes and the solutions have also been discussed in this
regard.

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Table of Contents
Introduction......................................................................................................................................3
Change Types..................................................................................................................................3
Radical Change............................................................................................................................3
Linear Incremental Change..........................................................................................................4
Non-linear Breakthrough.............................................................................................................4
Proposed Changes............................................................................................................................5
Diagnosing the Issues..................................................................................................................5
Planning and implementing the change.......................................................................................6
Importance of the business functions..............................................................................................6
Operations....................................................................................................................................6
Accounting...................................................................................................................................6
Sales/ marketing...........................................................................................................................7
Human resources.........................................................................................................................7
Risk management.........................................................................................................................7
Role of Communication and collaboration in implementing changes.............................................7
Implementation of Effective Organizational Culture......................................................................8
Conclusion.......................................................................................................................................9
Reference:......................................................................................................................................10
Appendix........................................................................................................................................12

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Responses......................................................................................................................................14

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Introduction
The process of business management and its successful execution depends on the proper
planning and implementation of the strategies. Moreover, it is widely known that in order to
excel and retain the success, every organization has to undergo the process of continuous
changes. To implement these changes, a deep understanding of the business strategies is highly
important. In this report, the necessary business operations and management strategies, which
can be taken up by the Student Job Search Hub (SJSH), is to be discussed. The primary
challenges that the job hub is facing are identified and analyzed. The job search hub has done a
survey amongst the university students in order to come up with better organizational efficiency.
In this regard, the primary data collected through the survey, as well as the secondary data have
been taken into consideration and the necessary and possible solutions of the issues are provided
in this report.
Change Types
The organizational change management is a strategy and framework of managing and
implementing the changes in order to sustain the efficiency of the organization. In addition to
that, the changes in the sectors of organizational structure and culture are also be maintained by
the framework of change management (Alvesson & Sveningsson, 2015). In order to implement
changes necessary for SJSH, the different types of change management should be taken into
consideration.

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Radical Change
Radical change within an organization refers to the strategies of regaining the competitive
advantages over other similar organizations. The strategies for radical changes are implemented
in an organization after it faces threats of significant loses (Lientz & Rea, 2016). The SJSH is
facing difficulties to grow and function efficiently. As per the responses obtained from the
students during the survey, it can be understood that the organization needs to come up with
major changes in their functioning and client dealing strategies.
Linear Incremental Change
The linear incremental change can be referred to the small changes or adjustments that
are made ion the organizational front. Fewer modifications and changes are required in the
operational fronts of the organizational operations. With regard to the job hub under the ICL
institution, it can be said that the organization is in need of major changes in its operational
fronts. However, it can opt for small changes in the operational front (Bejerholm et al., 2015).
This will be helpful in adopting change procedure by making the employees open for new
changes and strategic implementations.
Non-linear Breakthrough
A breakthrough change strategy is more rigid if compared to incremental changes.
Implementing a breakthrough change strategy refers to the changes in the future trajectory of
functioning. This change strategy can be regarded as having similar policies as to the radical
change policy. However, the change policy is different from the previous one in the front of
planning and strategic implementation (Zeppetella & Davies, 2013). The breakthrough method
of change is more constructed and effective in order to implement major changes in the
organizational front. In the context of SJSH, it is seen that the company is in need of major

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changes. However, the best outcome of these changes can be achieved if they go through a
proper planning and implementation.
Proposed Changes
The change strategy that can be most effective in the context of SJSH, is the Non-linear
Breakthrough method. As per the survey, it is understood that the organization needs to change
their operational policies. The major changes are also to be implemented with proper planning.
Diagnosing the Issues
 The major issues that have been diagnosed by the students working in SJSH, is that the
organization needs to come up with more effective ways of communication with the
students.
 Along with that, the organization needs to adopt advanced technologies to support the
process of providing continuous support to the people seeking jobs.
 Moreover, the company is lacking in the issues related to post-recruitment follow-ups. As
per the results of the survey, it can easily be understood that the students are in favor of
having follow-ups from the companies end. The survey result suggests that the
organization should also employ a post-recruitment follow up with the students (Benn,
Edwards & Williams, 2014). This will help the students in understanding the job market,
searching better course specific options and better opportunities. Along with that, the
organization is also in need of the follow up, as it provides the organization the chance to
have feedbacks of the students regarding the services they are providing.

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Planning and implementing the change
Planning and implementing the changes is necessary in order to achieve the desired
outcome of the change strategy (Doppelt, 2017). In this regard, it can be said that SJSH needs to
implement strategies and plan to upgrade their work efficiency. The organization should focus
more on the issues that are related to the process of employing effective and skilled employees.
The role of human resource is highly important in this context. As it is widely seen that the job
search sites face problems in employing skilled workforces. This leads to problems such as late
responses of the emails, creations of misunderstanding regarding the concept of the job searching
hubs. This creates problem in the
Importance of the business functions
Business functions are important in order to implement the effective changes in the
organization. The factors that play influential roles in bringing effective change are the
operations, accounting, marketing, human resource and effective risk management (Norman &
Verganti, 2014). In the context of SJSH, it can be understood clearly.
Operations
According to the result of the survey, the students are facing issues in maintaining proper
communication with the job hub. The problem is vice versa. The company has complained of
getting late responses from the student. In this context, it can be said that the organization should
hire more skilled people who can manage the operations efficiently (Pallavi, 2016).

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Accounting
The role of accounting is very important in a business. It enables the stakeholders to
obtain the financial information of the company (Schaffer, Sandau & Diedrick, 2013). An
efficient management of the accounts and the revenue generation will help SJSH in gaining
better insight about the necessary changes.
Sales/ marketing
The marketing policies of the organization should be taken into consideration in order to
increase the efficiency of the organization. The SJSH need to take up proper marketing plans so
that it is able to build an awareness regarding the operation of the organization.
Human resources
Human resource is one of the major aspects in the efficient operation of an organization
(Schulte, 2013). In the context of the SJSH, the lack of human resource is one of the major issues
that is to be monitored. several issues arise due to the lack of knowledge and awareness on the
part of the employees as well as the students.
Risk management
Risk management is important in order to maintain the competitive edge over other job
hunting hubs. The organization need to evaluate the risks that the organization might face. The
SJSH need to take up more risk in order to achieve a competitive edge over other job hunting
hubs. Though it can be said, that in the sector of job hunting and providing, the companies does
not need to take up much risks (Hickson & Khemka, 2013). The possible factors that can pose as
risks for the job hub is collaborating with other popular organizations. This will help them in
gaining awareness amongst the students.

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Role of Communication and collaboration in implementing changes
Communication and collaboration are major factors that create impact on the efficiency
of an organization. In this regard, it is to be mentioned that in order to bring necessary changes in
the organizational front, the challenges that the company is facing is to be understood. In the
context of the SJSH, it can be understood that the company needs to look after the matter of
human resource and efficiency of the employees are to be taken into consideration (Lientz &
Rea, 2016). While discussing the importance of communication in bringing the organizational
changes, the organization should also keep in mind the communication with the stakeholders. It
is very important for a company to maintain the proper communication with the stakeholders.
SJSH needs to be efficient enough to communicate all the collected information. The nitration
with the students is important in this regard. Planning and arranging workshops and interactive
sessions will definitely help the students becoming aware about the services provided by the
organization. In addition to this, the organization needs to communicate with the employees in
order to make strategies regarding benchmarking, managing strategies, outsourcing and learning
experiences (Abbas, 2014). In this regard, it is to be mentioned that the stakeholders can be
divided into internal and external stakeholders.
Implementation of Effective Organizational Culture
Building positive organizational culture is important in order to increase the efficiency of
the organization. The primary factor that helps in the process of maintain effective organizational
culture is having proper communication. Communication amongst the employees as well as the
students. Another important aspect in the process of communication is feedback. As the

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company needs to arrange more workshops and training programs, the necessity of providing
feedback to the students is highly important (Huczynski, Buchanan & Huczynski, 2013). Along
with that, the company will also in need of feedback from the job seekers regarding the service.
This will lead them to operate in a more effective way. The company needs to take up
responsibility of providing the students with better job opportunities as well as course specific
options. In addition to this, the students should be appreciated regarding their performances
(Huy, Corley & Kraatz, 2014). A perfect organizational culture requires an environment of
cooperation, proper communication as well as other important factors. In addition to that, the
organizational culture is considered to be effective and favorable if it maintains the culture of
listening to the employees and as well as the clients.
Summary
After doing proper analysis of the internal and external factors affecting the productivity of
SJSH, it can be said that employing strategies by the management is required. The survey
highlights the issues regarding lack of proper communication amongst the employees and the
students is one of the most important factors that are affecting the organization. In addition to
that, SJSH should focus on employing efficient workforce so that they can follow up the needs of
the job seekers and constantly update themselves accordingly. Based on the result of the survey,
it can be said that the students who are seeking employments, are willing to take up training
programs and workshops if provided by SJSH.
Conclusion
To conclude, it can be said that the organization should employ strategies in increasing
the efficiency of the organization. SJSH is dealing with issue such as lack of communication,

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proper operational strategies and efficiency in the part of the students who are managing the job
searching hub. In order to overcome these issues, the organization need to employ strategies of
organizational change. This will help them to overcome the issues. Taking help from the
effective tools, the company can operate effectively. The company should employ the
breakthrough change strategy in order to overcome the inefficiency on part of the organization.
Moreover, proper communication with the external stakeholders are necessary to understand the
demands of the job market.

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Reference:
Abbas, A. (2014). The characteristics of successful benchmarking implementation: guidelines
for a national strategy for promoting benchmarking (Doctoral dissertation, Massey
University).
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change
work in progress. Routledge.
Bejerholm, U., Areberg, C., Hofgren, C., Sandlund, M., & Rinaldi, M. (2015). Individual
placement and support in Sweden—a randomized controlled trial. Nordic journal of
psychiatry, 69(1), 57-66.
Benn, S., Edwards, M., & Williams, T. (2014). Organizational change for corporate
sustainability. Routledge.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Hickson, L., & Khemka, I. (2013). Problem solving and decision making. The Oxford handbook
of positive psychology and disability, 198-225.
Huczynski, A., Buchanan, D. A., & Huczynski, A. A. (2013). Organizational behaviour (p. 82).
London: Pearson.
Huy, Q. N., Corley, K. G., & Kraatz, M. S. (2014). From support to mutiny: Shifting legitimacy
judgments and emotional reactions impacting the implementation of radical change.
Academy of Management Journal, 57(6), 1650-1680.

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Lientz, B., & Rea, K. (2016). Breakthrough technology project management. Routledge.
Norman, D. A., & Verganti, R. (2014). Incremental and radical innovation: Design research vs.
technology and meaning change. Design issues, 30(1), 78-96.
Pallavi, C. (2016). Top 4 Human Resource Management Challenges & Solutions. [Online].
Available at: <https://www.alliancerecruitmentagency.com/top-4-human-resource-
management-challenges-solutions/>. [Accessed on: 7th September 2018].
Schaffer, M. A., Sandau, K. E., & Diedrick, L. (2013). Evidence‐based practice models for
organizational change: overview and practical applications. Journal of Advanced
Nursing, 69(5), 1197-1209.
Schulte, U. G. (2013). New business models for a radical change in resource efficiency.
Environmental Innovation and Societal Transitions, 9, 43-47.
Zeppetella, G., & Davies, A. N. (2013). Opioids for the management of breakthrough pain in
cancer patients. Cochrane Database of Systematic Reviews, (10).

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Appendix
Questions
1. Does the job search hub need to take up an effective communication process to provide
better employment options?
Answer: a) Strongly Agreed b) Agreed c) Not Necessary d) Disagree
2. Should the pre-employment support service include training programs?
Answer: a) Strongly Agreed b) Agreed c) Not Necessary d) Disagree
3. Are post-employment services necessary?
Answer: a) Strongly Agreed b) Agreed c) Not Necessary d) Disagree
4. Does serving any voluntary job help in searching better prospects in future?
Answer: a) Strongly Agreed b) Agreed c) Not Necessary d) Disagree
5. Will arranging workshops be helpful in the process of searching employment?
Answer: a) Strongly Agreed b) Agreed c) Not Necessary d) Disagree
6. What should be the time duration of pre-employment services?

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Answer: a) Strongly Agreed b) Agreed c) Not Necessary d) Disagree
7. Is career counseling a helpful option in this process?
Answer: a) Strongly Agreed b) Agreed c) Not Necessary d) Disagree
8. Should SJSH take up different approach towards students belonging to different
courses?
Answer: a) Strongly Agreed b) Agreed c) Not Necessary d) Disagree
9. Does providing career advices help the students in this regard?
Answer: a) Strongly Agreed b) Agreed c) Not Necessary d) Disagree
10. Should SJSH only provide course oriented job opportunities to students?
Answer: a) Strongly Agreed b) Agreed c) Not Necessary d) Disagree
11. How can proper communication help bringing organizational change?
12. How can appreciation encourage the employees to perform better?
13. Do you think listening to the employees help in building an environment of trust in an
organization?
14. Should the organization employ workforce belonging to diverse cultural background?
How can this bring effect organizational change?

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15. How can communication with the job seekers help bringing effective organizational
change?
Responses
Question 1
Strongly Agree Agree Neutral
Disagree Strongly Disagree

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Qs2
1 2 3 4 5
Qs 3
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Qs4
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Qs5
1 2 3 4 5

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Qs6
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Qs7
1 2 3 4 5

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Qs8
1 2 3 4 5
Qs9
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Qs10
1 2 3 4 5