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Change and Transformation assignment for Jobs International (India) Ltd


Task: Can Change and Transformation assignment research methods help develop effective change transition plans?


Part 1
Recommendation for Mr. Jacob

This Change and Transformation assignment will analyse Jobs International (India) Ltd and identify chance and transformation implemented by the organisation. Jobs International (India) Ltd have ownership when there is buy-in from the ground up and across your whole company. When management is also not truly shared, the company becomes self-serving rather than uplifting. People desire to have a sense of belonging to something larger than oneself. Lacking possession, this is difficult to attain. Through ownership, everyone on the team is held responsibility for decisions and actions. In order to accept responsibility for their work because employees must have a clear grasp of objectives(Majid, 2020). They should also have benchmarks against which development may be measured. Ascertain that staff are serving in the appropriate positions, offer them responsibility, and recognise their accomplishments. Jacob must define organisational structures. As a result, its organisational structure should not be a barrier to growth and success.

As per this Change and Transformation assignment research findings, Employees desire the best design and management of their jobs thus allow employees to customise their jobs by giving them choices and freedom. Allow employees to discuss and participate in the implementation of their ideas. Employees expect to have some control over their job assignments. A top-down organisation culture limits the ability to make choices at the lowest level. When decisions are made on front lines, problems may be detected and dealt with quickly (Thakur, 2020). Employees in a horizontal structure are aware of their responsibilities and how they contribute to the growth of the firm. With a decentralised structure, employees at various levels of the company may be empowered and given autonomy over their actions.

Trusted and committed relationships give the necessary support for attaining company goals. Organizational structure may help or hinder open communication, accountability, consistency, and concern for employee interests, all of which lead to a sense of confidence. As a result, building trust is a deliberate rather than accidental process. It happens when people prioritise relationships, thrives in a sense of belonging, and pays off richly when everyone is participating. Employee motivation is essential to a future career (Suganthi, 2021). Even the level of commitment, passion, and excitement with which individuals approach their employment on a routine basis.

Without it, firms will have lower productivity and production. Jobs International (India) Ltd firms may find it difficult to maintain and improve workplace motivation since not every task is appealing. As a result, businesses must design motivational tactics for their employees. A motivated worker is enthusiastic, focused, and pleased of their accomplishments. They work quickly, take action, and are driven to do a good job for oneself instead of just the company. Employees who are compensated and given other benefits are more inclined to innovate as per findings identified from previous Change and Transformation assignment research. When employees feel respected and supported by their boss, they want to push themselves. As a result, the importance of workplace motivation can never be underestimated because it fosters advancement. Furthermore, managers that understand what motivates their employees are more likely to get the greatest results (Murshamshul et al., 2018). Businesses that recognizes the value of motivation in management recognise that helpful then instead of critical leaders get the best outcomes from their employees. Work life balance is lessened when a management is concerned about their workers' responsibilities because employees are less frightened and overworked.

Obstacles expected during this Change and Transformation assignment
When commands pass through a typical structure, the message may become distorted. Each supervisor or manager's statements may be misinterpreted, resulting in a message that bears little resemblance to what they intended. Even written instructions must be understood. Likewise, the inverse is true. Employee complaints and suggestions may finally reach you after passing through numerous tiers of management if they report concerns to their immediate superiors (Carmichael et al., 2022). JI has a headquarters. Management takes decisions that have an impact on the entire company. In a global market, this might be a disadvantage because personnel on the ground in individual places need the ability to make decisions in order to adjust an organization's mission to the local population. On this Change and Transformationassignment it is identified that if the company has restrictive position descriptions that correspond to a traditional kind of organisation, employees may limit their sense of tasks and skills to simply what the job requires. Employees are increasingly stating "it's not their job" when confronted with obstacles, which might suffocate innovation and decision-making (Sinha and Husain, 2022). Employees who are anxious for favourable performance reviews may focus entirely on the requirements of their current job and be cautious to take on extra responsibilities. Professional idea development was constrained in traditional organisational methods are now a hallmark of today's most successful businesses.

Traditional organisational models frequently include several levels of management, with managers earning significantly more than line-level employees. Furthermore, conventional firms prefer to extend the number of management layers as they develop, and this expansion can significantly raise the organization's expenditures. Modern firms utilise flatter, more horizontal organisational structures to cut expenses, reducing the number of managers and shifting head count budgets to maximise the number of line-level employees(Islam, 2018). Employees with little influence over their working environment and low degrees of autonomy are less likely to be happy at work than their more competent colleagues.

The success of a business leader may be influenced by factors outside of the office. Invite the leader to a private meeting to decide any serious issues she has about her work. Evaluate yet if the employee is overextending herself in her present leadership role. Technological developments may have made life more difficult for Jobs International (India) Ltd employees. If a project leader second guesses and attention due to changing technology, she may become concerned about what else may go incorrect. In this case, inquire about her view of her position and the difficulties she faces. This will help you understand what she sees as one of the most important roadblocks to her sEmployees who have clear direction and effective leadership from their direct managers are more likely to perform successfully, whereas those who do not have direction are more inclined to feel burdened and discouraged. Individuals that are lacking in direction and recognition will have low morale. This is a certain method to make a poisonous work environment. It is possible to prevent a lack of guidance, anxiety, and low morale caused by poor management. Employees with potential should be assigned to positions where they can be most productive. That way, you can maintain establishing a strong personnel pipeline and grooming people for leadership positions. This planning will decrease attrition by preventing holes in their business success.

Part 2
Action need to be taken

One of the most serious issues in managing organisational transformation identified on this Change and Transformation assignment is employee safety. Changes to essential processes, even if it’s just transitory, can put workers' health which even lives at jeopardy. These dangers are amplified in firms that use chemical compounds and hazardous energy in their manufacturing processes(Sarojet al., 2022). Each piece of machinery includes with detailed instructions on how to use it. Furthermore, every component of a company's work has a set of end-to-end procedures that employees can easily follow and repeat. The most crucial part of a successful deployment is hazards identification. Rather of focusing just on the improvements themselves, the objective should be to foresee and comprehend the risks that change will affect. The company must make the change while anticipating all risks and how they may affect employees. The objective of responsible leadership must be to guide people through the difficult process of change without putting them in risk. If a possible accident becomes a genuine one, preventive procedures should be in place.

Any concerned employees, as well as all supervisors who will carry out your new processes, should receive thorough training. More information and hands-on training will result in fewer or no mistakes, or less severe repercussions when they do occur(Dhanarajand Mahambare, 2022). Management should continue to assess the worker's risk exposure when modifications are implemented. Receiving continual feedback and updates from the organization's day-to-day activities might be an example of this.

There is a scarcity of focused, comprehensive data that precisely tackles the societal and economic elements that have shaped and affected the Indian workplace. As a result, we created this research to start mapping the evolving Indian workplace. We used third-party studies, conversations, surveys with industry experts in the service sector, workplace observations, and focus groups(Sarkar et al., 2019). A fundamental issue to creating a more culturally acceptable strategy to workplace design in India is a lack of concentrated, complete knowledge that precisely tackles socio-cultural and economic aspects.

Employees see their work environments as a reflection of how much their bosses regard them. Workplaces must represent India's distinctiveness and internal solutions, while honouring cultural diversity and identity. Separation between genders is important for cultural reasons, such as privacy screens at workstations, mother's chambers, and workplace protection for women. As per findings identified on this Change and Transformation assignment, the Indian workforce has swiftly accepted technology and is reliant on mobile and electronic communication, especially as teams are becoming more global. Economic and regional concerns contribute to long commutes. Arrival and departure facilities are necessary to improve the job experience. Employees like to work with others who share their interests. When the organisational structure fosters an inclusive atmosphere with comparable goals, a sense of community emerges. Finding common ground is helpful in accomplishing these shared goals. Employees must comprehend whether the company exists, hence the company must have a shared mission. Compensation packages and engagement go hand in hand, resulting in excellent staff retention. Employees who get benefits in addition to cash incentives are more motivated and less inclined to find a different job.

Obstacles experienced on this Change and Transformation assignment
Jobs in the UK are a popular choice among Indians. Around 500,00 international students enrol at universities around the country. Job opportunities for Indian students in the United Kingdom are continuously improving. The second-largest contribution to this expansion has been Since the UK government created the Graduate path, there has been a significant increase. In addition, the United Kingdom is planning to enrol 600,000 overseas students by 2030. As a result, Jobs in the United Kingdom for Indians are an excellent place to begin a career. Jobs in the United Kingdom are appealing to Indians(Varghese and Khare, 2021). High-quality education and university finance are two of the causes. Other variables include industry ties, worldwide ranking success, and attractive employment opportunities. Jobs in the United Kingdom provide excellent working conditions and a higher standard of living for Indians. Brexit is a combination of two words that refers to the United Kingdom's withdrawal from the European Union. The United Kingdom has left the EU, and the transition phase is now over. It concerns how the UK and EU will collaborate, reside, and business. The United Kingdom has exited the European Union's Single Market and Trade Deal which also includes the EU legislation no longer applies in the UK(Desaiet al., 2021). In. government site, there are measures that businesses and residents throughout the UK may do.For applications to work, reside, and study in the UK, new immigration avenues have emerged. In the long run, Brexit may enhance Indian students' career chances in the United Kingdom. The advantages of Brexit are listed below. Change may be implemented without negatively impacting corporate operations. Recognizing worker issues aids in maintaining or even improving organisational productivity and effectiveness. The chances of change failure are reduced. Employee performance will increase if they are encouraged and understand the transfer process. Increased customer service and exceptional client support delivered by confident and knowledgeable employees (Devaraj and Patel, 2020). The plan enables Jobs International (India) Ltd to anticipate issues and move immediately.

High margins, great demand, and excellent market potential are all compelling reasons for JI to begin serving the North American market. Competitive presence becomes unpleasant when home markets age, and expansion options become constrained. A small independent sales agent was hired to build new business supplying the North American JI firm with revolutionary technologies. Things seemed good at first, but hopes for increased sales were not reached after multiple false beginnings and weeks of inaction.

Part 3
Action needs to be taken

Exporting is difficult for business owners who have never done business outside of their native nation due to the cultural, societal, political, and wealth disparities. It's critical to grasp the cultural differences when attempting to grow into North American markets. When it comes to pricing, making deals, and explaining their product offering to your target market, this is critical(Sriyakuland Jermsittiparsert, 2019). In global marketplaces, connecting with the proper business partners that understand the local market is critical for business success. Prior to the transfer, highlight critical partners such as distribution channels, tax attorneys, auditors, and marketing agency assistance to act as your hands and feet on the ground.

Change is a process that requires planning and management. The benefits are acknowledged well before adjustment is executed and serve as motivation factors and markers of effectiveness. Implementation may be met more promptly by the organisation (Kolff, 2021). Implementing the change benefits each and every worker. The plan identified on this Change and Transformation assignment assists in the organization's existing capacity matching. Change control gives customers the capacity to assess a change's total effect.

Effective management decreases the risk that accompanies with it. Change management can lead to significant savings on transition expenses. Proper management allows for a seamless transition from the old to the modern while maintaining staff morale, productivity, and even the company's image. Management and workers handle concerns regarding changes (Lei et al., 2019). A competent change management method delivers the proper perception of the change to workers and the broader public. Transformation that is well-planned reduces tension and anxiety even while motivating employees to stay loyal to the company. It is impossible for a management team to assess the potential impact of changes without a full grasp of what will be going to happen. Understand the specifics of the change so that it may be effectively handled. To cover every conceivable threat that the modification would bring, a thorough risk analysis must be conducted. Effects that appear to be minor should never be neglected. Instead, they should be regarded as if they had a significant influence on the organisation. For each risk, worst-case scenarios must be recognised so that actions may be taken to avoid them. Management must acknowledge that not all hazards can be eliminated. This Change and Transformationassignment also identifies that Australia and the UK are politically and economically related. In foreign affairs, they are close allies. They have similar legal systems, languages, and social structures. Because technical standards are generally identical, materials and communications require little adjustment, which is especially essential in the engineering and industrial fields. JI can give firms in Australia with tools, advisory services, and market knowledge to help them expand faster. The greatest areas to establish a business in Australia are the urban areas, which are mostly centred on the coasts are Brisbane, Sydney, Melbourne Perth, and Adelaide being the largest.

Obstacles need to be tackled
Brexit benefits Indian students who seek to pursue job opportunities in the UK. Employment and citizenship rules in the United Kingdom favour Indian and international students. To boost the UK economy, the UK government's immigration plan calls for qualified professionals. The benefits of work in the UK for Indian students following Brexit are summarised here. Indians will have jobs in the UK after the Withdrawal agreement is finalised. Indian students are encouraged by the recent fortification of a two-year post-study visa. Individuals can stay in the nation after finishing their education and increase their work opportunities. Brexit has altered the lives of overseas students and strengthened ties between the United Kingdom and India. Prior to Brexit, regulations favoured EU countries.

With a working population of 44.9 million people, the United Kingdom is the world's sixth biggest economy. Because the country has an employment rate of over 74.99%, many overseas students aim to return to the UK following their studies. As of 2019-20, approximately 538,000 aspiring overseas students are enrolled in the UK education system(Jagannathanet al.,2020). India is the second most common nation of origin for students seeking higher education in the United Kingdom. The UK is well-known for its excellent healthcare system. Healthcare experts are in high demand across the United Kingdom can expect to get paid well for one’s efforts.

For enterprises registering a business in Australia, the commercial climate is considered as very friendly and appealing, with plenty of space for expansion. The obstacles identified on this Change and Transformation assignment are similar to those faced by any Western corporation. As we've seen, while growing or licencing a firm in Australia Jobs International (India) Ltd need to change their business philosophy all that much(Vidal-Coso, 2019). However, keep in mind that each nation has its own set of rules, and not all items used in the UK are appropriate for Australians.In terms of production and consumption and international commerce, Australia is heavily reliant on foreign markets, implying that it has a political and economic framework that encourages globalisation. It's a tiny market with a well-educated, affluent population that understands the value of international commerce, therefore cultural obstacles to trade are irrelevant. North American purchase decisions differ significantly from European purchasing methods, and the culture, while being open at first look, is actually rather complex and hard. A fantastic product marketed into a good market in Europe is anticipated to make a consistent profit. In North America, the same product may generate just a little amount of consumer attention, low customer contact, and significant revenue.

Increase brand familiarity and awareness using Change and Transformation assignment research strategies. Your organisation must convey value and set performance goals that will help the buyer connect with your brand and its goods. An expert brand creation and marketing agency may assist you in positioning your brand with a value-based business strategy in North America. Understand and prepare for market changes circumstances and government laws that may occur. Change is unavoidable. The overall sales and marketing personnel should be conversant with industry trends and should keep up to date by reading industry newsletters and magazines to remain on top of emerging challenges.

Carmichael, F., Darko, C.K. and Vasilakos, N., 2022. Well being and employment of young people in Ethiopia, India, Peru and Vietnam: Is work enough. Development Policy Review, Change and Transformation assignment, 40(2), p.e12565.
Desai, S., Deshmukh, N. and Pramanik, S., 2021. Precarity in a time of uncertainty: gendered employment patterns during the covid-19 lockdown in India. Feminist Economics, 27(1-2), pp.152-172.
Devaraj, S. and Patel, P.C., 2020. The Association Between Participation in Mahatma Gandhi National Rural Employment Guarantee Program and Smoking in India. Nicotine and Tobacco Research, 22(12), pp.2246-2253. Dhanaraj, S. and Mahambare, V., 2022. Male Backlash and Female Guilt: Women’s Employment and Intimate Partner Violence in Urban India. Feminist Economics, 28(1), pp.170-198.
Islam, I., 2018. Fiscal consolidation, growth and employment: international evidence and implications for India. The Indian Journal of Labour Economics, Change and Transformation assignment, 61(1), pp.105-130. Jagannathan, A., Harish, N., Venkatalakshmi, C., Kumar, C.N., Thirthallli, J., Kumar, D., Bhola, P., Prasad, M.K., Thanapal, S., Hareesh, A. and Jayarajan, D., 2020. Supported employment programme for persons with severe mental disorders in India: A feasibility study. International Journal of Social Psychiatry, 66(6), pp.607-613. Kolff, D.H., 2021. The end of an ancien régime: Colonial war in India, 1798–1818. In Warfare, Expansion and Resistance (pp. 169-197). Routledge.

Lei, L., Desai, S. and Vanneman, R., 2019. The impact of transportation infrastructure on women's employment in India. Feminist economics, 25(4), pp.94-125.
Majid, M.A., 2020. Renewable energy for sustainable development in India: current status, future prospects, challenges, employment, and investment opportunities. Energy, Sustainability and Society, 10(1), pp.1-36.
Murshamshul, M.K., Udin, N.M., Abd Ghadas, Z.A. and MR, M.S.N., 2018. Child Performers in the Entertainment Industry: An Analysis from the Employment Regulations Perspective. International Journal of Academic Research in Business and Social Sciences, 8(12), pp.1557-1568.
Sarkar, S., Sahoo, S. and Klasen, S., 2019. Employment transitions of women in India: A panel analysis. World Development, 115, pp.291-309.
Saroj, S., Pradhan, M., Boss, R. and Roy, D., 2022. Roles of rural non-farm employment (RNFE) in India: Why RNFE, the conveyor of a shock like COVID 19 is also the key to recovery. Journal of Asian Economics, p.101485.
Sinha, S. and Husain, Z., 2022. Not in Education, Employment or Training: Incidence, Determinants and Costs in India. In Persistent and Emerging Challenges to Development (pp. 293-326). Change and Transformation assignment, Springer, Singapore. Sriyakul, T. and Jermsittiparsert, K., 2019. The Role of Entrepreneur Education in Shaping Student’s Views on Self-Employment: A Study of University Students in Thailand. International Journal of Innovation, Creativity and Change, 6(10), pp.234-257. Suganthi, M., 2021. Service sector employment in India-an overview. Asian Journal of Research in Business Economics and Management, 11(10), pp.45-50.

Thakur, M.P., 2020. Advances in mushroom production: key to food, nutritional and employment security: A review. Indian Phytopathology, 73(3), pp.377-395. Varghese, N.V. and Khare, M., 2021. Employment and employability of higher-education graduates: An overview. India Higher Education Report 2020, pp.1-21.

Vidal-Coso, E., 2019. Employment Trajectories of Recent Immigrants in Switzerland. In Migrants and Expats: The Swiss Migration and Mobility Nexus (pp. 123-159). Springer, Cham.Change and Transformation assignment


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