Assignment Structure: Guideline for Final Essay 2000 words Date of Submission: 27/04/17 by 2 pm (UK) 1. Introduction: (200 words) – no mark  A brief note on the significance of the report  A brief introduction to the organisation chosen for analysis  Actual CASE study on Change Management of a US MNC, IMC 2. Case issue: (200 words) –no mark  Elaborate the issue that you would like to analyse ( change management) - change management ( use back the same wording as in the Topic) – refer to page 2, 3 – TOPIC is change management. 3. Literature Review ( for 800- 900 words) – 40% mark  Mandatory Underpinning Debate based on contexts chosen from the case issue  Informed Knowledge on contexts chosen/reading  Referencing (citations) for literature written – minimum 12-15 citations 4. Analysis (For 800- 900 words) – 50% mark  Analyse the issues with application of concepts reviewed.  Just need 1-2 citations. 5. Conclusion and recommendation: ( 200 words) – 10% mark  Conclude with your opinion based upon the analysis done  Provide feasible recommendations for the issues identified –  1-2 citations will do. Without also ok.  Conclusion 100 words ,  Recommendation 100 words 6. Model – Lewin’s Three Step Models ( Unfreezing, Refreezing, Driving Forces and Restraining Forces) 7. Bibliography / References  Harvard Referencing System (Check it out) Note: • Any of these cannot be altered so follow the structure • Maximum word count was 2200 excluding Bibliography/references • Should be submitted on time as no extensions possible. Important – Pls note that this assignment is Organisational Behaviour on Change Management related to topic below. The tutor advise analyse this case study based on below topic. Describe the change management on this actual case happened in this MNC company, IMC. You may use your writing creativity build a case similar to this company IMC on change management – work transition to share services. *( pls read the case as describe in the topic change management – page 2,3 bold in Blue color font, fill with yellow color) You need to write according to tutor advice below:- Tutor Advise - Use Model – Lewin’s Three Step Models ( Unfreezing, Refreezing, Driving Forces and Restraining Forces) - Use Kotters 8 steps to successful change - Use Handy;s cultural framework. Case Study – US MNC, IMC – Change management - predominantly on change and work transition to share services. Topic - Change Management . I am currently working in a US MNC company IMC, and IMC has been going through many mergers and acquisitions throughout the years since it established in year 1979. Back in Malaysia entity, the existing challenge is not about change in leadership but change management in system and processes. IMC set up a huge share services that’s based in Manila with more than 3000 employees supporting the rest of IMC offices around the global presence. This share services is a separate business unit that provides and delivering suites of services which is mostly improve the productivity of operational and administrative jobs. The plan for Malaysia entity is gradually to move and migrate all administrative works from various department to share services. Due to this share services migration process plan, it has created a fear among the employees. Fear is quite imminent that work migration may result in associate loss of job, optimize department workforce and job security. Many of us seen this change management could trigger unnecessary challenges and potential risks. Challenges and Potential Risks. 1. Resistance to change 2. Workload increase may reduce quality of service with customers and suppliers. 3. Knowledge transfer take times 4. Failures to understand the complexity or flexibility that new share services will bring to the country. 5. Migration of administrative may lead to right sizing workforce. 6. Language barrier and communication- Share services language use majority in English medium will poise challenge to Malaysia entity which comprises with multi culture & lingua and diversities associates. 7. Potential loss of customer with lack of direct support and core competencies due to geographical barrier from Manila to Malaysia business and customer. 8. Potential high staff turnover, low attrition rate in view lack of job security and loss of talents. 9. Threat to company corporate reputation