KMIT Limited - General Framework 1. Purpose of the report - an overview 2. History and background · Old mission · Old Objectives · New mission/objectives · New strategies · Action - describe the acquisition / change 3. KMIT Ltd & TEC · Why acquire? · Symptoms - what's going wrong? Such as: · Low morale / productivity · Lack of control - don't follow directives · Redundancy of manpower/job · Job reselection · Communication · External threats / competitive cost leader · Opportunities - overseas markets & new client base 4. Diagnosis model - Weisbord's …showed first 75 words of 1082 total…

…showed last 75 words of 1082 total…performance appraisal system in line with the reward system; the staffing system; training and development system; etc. Creating the need - the pre-communication sessions with all staff by the President was done during the unfreeze phase thus creating the compelling need for change. This could be further Institutionalized by having some informal reinforcement such as fun-fair day. The theme can be setup with the changing culture in mind such as game stalls, friendly competition, etc.