Munasinghe Isuri Anuththara .E, Nanayakkara K.G.

Tharika
Student Name Madhuhansi , S. Chandrika M.Manohara, Shehani D.K.M. Purnima
Student Number 15209065, 15208855,15209024,15208995
Assessment Title Assignment 02
Module Title Managing Change
Module Code BMGT2001L
Module Coordinator Damien Fernando
Tutor (if applicable) Mr.Rajitha Priyankara Silva

Number of pages introduction to conclusion-18

“We declare that all materials included in this report is the end result of our own work and that
due acknowledgement have been given in the bibliography and references to all sources be they
printed, electronic or personal”

University College Dublin

National School of Business Management

Batch 19

Executive summary
In this assignment we focused on a hotel industry, a specific identified hotel named “Thushara
Hotels and Resorts” which is a medium sized business entity which owns two hotels in two
locations in the same District. Business runs by a sole proprietor with approximately 30 fellow
staff members. First we analyzed the function of the hotel by visiting the hotel, making phone
calls, and viewing the history of the business. Our research proved that the hotel was running in a
flat management structure and due to that we found out the losses and wastage is more than the
profit earned by the hotel. Collected data were evident to the scenario. Our first chapter
introduces the hotel and its surrounding and why did we selected this as our assignment.

Moving forward in the second chapter we reviewed the literature to seek how the Lewin’s 3 steps
model work out in an action of Change management and how the organization benefits, how we
will approach the change on which areas and what are the reliable samples can be used to
evaluate the model and avoid resistance.

In Chapter 3, we have presented our collected information and have hi-lighted the major issues
identified that we plan to work on towards improvement.

Next, going forward we analyzed and discussed about the issues identified in details. Especially
we discussed about the current management structure, high amount of wastage human and non
human, Time wastage and in efficiency, decrease demand of the organization, environmental
issue, and ultimate negative impact from customers and with all these potential losses of the
hotel in the long run. These widely explain in Chapter 4.

Chapter 5 and 6 were dedicated to elaborate in presenting of our recommended changes to the
identified issue and the ways on implementing them overcoming the resistance. Here we
applied Lewin’s theory and his 3 steps model to the proposed new change. This way we have
shown the expected improvement of the organization with the new changes.

At the end, we used Chapter 7 to conclude our complete study based on all what we found out, discussed,
analyzed and recommended.
Table of content
Chapter one......................................................................................................................................1

1. Introduction..............................................................................................................................1

Chapter two......................................................................................................................................3

2. Literature review......................................................................................................................3

Chapter three....................................................................................................................................7

3. Presentation of information.....................................................................................................7

Chapter four.....................................................................................................................................9

 Analysis and discussion...........................................................................................................9

Chapter five...................................................................................................................................12

 Recommendations..................................................................................................................12

Chapter six.....................................................................................................................................15

6. Implementing recommendations by using Lewin’s theory...................................................15

Chapter seven.................................................................................................................................17

7. Conclusion.............................................................................................................................17

References......................................................................................................................................19

Individual reflections (Appendices 001)...................................................................................20

Plagiarism certificates (Appendices 002)..................................................................................24

Team agreement (Appendices 003)...........................................................................................28

Lecturer comment from (Appendices 004)....................................................................................29

Chapter one

1. Introduction
Introduction to the Project

'Thushara Hotel and Resorts' business owns a sole proprietor and about 30 employees are
working. The management structure consists with one hierarchical position and the lower level
staff. The organizational structure seems flat and no delegation of authority is distributed.
Identified current issue is that the hotel does not have a proper management structure to achieve
competitive advantage of the business. Every activity will have to be administered by the owner
in two hotels include administration, finance, operations and maintenance mainly. Due to this
issue hotel was not able to achieve a expected targets as more than the profit it experiences the
waste and losses at the same time. The organizational structure of the hotel does not address the
job descriptions to its staff to perform well and to achieve organization goals. Due to a large
work group lack of communication between the management and the staff results the slow
development of the business. This results the lack of updates with the comparative hotels around
the area. Although the hotel has a good reputation, the business is running very slow or in the
same way since 2000 comparatively. No significant development can be seen in the business
although it earns profits. The reason identified as the work load and pressure on the owner of the
business. Apart from this, there is wastage of bulk of money in the business due to not having a
Vision to the business. No mission statement to motivate staff or to prove what they gift to the
society. At the same time labour turnover is very high due to not having proper managerial
structure.

As no tasks were set up for an individual or a designated group, job repetition, wastage of
manpower or lack of efficiency have slow down the growth of the hotel.

As a remedy for these issues, we are going to design a new management structure for ‘Thushara
Hotel and Resorts’. We believe one of the most important new business methods is
transformational management, and it appears as one of the most efficacious ways of managing a
hotel. Changing management structure of an organization is done infrequently. If the business
wants to be competitive with other hotels, new systems and developed principles determine how
the structure organizations affect for the greatest efficiency and productivity.

Introduction to the organization

Thushara Hotels and Resorts’ entered into business in 2000, being designed for both businesses
and leisure travels which is solely owned by Mr. Thushara Chaminda Buddadasa. The business
owns two hotels located in two different locations under the same management and same name.
Two hotels were located in Welimada and Boralanda. Main hotel is located in Welimada, at
Colombo-Nuwara Eliya road and the other one is in Boralanda which is also in Bandarawela.
Both hotels are benefited their locations as guests could easily access to all around the city while
enjoying their stay in the hotels. There can be seen a few tourist attractive places such as Horton
Plains National Park in Ohiya, famous waterfalls like Devon Falls Ravana Falls and eye catching
places like Bomburu Ella, Devatharu Ella, Gerandi Ella and Rathna Ella.

Also since ancient Dhowa rock temple, historical Roman Catholic Church are well known
heritage sites close to the hotel which gives more value to the hotel to attract more
guests.Thushara Hotel and Resorts' has a comprehensive set up to provide excellent services and
superior facilities to its guests to make their stay unforgettable. It also offers access to a vast
array of services, including 24-hour room service, Wi-Fi Internet access in public areas, parking
facilities, and airport transfers to the guests. There are two employees at the front desk during
24/7 in helping the customers at any time.

Thushara Hotel at Welimada contains with 5 Executive rooms and 15 normal rooms. There are
12 numbers of staff are there to facilitate guests. Thushara Hotel at Boralanda is comparably
smaller to the hotel at Welimada. It consists of 2 Executive rooms and 8 normal rooms. Number
of staff members will be 8. There are separate workers for cleaning and maintenance, laundry
and maintain gardens at hotels. Both hotels are well furnished and even provide televisions in
rooms with LCD/plasma screens, heating and bar facilities. Vehicles also are available for hire to
visits. Besides the paid services, hotel offers recreational facilities at no cost assuring customers
a plenty to do during their stay at hotel. Both the hotels are administered and monitored solely by
Mr. Thushara Buddadasa the owner of the hotel since its start in 2000.

Chapter two

2. Literature review
Change management can be defined as the process, techniques and tools that can be applied to
manage the personnel side of change to achieve a required business goal or outcome. In here
ultimate goal of change is to improve the process, organizational structure, job roles and systems
by impacting all of these or a few of them by the change. Although the numerous approached can
be applied to enhance the organization, all of them finally prescribe adjustments or changes of
one or more elements mentioned above. As a result of the ultimate goal, “change’ in an
organization will lead to move an organization from current status to a desired future status.

As the world is moving very fast today any business is looking for a change is common and is a
situational need. In fact, every business should embrace change for the survival as because
without a change business would likely happen to lose their competitive edge and will not be
possible to meet the needs of a growing base of loyal customers.

Kurt Lewin’s three stage of change Model:

Theory Change Management Model of Kurt Lewin and his three steps significant even today
among change management strategies. Even though this model was developed during the 1940’s
the concept of Unfreezing, Transition or Change and Re freezing remain even in 21st century
being very effective and relevant.

According to his theory, Step 1 – Unfreezing:

Unfreezing is the most important stage as that is the initiative of process of the three steps. First,
the company needs to understand the need of the change and need to get ready for the change.

Unfreezing and getting driven for the change, by considering up the 'pro's' and 'con's' and
determining the weight of them before the action is being taken is important as this has been the
basis introduced as the Force Field Analysis by Kurt Levin which is also linked with his change
management perspectives.

In 1947 Lewin wrote: “A change towards a higher level of group performance is frequently

short-lived, after a “shot in the arm”, group life soon returns to the previous level. This indicates
that it does not suffice to define the objective of planned change in group performance as the
reaching of a different level. Permanency of the new level, or permanency for a desired period,
should be included in the objective.” [The Kurt Lewin model of change]His findings encourage
managers in organizations to understand the two kinds of forces of resistance deriving from
common habit or custom and, from making of an internal resistance to change. The said two
types of forces are linked and play within groups as a whole and within an individuals too. In the
scenario, the driving forces that are strong enough to change the habits, challenge the interests
or/and qualities or unfreeze the practiced customs of an individual or a group will only overcome
the forces of resistance. Advantage of here is as most of the individuals would like to stay within
the behavioral norms of the group this will benefit the individual resistance of change by
increasing the number.

Step 2 – Change or Transition

Kurt Lewin’s theory applies the change or the transition as the second step of change
management. This is known as a process than an event. This stage occurs as we make the
change as needed. People are obviously resistant to change as they are uncertain or even fearful
for a new change. Resistance to change of people is one of the major issues that the
organization experience in this stage. Management can succeed the process by convincing staff
of this need, openly and clearly keeping transparency and honesty. When the employees are
involved in the process, they will understand the need for change and they can work on their
awareness of the change.

Mentoring and support does work well here and can be in the form of coaching, training, and
expecting mistakes as part of the process. It also well benefits keep communicating a clear
picture of what is the desired change and the benefits that can derives from the change. It will
help people understand the sight of where are they are heading. This can be done using the role
models and allowing people to come up with their own solutions which will also help to make
the changes.

Step 3 – Freezing or Refreezing

This is actually setting the change as desired initially. After this process it is important to sustain
the change as people may incline to revert to their existing positions. Therefore, it is needed to
make proper arrangement to carry out interim evaluations as necessary and determine the
adjustments when and where necessary. This assures employees understand the change
effectively, being the situation stabilized. As a result, they will act accordingly with the new
situation and appreciate the outcome and advantages.

What we have to learn and how to approach to change from Kurt Lewin’s Change Theory:

When an organization identified a change is required by diagnosing the case, before embarking
on a strategic changing process management should carefully consider the scope and impact of
the change they require. As this is very important assimilating change into their culture. It is
important to consider the two variables of ‘scope of the change’ and ‘the impact of the change’.

A few good examples that are recorded to prove the Kurt Lewin’s theory has been effective in an
organizational change toward survival of the market.
1). Applying Lewin’s change management theory to the implementation in bar-coded medication
administration.
These two can be presented as double matrix which will provide frame work to thinks and decide
scope and impact clearly.

Medication safety has been identified by the Institute for Safe Medication Practices Canada
(ISMPC) as a priority among hospitals and long term care facilities since medication errors in
hospitals are a serious threat to patient safety. Several studies (Carroll, 2003; Dennison, 2007;
DE Young, Vanderkooi, & Barletta, 2009) indicated that the rates of fatalities associated with
medication errors in the United States were greater than 7000 deaths annually, and affected three
to five percent of in-hospital patients. The ramifications of medication errors affect all healthcare
organizations, resulting in consumer mistrust, increased healthcare costs, and patient injury or
death (Carroll, 2003). Medication errors can occur at any stage of the dispensing and
administration process but only an estimated five percent are noted in nursing documentation,
suggesting that many errors that have not led to serious results are unreported (Wilkins &
Shields, 2008).

As a precaution of mistake that can happen in today’s rapidly widening healthcare industry
technological advancement can challenge medical staff in many ways. As medication errors in
medical hospitals lead to shocking consequences for both nurses and patients, it was identified
that a change is needed to the industry. As a result of the diagnosis of authorities, Lewin’s
change management theory was applied in implementation in bar-coded medication
administration.

Through this implementation, it was able to compare bar codes between patients’ identification
bands and prescribed medication. This resulted reduce medication errors significantly. Lewin’s
theory lead in this scenario to a better understanding of how change affects the organization,
identify barriers for successful implementation and is useful for identifying opposing forces that
act on human being.
Chapter three

3. Presentation of information
 Current organizational structure is a flat one ; all the employees are over looked by the

owner.

Propitor

Laundryman Gardrers Romboy Chefs Ass Chefs Waitors Helpers

Laundry men - 02

Gardeners -02

Room boys -06

Chefs -02

Assistant chefs-03

Waiters -05

Helpers -04

 Rewards to employees

New Year bonus

Salary advance

Free meals

Free accommodation
 4 days leave per month

Hi-lights from gathered information:

 No interviews or/and proper recruiting system
 No proper training program to newly recruited employees
 No one to supervise workers other than the proprietor; no delegation of authority is
implemented
 Interfering of the family of the proprietor makes employees uncomfortable
 No properly designed logistics management or environmental maintenance structure
 Less disciplined employees

Most of the above information was gathered by having discussions with relevant parties and by
observing the current situation and the environment.
Chapter four

 Analysis and discussion

 Analysis and discussions

This chapter will emphasize the analysis of the information gathered.

 Current Management Structure

In the Current Management Structure, it shows all the employees are headed by the
proprietor. Some time it leads to negative impact to the organization. Since the proprietor
being busy most of the time he will not be able to communicate with the staff and to
provide clear details at the right time. This lack of supervision and communication will
lead to staff do what they want or do nothing as they do not receive proper guidance.

These may lead to the following repercussions:

A. High amount of wastage

B. Time wastage
C. Get negative impact from customers
D. Decrease Demand of organization
E. Environmental issues
F. Running at a lost in the long run
A. High amount of wastage

A.1. High Amount of wastage mainly can be divided into two parts as follows:

A.1.1. Human Resource – Soft resources

 Under Human Resource or Soft resources we identified that most of the staff
recruited were not the right skilled persons as they were recruited thru known
contacts or whom known to the proprietor. As a result even they used more man
power hours the effectiveness always will be lower than expectations. This
directly increases human resource wastage.

On the other hand, as no one to supervise the staff or to look into the resources on a daily, more
mistakes or repetition of the same job can be experienced. In this scenario no one can evaluate
the lost of money and the resources as well as the man power.

A.1.2. Non-Human Resource – Hard resources

Similarly when unprofessional or unskilled staffs mishandle the stuff, more

wastage is expected of resources more than the profit at the end. Since no proper
supervision they can hide things and shows something else to the management. So
it is difficult to evaluate what the lost or the waste is to minimize those two facts.

B. Time wastage

Time wastage is in every task or an action due to non skilled staff as no efficiency
can be seen due to lack of knowledge, common sense or the education or training.
Also no proper discipline or well manners can be seen from the staffs which are
the keys of hospitality management in the hotel industry. In a long run this may
lead to a dissatisfaction of the customers.

C. Get negative impact from customers

If, the standard customer services or cleanliness cannot be expected from the
hotel or the staff customer will no longer can be expected to be there.

D. Decrease Demand of organization

 As the demand increases when customers attract to the hotel it also decreases
when no customer attraction is. When customers do not get their expectations
they no longer will be interested as they could easily find options for their needs.

E. Environmental issues

Environment should have a clean and clear picture. Customer expectations are
changing very rapidly. More than the luxurious facilities customers do expect
natural beauty and eco friendly environments. They prefer organic food rather
than condensed food. Love to use organic or natural products more than the
artificial stuff.

F. Running at a loss in the long run

This is the ultimate result if the management does not diagnose and treat the
issues in any organization. High amount of wastage of money, resources, man
power and time, customer complaints or customer dissatisfaction or no customer
attraction or decreasing the demand of the hotel in a long way will run at a lost or
the business will be getting lost day by day.
Chapter five

 Recommendations
1. Change the Current Structure

Current Management is handling by the proprietor, and analysis shows its failure we
recommend recruit a Human Resource Manager and an Operations Manager to delegate
the workload of the proprietor. Both of these can handle the internal environment of the
organization. Apart from that, company Human Resource will be managed by the
Human Resource Manager while Handling the Financial side. Then Non Human
Resources operations can be handled by the Operations Manager.

As a result all the employees will work for betterment and will deliver higher
performance. This results organization’s profits increase. Employee efficiency will
reduce high amount of Human Resource and Non-Human Resource wastage drastically.
Automatically these improvements will link to the financial benefits of the organization.
Increase the discipline of workers, through that customer attraction and interest will
increase and this assures best customer feedback among the competitors.

2. Reduce High Wastage of Resources

Resource we can divide in to two parts.

2.1. Human Resource

Above recommended newly recruited Human Resource Manager can control the wastage
of human resources. Initially the proper qualified people should be recruited to needy
positions and need to develop their skills, knowledge and attitudes thru training in house
and outbound. This way labor turn over and time wasting can be minimized.
 2.2 Non-Human Resource

It should be a responsibility of Operations manager that look into all the stores belongs to
the organization. Need to use the proper system electronically or manually to maintain
the vegetables and other foods stuff including all consumable items. This will help to
minimize the wastage of Non-Human Resources. Also he needs to maintain the stock
control system and the facilities maintenance system.

That way we can minimize;

2.2.1. Electrical and Water wasting

2.2.2. Quick Depreciation of intangible items
2.2.3. un-cleanliness of the organization
2.2.4. miss-supervision of the staff or miss communication

Above recommended newly new Human Resource Manager and the Operations Manger both can
handle the internal environment of organization. Proper management will achieve best results
from all the employees. Employees will develop and company assures their better performance.
This results organization’s profits increases. Also minimizes high amount of Human Resource
and Non-Human Resource wastages. These changes assure financial benefits to the organization.
Increase discipline of workers will attract more customers. This way customer feed back will
increase and it leads to be a market leader among competitors as the good hospitality is a key of
the hotel industry.

3. Proper Training to people

We recommend organizing the 2 weeks training program for newly recruited employees
because some of them have qualification but not experience and some of them do not
have both. Training will benefit both, not only with the knowledge but also specifically
their learn job and the organizational culture. Also develop employee’s skills and
 attitudes towards organizational goals as through they will be motivate and confident in
their positions.

4. Proper Recruiting Procedures

Recommend computer based data base system for post personnel and Non-Human Resources
linked to the Proprietor enabling him view and identify any issue of organization. He will be
able to make recommendation to recruit right people at the right time to minimize or avoid the
employee turn over. Also recommend Probation period to be set up for new employees by
setting some goals, as this way they have employees will have to show their talents. To reduce
employee turn over we suggest employee contract with terms and conditions to be introduced.

5. Maintain the Environment

Hotel should bring their environment from industrial view to Eco friendly set up by doing the
followings:

 Using the organic foods

 Recycling the waste
 Recycling the kitchen waste to make organic fertilizer which can be reused for the
plant for the garden
 Using natural resources to improve eco-environment
Chapter six

6. Implementing recommendations by using Lewin’s theory

Recommendation Unfreezing Change Refreezing

Allocate them work and

Have to recruit two
Change the current supervise whether they
managers to help the
structure are working or not
proprietor
Give an regularly.
introduction about
the change to Conduct an survey and
Conducting review
analyze whether the
employees meetings with the above
Reduce the wastage resources are allocated
recruited managers to
of resources properly if not take action
discuss about the
Get the support of according to the situation to
resources allocation.
maximize the productivity
them to convince
Managers should direct
others to obey the Ask managers to do the team leaders to get their
No one to supervise
change supervising part and name maximum out come and
work
team leaders to help them proprietor should
overlook the managers.
Make a thinking of
Plan two weeks on the job
No proper training all these changes training which is conducting Over look and confirm
program to new
are for the by their senior collogues and that it is happening.
recruits.
supervised by the managers.
betterment of their
Plan and implement new Make sure you are
Implementing proper future and the interview based recruiting doing recruitments
recruiting system business in the system which is focusing on according to the
KSA. implemented plan.
minds of employees
Chapter seven

7. Conclusion
As a partial fulfillment of managing change module we were assigned to conduct a study about a
change process of a Sri Lankan company for conduct this study we select Thushara hotels as the
organization. Face to face discussions, interviews, and direct observation was the data collecting
used to conduct this study.

According to the study conduct following things are highlighted to change

 Organizational structure
 Human resource handling process
 Environment
 Waste management system

In order to change above things, it is recommend to use following things for the betterment of the
organization.

 Recruit two managers

 Implement interviewing process for recruitments
 Develop Environmental friendly systems and develop the gardens
 Implement waste management system to Human Resources and non-human resources
 Today in dynamic environments demands adaptability within organization and
consequently, capabilities to absorb change with the competitive market in any
industry. As a solution for the issue we recommended intermediary management level
next to proprietor with Operation and Human Resource managers and organization
segmented into three departments such as stores, maintenance and human resource.
 Human resource has identified major change agents as the business depends on the
employee performance and the way of handling customers. To improve the efficiency
and productivity of employees a good recruitment system according to knowledge,
skills and attitudes required for job role, training and development programs, and
good reward systems can be implemented.

.
References
 "Applying Lewin’S Change Management Theory To The Implementation Of Bar-Coded
Medication Administration | Canadian Journal Of Nursing Informatics".  Cjni.net. N.p.,
2016. Web. 6 June 2016.
 "Kurt Lewin 3 Phase Change Management Model And Change Theory". Change
Management Consultant. N.p., 2016. Web. 8 June 2016.
 "The Kurt Lewin Model Of Change". Change Management Coach. N.p., 2016. Web. 6
June 2016.
 Vliet, Vincent. "Lewin's Change Management Model - Toolshero". Toolshero.com. N.p.,
2014. Web. 6 June 2016.
 "Why Is Change Important In An Organization?". Smallbusiness.chron.com. N.p., 2016.
Web. 3 June 2016.
Individual reflections (Appendices 001)

Munasinghe Isuri Anuththara E.

UCD student number-15209065

It was very interesting and little difficult task as this was a group assignment.Finding facts and
details and comparing and aligning them according to the task allocated were a tough experience
because we had four members in the group. Most of them were not associated before in this
program. But since all the members were highly corporative we could get together to analyze the
information gathered successfully to give recommendations and analyze the change process.

This activity helps me to understand how important group working is to find out solutions for
problems and achieve success. I understood the importance of most of the change theories. If an
organization wants to lead on the path of success, it is very vital that they adopt changes
according to the theory. Finally I state that I improved my knowledge on report writing,
referencing, team working and leadership and applying theory in to practical scenarios.

.
Nanayakkara Tharika Madhuhansi K.G

UCD student number-15208855

Regarding this Group Assignment have done my part actively with the help of other members.
We were doing that activity by discussing, exchanging ideas and arguing and doing some
experiments to that organization and how to implement change. We read books, and case studies
about subject and the hotel industry most of the time. Identified the new things of hotel industry
and what needs to be done for development of the hotel industry. Our team leader provided more
details and always motivated us. I would like to take this opportunity to thank our lecturer
Mr.Rajitha Silva for guiding us for such a wonderful group assignment.
S. Chandrika M. Manohara

UCD Student number-15209024

It had been a wonderful experience working in my group by discussing and sharing our ideas to
comply our obligation. This was not the first experience of mine completing a group
assignment, yet I found a great interest of my group on how we cooperate within ourselves. We
initially met together and set our goals. Divided portions among us to work on.. yet we all get
together and researched and collected facts, data and theory to succeed our obligation
successfully. Our constant group chat was effectively worked well. Everyone did their piece of
work and we gathered them together to make our assignment. I completed the theoretical part
doing literature review and wrap up the complete assignment by editing where necessary. All
members shared equally and supported each other to support our colleagues who take the lead to
submit assignment electronically and the other one who was willing to submit the hard copy to
the NSBM. While learning of the change management assessing a real scenario we achieved a
great success working as a group sharing our different ideas. Brain storming worked well and
final result delivered a best product, our assignmen
Name: Shehani, D.K.M. Purnima

UCD Student No: 15208995

All of the group members decided first to study the types of changes that companies had made
during last few years through online resources and got an idea about real change management.
Then read theory reference readings as much as possible. We selected Thushara Hotels in
making a change in management structure. We had to contact Mr Thushara to get organizational
information as it is not having a website. By group discussion we shared the tasks in preparing
the report. Then pointed out important points for the report and prepared the organizational
introduction. Through viber group chat we got updated information about the group. After
preparing each part of the project we shared among each other to do the editing part and to put
our own ideas.Finally I drafted the executive summary based of the project. Our success is
understanding everyone, respect everyone’s ideas, continuous discussion, and regular meetings
Plagiarism certificates (Appendices 002)
 Confirmation Certificate
Congratulations!

You have successfully completed the Library Plagiarism Quiz.

Student Name: Seethawakage Chandrika M. Manohara.

Student Number: 15209024.

Date: 19/06/2016.

THIS IS TO CERTIFY THAT (signature)……… ……………… HAS

COMPLETED THE PLAGIARISM QUIZ

Remember that the confirmation certificate is a statement by you that you

understand plagiarism and know how to avoid it. If you think that you do not
understand plagiarism and how to avoid it after working through this tutorial, you
should confer with your module coordinator, no matter what score you have
obtained on the test.

Please print out this page and attach a copy of the certificate to the final page in all assignments you
submit on each module as part of your programme

(It is your responsibility to print the certificate, complete the information, sign it, and keep a copy of it for your
records)
Team agreement (Appendices 003)

contact details
team members
mobile email

Munasinghe Isuri Anuththara E 077-3716964 erandimun@gmail.com

Nanayakkara K.G.Tharika Madhuhansi 077-4574087 tharika.nanayakkara@gmail.com
S. Chandrika M.Manohara 077-3476022 Cmanohara1@gmail.com
Shehani D.K.M.Purnima 071-7057200 dkmpshehanidasanayaka@gmail.com
Informal communication
 We have decided to create a viber and Skype group to communicate
 We have decided to visit the hotel before start the project
 

Meetings
20-05-2016
 We decided to visit the hotel on 29th May2016 as guests
 We took an appointment with the proprietor on30th May 2016 through a phone call
04-06-2016
 We discuss and analyze the information we gathered
 We allocate parts to write the report
 
making decisions
 Group members agreed to go to hotel on 29th and 30th May
 Munasinghe Isuri Anuththara agreed to combine the report and send to others to do
Corrections
 Chandrika and Tharika agreed to do the corrections
 Munasinghe Isuri Anuththara should edit the report and upload it to the blackboard
 Shehani Purnima shehani agreed to hand over the report to the NSBM program office

sanctions
We hope to work in harmony together. We have different strengths. We accept that this is a team
piece of work and we all are responsible for doing our best however we agree now that
 If individuals have difficulties in working with the team or on the task, we will try to sort
them out promptly by talking with others
 We will seek advice – as soon as possible –from our tutor for those serious problems
which we cannot resolve ourselves.
 
Lecturer comment from (Appendices 004)
The lecturer comment form together with the plagiarism test result sheet should be attached to
the assignment.

Munasinghe Isuri Anuththara .E, Nanayakkara K.G.Tharika

Student Name Madhuhansi , S. Chandrika M.Manohara, Shehani D.K.M. Purnima
Student Number 15209065, 15208855,15209024,15208995
Assessment Title Assignment 02
Module Title Managing Change
Module Code BMGT2001L
Module Coordinator Damien Fernando
Tutor (if applicable) Mr.Rajitha Priyankara Silva

Lecturers Use only

Grade (100%)