BACHELOR OF HUMAN RESOURCES MANAGEMENT WITH HONOURS

JANUARY/2021

BBMC4103

CHANGE MANAGEMENT

NO. MATRIKULASI : 931214086088001

NO. KAD PENGENALAN : 931214086088
NO. TELEFON : 0129814932
E-MEL : sarjitraj@yahoo.com
PUSAT PEMBELAJARAN : Kuala Selangor

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Table of Content Pages

i) Introduction 2-3

ii) Internal Forces 4-6

iii) External forces 6-8

iv) Analysis on factors that contribute to the incremental

and transformational quantum change 8-9

v) Conclusion 10

vi) Reference List 11

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INTRODUCTION

Majlis Perbandaran Klang (MPK) was established on May 1980. Previously it was
known as Klang Health Board. Its official confines was set in 1895, which was later
merge with Port Swettenham in December 1945 to form Klang Municipal Board. Further
trade in the administration came when Klang Town Council was fixed in 1954. With this
new administrative system Klang developed quickly until 1971 when Port Klang, Kapar
and Meru were consolidate to form Klang District Council. With the enforcement of the
Local Government Act 1976 (Act 171) and the reorganisation of all local authorities,
Klang District Council was refurbish to Klang Municipal Council (KMC) on 1st January
1977. The vision of MPK is "TOWARDS ESTABLISHING AN OUTSTANDING
CITY IN MALAYSIA BY 2015" whereby the mission is “To Plan and Control
Sustainable Development and to Provide Quality City Services through Excellent
Governance for the Glorious Klang Community”. As a local government agency,
MPK is authorized to impose limited taxes such as gate tax. Else than that, MPK also
enforces by-laws to the population under its administration. MPK also responsible for
ensuring public hygiene and health, waste disposal and waste management, urban
planning / building control, environmental protection, social / economic development as
well as maintaining public infrastructure. Among the main products and services
provided by MPK is as follows :-

 Guideline OSC : provide and assist in the forms

 Facilities and Rent
 Revenue Collection Counter
 Dog license
 Cultural Rental
 E-Service
: parking lots, halls, stadiums, stalls and others
: bill payment facilities, taxes and etc
: terms and form of it
: empowerment presentation package of MPK
: e-Compound, e-complaint, e-payment and etc

Else than that, effective from 1st January 2021, MPK has launched new complaint system
which has been upgraded to further strengthen the service. The website to complaint it
just at the fingertips by login to www.aduan.mpklang.gov.my/. It is to imporve the

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service which provided for now to the better level. Moreover, the new service launched
by MPK is Smart-MPKlang application where it is a digital platform in channeling
information and connecting MPK with residents and stakeholders. The impact of this
application to people is that the people get the latest information for any information that
is channeled faster and at any time. It is also direct involvement of the people and MPK
in sharing information and feedback. Apart from that, the MPK organization also consists
of 26 council members appointed from the community, namely politicians, NGOs and
professionals. MPK has a total staff of 1100 people.

Organizational Chart Majlis Perbandaran Klang

In general, there are two types of environments that can cause an organization to make
changes, namely the internal force and external force environment. In the Majlis
Perbandaran Klang (MPK) the changes that took place aim to provide an opportunity for
the organization to be more productive, efficient, effective and proactive in line with its
mission. MPK undergoes changes to respond to challenges that come from the external
force and internal force environment.

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Internal Forces of Change

i) Top Leadership Change

Internal force of change of the organization also result in changes in the organization.
MPK has recently received a change of new President to lead the organization leadership.
Changes that occur to the top leadership and power in the organization cause changes to
the existing structure in the organization.The structure of the hierarchy in the
organization will determine the flow of one’s tenure and work responsibilities will be
refined. When there is a change in the hierarchical system, then the pattern of work will
also change. This is because each individual has a different leadership force. Leadership
is of course expected to have an effective impact on the development and growth of the
organization. Regardless, the changes made are aimed at creating better conditions and
for the good of the organization itself.Recently MPK has merged the Department of
Health with the Licensing Department. This is intended to further streamline the
implementation of licensing and health enforcement which is seen to have a close
relationship in many respects. This merger is also capable of training management need
to give commitment to the required work environment and employee welfare. These
force require consideration of safety, health, quality and environmental matters to the
department.

ii) Division of Tasks and Training

The division of tasks will be determined according to their respective skills such as
human resources, technical division and so on. These changes are aimed at improving the
quality and productivity of work by examining existing structures and rearranging
organizational processes and activities for the better while forming appropriate
organizational structures and cultures. It is appropriate for the organization to establish a
work culture that can differentiate the identity of one organization from another. The
spirit of teamwork can also be nurtured through the culture inculcated in the organization.
Organizations can also make changes to improve the quality and effectiveness of

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employees in the organization such as conducting courses and training for new
employees to clarify the ways and techniques of working especially for technology.
Manpower management is one of the important functions in an organization. This is
because the success of an organization depends on the quality and quantity of the
workforce. Although, the training conducted will add costs to the organization but it will
give good returns in the long run. Skills possessed by employees will provide benefits to
the organization itself as well as can improve the quality and quality of services
implemented later. Creative and innovative employees are able to produce high quality
products to the organization. Training in the organization can also improve the
knowledge and skills of employees on the use of technology because not all employees
are skilled in using it. In addition, with the training the organization will be able to
change the attitude of employees towards the use of the latest technology and in turn can
improve their ability to handle the use of the technology. According to Ali Embi (2001)
"the use of technology that is too sophisticated may cause the redesign of the job
design to be difficult and employees are unable to perform their duties due to lack of
expertise or ability to handle such advanced technology" (p. 23). Through training, the
workforce will be able to improve the quality of employment by reducing the risk of
wastage and errors in limited input in order to achieve job satisfaction. Therefore,
organizations need to make changes by providing opportunities that can lead to work
ethic and build an image as well as improve the quality of employees.

iii) Diversity of Skills

The same daily work routine will bring boredom to employees at one time. The quality of
service will also decrease when employees no longer have the determination to do
something. Organizations need to make changes to ensure that employees are not only
skilled in one field. Employees also need to be exposed to certain skills so that they can
perform other tasks as time allows. Employee skills will also not be subject to anything
where technical workers are also given the opportunity to enter the field of management
even if not in depth and coincide with the concept of producing a quality workforce.
According to Margaret Dale (1993) "some organizations have provided their staff with

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outplacement counseling and retraining opportunities" (p. 146). Quality employees
should master the various branches that allow them to choose which branch is the main
choice. This brings benefits to the organization in certain situations that require
immediate replacement. For example, an employee who manages a machine part wants to
take an emergency leave due to something unavoidable, so the responsible employee who
manages another part can take over his job temporarily and work will not be delayed.

iv) Innovation
In order to keep up with rivals, the organization needs creativity. Getting one step ahead
is important. In the context of marketing, creativity may come. It may also be in the
marketing strategy, employee training, and healthcare by promotional programs. The
only way to keep up with technological developments is to adopt modern technologies. A
lack of creativity can pose a serious risk to a growing.

External Forces of Change

i) Government Law

All local authorities such as MPK are under the jurisdiction of the respective State
Governments. Nevertheless, the Ministry of Housing and Local Government has been
responsible for coordinating all local authorities in terms of standardization of policies
and legislation, providing advisory services including technical and channeling
allocations from the Federal Government. Such as the implementation of new circulars
for the minimum wage which indirectly increases the motivation of staff to work more
productively without thinking about the problems of the current standard of living.
Through the implementation of SST in a service offered or used. Staff are given training
and information on SST to ensure smooth implementation.

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ii) Changes in Customer Requirements

MPK always strives to improve its services in the market to provide satisfaction to the
locals where changes need to be made to existing services that have reached maturity so
that they are not forgotten and no longer needed. MPK needs to provide municipal
services that are in line with the needs of the residents to ensure satisfaction and harmony
as well as the well-being of the locals. For example, MPK under certain departments has
set up several units to perform special tasks in meeting the needs of local residents such
as the Dengue Unit which is responsible for solving dengue-related problems that are
becoming more serious in MPK areas. The Special Force was set up to resolve certain
complaints directed by the YDP.The focus of change is in terms of staff who need to be
given training, exposure, detailed explanation of the seriousness of a complaint received
from the locals who are taxpayers.

iii) Political Influence

Political factors also play a role in determining changes in the MPK organization where
political changes will result in individuals or groups changing the original planning and
journey of an organization. Beginning in 2008 there was a major change in the
organizational structure of MPK when the party that ruled the state government changed
hands. This is because the administration of the state government and the federal
government are under two different entities. When a change in a policy occurs, then the
implementation of a pre-determined plan also changes. The focus of change that needs to
be emphasized at MPK is that staff need to be efficient and fast in adapting to the
changing environment that has become more frequent in recent times. Strategic plans also
changed and the power to make decisions shifted to the pattern of state government.

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iv) Technological Developments

In line with all governments, MPK organizations need to make changes by providing the
latest technology needs to enable employees to increase their productivity according to
the current level of technology. Demand for the latest services forces MPK to use
technological sophistication to improve the quality of services implemented. Human
resources are being replaced by the use of state-of-the-art machinery and machinery to
meet the demand for technology. The use of technology will simplify and speed up the
process of delivering services in line with the growing demand.

Analysis on Factors That Contribute to the Incremental and Transformational

Quantum Change

First and foremost, the first internal factor which is Top Leadership Change is identified
as transformation quantum changein MPK. A
transformational leader is regularly dependable for challenging an organization's existing
structure and motivating employees to work harder and take the organization forward.
These leaders bring around transformational change through their vision and drive. For
an example, an company was close to bankruptcy and losses RM7 billion. By replacing
new leader of the organization, it managed to alter and set up approximately changing to
the culture to one of the teamwork, imagination and advancement. The new leader
cultivated participation among employees and made the organization more customer-
focused. Secondly, division of task & training is classified as incremental change because
it is something we want to improved in our daily working routine. By dividing the task &
giving training to employees of MPK it would polish the skill that employee has and ease
the process of work and there will be the collaboration between the employees. Thirdly,
diversity of skills also can be accepted as transformational changes in this organization
since through diversity of skills the job given to an employee can be done by other
employee as well and does not need to wait for that particular employee to complete it
and it can transform the organization to touch the sky since employees are having
diversity of skills. Lastly for internal factor innovation is also known as incremental

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change because through innovation MPK can improve the service provided such as
service and product improvements, reduce the waste, mechanism improvement, internal
process and automation process.

The first external factor which is Government Law is identified as incremental change. It
is because the government will minimize the cost and concentrate on continuing to
develop the infrastructure they now have, rather than beginning from scratch and
developing a new one as MPK is one of government organization. Secondly, external
factor of change in customer’s requirement is identified as transformational change. It is
because this was identified as a major challenge considering the effects of redefining the
customer-centric focus of MPK and turning it into a strategic advantage. In order to meet
the requirements of the customer, it is important, to provide a strong understanding of the
customer's interests in terms of products and services and the manner in which other
contact firms deliver the same goods and services. Thirdly, political influence also is
identified as incremental changes because it is something which already exist and will
just try to do it more. Through the jurisdiction, it would influence the other to jump into it
because sometimes we would jump to the conclusion by just going through of political
issue through media social without knowing it more detailed and it is why I identified it
as incremental changes. Lastly, technological development is transformational changes
because it really has something to do with inventions or innovations. Development in
MPK is, a process that takes a product or idea from a hypothesis to a usable product. As
often as not, development is usually resumed after work is completed, which is identified
as a prototype, which means that this would be a test to evaluate whether the technology
was qualified for regular usages.

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Conclusion

Precisely that, the changes implemented can have a positive impact on the group’s career
in the organization. In the context of the organization, the group will of course face
competition in leading something to show a positive image as well as to gain the trust of
employers. In the world of work from the past to the present, the orientation of an
employee is more focused on promotion and power that is to expect the acquisition of a
larger position or at least meet his needs where this factor is a determinant of the level of
wages to be obtained. Opportunities from training management provided by the
organization are very useful to the group if the opportunity is utilized to the best
advantage. Groups in the organization can use these opportunities as a learning
mechanism as well as further improve their existing skills. Existing skills need to be
improved all the time so that the tendency to raise the spirit of working in a group is
always growing. Weaknesses will be tried to be rectified through the learning gained
through the training given.

(2596 words)

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REFERENCE LIST

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2021, from https://www.quora.com/what-is-technological-development-what-is-an-
example

Alber, J., K.M.. Anderson, T., Bandelow, N., P. Bridgen, T., P.. Carrera, K., M.. Estevez-
Abe, T., . . . Zolnhöfer, R. (1982, January 01). The politics of incremental CHANGE:
Institutional change in old-age pensions and health care in Germany. Retrieved March 09,
2021, from https://labourmarketresearch.springeropen.com/articles/10.1007/s12651-015-
0180-y

Longley, R. (n.d.). What is incrementalism in government? Definition and examples.

Retrieved March 09, 2021, from https://www.thoughtco.com/what-is-incrementalism-in-
government-5082043

Corbin, K. (2020, January 17). Incremental vs transformational change. Retrieved March

09, 2021, from https://keith-j-corbin.medium.com/incremental-vs-transformational-
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%20we%20already%20do.&text=Transformational%20habits%20are%20significant
%20changes%20%E2%80%94%20a%2010x%20change.

Patrick Gleeson, P. (2019, March 11). Internal & external factors that affect an
organization. Retrieved March 09, 2021, from https://smallbusiness.chron.com/internal-
external-factors-affect-organization-16641.html

Official portal of KLANG municipal Council (MPK). (n.d.). Retrieved March 09, 2021,
from http://www.mpklang.gov.my/en

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