Change Management and Organisational Development for LPHY

This report discusses the strategic changes that LPHY can take to improve its performance, including restructuring organisational terms and conditions and organising events for fund raising. It also outlines the Lewin change management model to implement these changes and addresses the organisational and individual resistance for proposed change.

Change management
and organisational
development

Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Identifies and rationalise a strategic change that LPHY can take...............................................4
Change management model to outline a planned change approach............................................5
Address organisational and individual resistance for proposed change......................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organisational development is considered as the process in which business analyse the changes
as well as their impacts on business operations. On the other hand, change management is defied
as the procedure that facilitates organisation to deal with transactions and transformational
changes in efficient manner. Effective change management strategies helps business to
implement, control changes and make employees able to adopt these changes in proper way.
Proper implementation of changes lead business towards growth and development. In this report
chosen organisation is LPHY that is local charity that involve in supporting best Hospice for
local people. Respective organisation has 50 staff members and 400 volunteers work in Hospice,
retail shops and fundraising. This report covers strategic changes that need to be taken by the
LPHY and change management model that help business to implement suitable changes in
appropriate manner. Along with that, organisational and individual resistance for proposed
change are explained in this project report.
TASK
LPHY is the local charity business that want to support Hospice care for local people by
providing them 1million pound per year that helps these Hospice care to provide better health
services to patients. There are two halves line retail and fundraising of LPHY organisation.
Organisation operates in VUCA environment that impacts its operations and functionality in
various manner (Elsmore, 2017). All factors of VUCA environment and their impact on business
performance are mentioned below:
Complexity: Complexity is defined as the situation that contains various key factors and
variables that are interconnected with each other as well as impact on overall business
performance. There are some information is available and some is nit that create it complex for
business to take efficient decisions. LPHY organisation operated two different departments and
one of them is handled through online team that make to critical or complex for business to
analyse current situation in appropriate manner.
Volatility: Volatility is considered as the aspect that is related to the speed of changes that
creates rapid as well as unexpected challenges for the organisation in competitive business
environment. Now these days various fluctuations are happened in customer’s needs, demands
and preferences of retailing industry that impacts LPHY operations. As, in current business

environment online working pattern is used at large level that create issue for LPHY because its
mostly working are done through offline mode. LPHY faces problem in handling online
activities because it do not have no employees who have IT skills.
Ambiguity: Ambiguity is related to the situation where lack of clarity regarding how to
interpret something. There are various incomplete and inaccurate information are available that
create conflict and confusion in organisation and impact overall decision-making. LPHY faced
the problem regarding inappropriate candidates at both department of organisation and lake of
information that impacts overall working performance and efficiency of business.
Uncertainty: Uncertainty is defined as the situation in which business cannot take decisions
or predict future in appropriate manner (Harwood, 2017). In uncertain business environment,
LPHY cannot take decisions properly regarding the staff member’s requirements just because
organisation gas high employee turnover rate that directly impact on overall efficiency and
effectiveness of organisation.
Identifies and rationalise a strategic change that LPHY can take
There are various problems are faced by the LPHY organisation that impacts on overall
functionality and performance of organisation. As number of patients has increased, so LPHY
organisation needs more personal to handle them but organisational existing staff members are
leaving organisation that create problem for business. Organisational managers has realised that
there is absence of appropriate candidates for job vacancies and most of staff members are absent
from the workplace due to various reasons such as sickness and additional work pressure. Along
with that organisational online team is not managed properly and organisation faces various
difficulties in fund raising.
All these difficulties and problems affect organisational performance and efficiency in
competitive business environment (Marques, Serrasqueiro, and Nogueira, 2021). It is important
for the organisation to develop and implement effective strategic changes in business that help to
overcome all these problems and attain competitive advantages in current business environment.
It is essential for business to rethink the way for managing team properly and work with other
organisations to reach desired targets on time. It is suggested to LPHY organisation to adopt
various strategic changes that are explained below:
Restructuring organisational Terms & Conditions: It is important for the LPHY organisation to
restructure all working procedure and T&C of organisational that helps business to overcome all

incapability’s and inefficiencies that lead business in right direction and attain competitive
advantages. As organisation has faced various problem regarding the employee turnover and lake
of skills among them that reduces their working performance and productivity. It is important for
the LPHY organisation to adopt systematic and efficient recruitment and selection through which
skilled, capable and suitable candidates are selected who are fit to the defined job roles in
organisation. It helps business to hire appropriate candidates who perform business operations
with greater efficiency and effectiveness (Neundlinger, and Vogel, 2019). Along with that it is
necessary for organisation provide work related training, development opportunities and
effective compensate that motivates employees to perform properly through improving their
skills, capabilities and competencies. Changes in organisational these HR policies helped
business to attain its determined goals and objectives.
Organise events for fund raising: In order to solve issues related fund raising and
financial problem, it is important for the LPHY organisation to take strategic action through
conducting more fund-raising events that enable organisation donate higher funds to hospice
through which patients get proper treatment and other medical facilities.
These are the strategic change that need to be taken by the organisation to improve overall
performance of organisation. It helps business to appoint right candidates on right position at
right time as well as motivate them to perform with greater efficiency through provide them
work related training and effective compensation. These changes facilitate organisation to retain
skilled, experienced and capabilities employees with organisation for longer period of time.
Change management model to outline a planned change approach
LPHY organisation faces various issues and problems that impact overall organisational
efficiency and effectiveness. In order to remove these issues organisation, implement some
changes that accelerates business performance and enable to gain competitive advantages. For
implementing these changes, LPHY executes change management model.
Lewin change management model: Lewin change management model is proposed by the Kurt
Lewin in the year of 1950 that includes three stages that describes all phrases through which
business implement change in organisation (Pylypenko, and Lytvynenko, 2017). Change
management model in the context of LPHY organisation are mentioned below:
Unfreeze: Unfreeze is considered as the first stage of change management model in
which management of organisation concentrate on encouraging people or employees to adopt

proposed changes so business can enhance its overall effectiveness and gain sustainable
competitive advantages in uncertain and volatile situations. In this stage LPHY organisation
develop effective strategies and plans to implement restructuring changes in business regarding
recruitment and training. Managers of organisation communicate the reasons behind making
chance in organisational policies that make employees encourage employees to adopt changes.
Change: In this stage, organisation emphasis on implementing planned strategies as well
as action plans in efficient manner that help business to attain determined goals and objectives
and drive certain change at all level of organisation that enhances business competitiveness.
LPHY organisation implement changes policies in actual working place and measure results
through taking support of existing employees. It enables organisation to retain employees and
enhances their contribution towards attaining organisational goals and objectives.
Refreeze: In this stage of change management mode, organisation ensures that all
changes are sustain in business for longer period of time. It is considered most important stage
for measuring the success of proposed changes in business (SemenetS-OrlOva, and KuzmenKO,
2021). In this stage, LPHY organisation review how changes policies are performed to attain
business goals in desirable manner. Organisation has established various standards and measure
actual performance with them to analyse the effectiveness of change policies.
This change model help business to implement changes regarding the recruitment and selection
process at all hierarchical department of organisation that lead business operations in right
direction and attain determined objectives on time.
Address organisational and individual resistance for proposed change
In current business environment, organisation faces various difficulties that affect overall
working process and efficiency of business. So, it becomes important for the business to
implement change changes in business for adjusting the situation and gain competitive
advantages. LPHY organisation need to change the structure of its working conditions such as
recruitment and training in order to hire skilled and capable employees and improve their
working capability through provide them training. Organisation uses new technologies for hiring
and training. In organisation various resistance are raised from the side of employees for
adopting the changes (Waddell, and et. al., 2019). It is important for the LPHY organisation to
communicate the benefits of changes to employees and find out effective solutions for

implementing changes in business in smoother and hassle-free manner. There are various reasons
of resisting the changes are explained below:
 Lack of acceptability or tolerance for the changes in the problem for employees that do
not allow them to adopt changes in appropriate manner. It is important for the LPHY
organisation makes changes easy and understandable by the employees so they can
accept them and improve overall performance of business.
 Another reason of resistance regarding the changes are unknown and unseen future that
make employees feel fear to adopt changes. It can be handled through communicating
with participants regarding the changes and make them aware regarding the positive
impacts of changes in business performance and procedure. It somehow help employees
to adopt changes and enhances potentiality of changes in business.
 Organisation also resist the adoption of changes due to structural rigidness or limitations.
It do no allow all organisation members to implement changes in business process
because due to implementing changes overall business structure is being affected from
which members are aware. LPHY restructuring the organisational working process and
other considerations in which organisation faces resistance from different departmental
members.
 Various groups in organisation resist the changes because they follow same set of
behaviour pattern and specific culture and changes might have create impact on their
existing way of conduct or behaviour. LPHY needs to understand these situations or
conditions than make these groups aware regarding the advantages or benefits of
changes.
It is analysed that any kind of changes in business surely faces strong resistance at both
organisational as well as individual level. But organisation can resolve them through maintaining
effective communication at all stages and influencing employees to support and adopt changes
that enhances their capability and performance level (Andriani, and et. al., 2019). It is essential
for the LPHY organisation to identify the main source of resistance them develop appropriate
action plan to deal with these situations in appropriate manner. As successfully implementation
of changes helps business to enhances overall working procedure and enable to gain competitive
advantages over other competitors.

CONCLUSION
From the above report, it can be concluded that change and organisational development is
the important approach that is followed by the organisation with the objective of gaining
sustainable competitive advantages within industry as well as enhances organisational
profitability in dynamic and complicated business environment. Through implementing required
changes at all level of business, organisation can attain its determined goals and objectives in
efficient manner. Organisational develop in the concept that led business operations in right
direction and maintains sustainability on uncertain business environment. It is important for the
organisation to adopt effective change management model in order to implement and execute
changes in appropriate manner.

REFERENCES
Books and Journals
Andriani, and et. al., 2019. Knowledge management strategy: an organisational development
approach. Business process management journal.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Harwood, A., 2017. Reaching the parts: the use of narrative and storytelling in organisational
development. Organisational Development in Healthcare: Approaches, Innovations,
Achievements, p.139.
Marques, I.C.P., Serrasqueiro, Z. and Nogueira, F., 2021. Covid-19 and organisational
development: important signs of a new pillar for sustainability. Social Responsibility
Journal. Marques, I.C.P., Serrasqueiro, Z. and Nogueira, F., 2021. Covid-19 and
organisational development: important signs of a new pillar for sustainability. Social
Responsibility Journal.
Neundlinger, K. and Vogel, S., 2019. Interfaces of Complexity. Participation as Explorative
Process for Organisational Development. In 7th International OFEL Conference on
Governance, Management and Entrepreneurship: Embracing Diversity in
Organisations. April 5th-6th, 2019, Dubrovnik, Croatia (pp. 204-218). Zagreb:
Governance Research and Development Centre (CIRU).
Pylypenko, А. and Lytvynenko, А., 2017. Institutional and architectural design of organisational
development of large-scale economic and industrial systems. Economic annals-XXI,
(165), pp.75-79.
SemenetS-OrlOva, I. and KuzmenKO, H., 2021. Development of Human Potential in the
Information Society: Educational Changes and Organisational Development. Edukacja
Ekonomistów i Menedżerów, 59(1).
Waddell, D., Creed, A., Cummings, T.G. and Worley, C.G., 2019. Organisational change:
Development and transformation. Cengage AU.