Change Management and Organisational Development at LPHY

This report discusses the implementation of change management and organisational development at LPHY, a local charity organisation providing hospice services. It includes identifying strategic changes, applying change management models, and addressing potential resistance to change.

Change Management
and Organisational
Development

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Overview and background of LPHY......................................................................................3
Identifying and rationalising a strategic change that LPHY can implement..........................4
Applying a change management model to outline a planned change approach to this proposed
change.....................................................................................................................................4
Addressing the potential for organisational and individual resistance of the proposed change
plan.........................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES:...............................................................................................................................9
Books and Journals.................................................................................................................9

INTRODUCTION
Change management can be defined as the changes that are undertaken by the
organisations by implementing various ethics and values at the workplace. Management has to
make effective decisions in order to increase the profitability in the market. Development of the
organisation can be defined as the executing the different areas in the workplace by
implementing effective strategies in a systematic way
(Chidiac, 2018). LHPY raises funds for the local community in order to sustain them and they
are established as a non profit organisation. They take care of those people who are suffering
from any kind of diseases. The organisation provides various types of comfort and services.
Along with that, in this report there will be the discussion on the various change management
models that facilitates the company to implement the new strategies at the workplace. At the end
of the report, various changes will be analysed that needs to be addressed in regards to the
change plan.
MAIN BODY
Overview and background of LPHY
LPHY is a organisation of the local charity that are providing various kinds of hospice
services the the people who are suffering from any disease. Organisation has raised the fund od
approximately 1 million pounds as a NHS hospice. One of the main aim of the organisation is to
provide the effective services to the people who are ill. Various steps are being taken by
organisation in order to improve the condition of the society (Andriani and et.al., 2019). They
have made an effective plan to open their stores in more place through which they can help more
individuals. Organisation is currently running with 9 shops that available online. In the future the
organisation is planning to raise the funds of the extra 2 million pounds for the purpose of the
additional community services. Upper management of the organisation is working with 50 staff
members and 400 volunteers. These are the people who help the organisation to carry out the
operations in a effective manner. They are the experience people of the company who helps to
implement the new changes in the retail as well as in the non retail shops. COVID-19 has greatly
affected the operations of the organisation to a great extent. Staff members are unable to perform
the roles effectively after the time of the pandemic. Organisation after the COVID-19 pandemic

fails to raise the funds effectively. Charity events were banned at that time through which the
organisation has to suffer a lot.
Identifying and rationalising a strategic change that LPHY can implement.
LPHY needs a important way of carrying out the activities in the workplace. It facilitate
the organisation to perform in a better way. Through this the management department of the
company can perform their roles in a effective manner. Strategies can be implement through
which the working operations can be improved at the workplace. Productivity can be increased at
the workplace by implementation of the new strategies (Thakuri, 2020). In relation to the LPHY,
change management can help them to give the competitive edge in the market. Effective changes
can be implemented by the organisation such as innovation skills through which the employees
can become more productive at the workplace. There are different kind of changes that the
organisation can implement are mentioned below:
Improving the morale of the employees: Upper level of the organisation can motivate
the staff at the workplace through which more productivity can be generated. In relation to the
LHPY, leaders of the organisation should implement effective policies through which they can
motivate their employees towards the goal. They can increase the engagement of the employee
towards the values of the organisation.
Helping in the productivity and the effectiveness: This means that the organisation
needs to implement the effective strategies through which the overall productivity at the
workplace can be increased. In relation to the LHPY organisation the management department
should implement the strategies in order to the changing business environment (Waddell and
et.al., 2019). After the time of the pandemic that is COVID-19, they should execute the new
policies through which they can continue their operations in the market. By applying these
strategies they can become able to raise the funds in the market for the services they are
providing to the local people of the community.
Applying a change management model to outline a planned change approach to this proposed
change
Organisation should introduce the changes at the workplace through which they can bring
more productivity in the goods and the services. In relation to the LHPY organisation can
introduce various change management models through which they can achieve more growth in
the future. Through this the efficiency can be bring in the workplace and the work structure can

be formed effectively. Organisation can use the Lewin change management model through
which they can implement the new effective strategies (Pillay, Ramasamy-Gurayah and Naude,
2018). Different kind of changes in the workplace encourages the employees towards the values
and the goals of the company.
Applicability of the Lewin change management model
It is one of the most effective strategic framework that facilitate the organisation to
execute the changes in the workplace in an effective manner. This model was introduced by Kurt
Lewin in the year 1940s. This model consist three stages that are mentioned below:
By implementation of this framework in the workplace the organisation has to introduce
the effective changes that has to be implemented in the retail as well as the non retail shops.
Along with that, they have to take the necessary actions against the changes they want to
introduce in the IT structure. HRM department of the organisation should hire the efficient
employees in order to perform the functions. LHPY upper level of the management should make
effective plans through which they can generate more productivity in the workplace and should
focus on to open the stores online on a urgent basis. Various components of the models are
mentioned below:
 Unfreezing: It is one of the most important stage of the model that consists the
implementation of the new process. In this the management of the LHPY will get to
know about the new requirement. After the time of the pandemic, new work policies were
conveyed to the workforce. Management of the organisation should increase the
motivation of the employees towards the online infrastructure (Kaufmann and Tan,
2021). This will help the company to increase the knowledge of the computer system
through which they can achieve the better results. In this stage of the model new policies
and the work pattern are conveyed to the employees of the company. This includes
several components like email, calling etc. Managers of the company should effectively
convey the new ideas to the employees by involving them in the change process.
 Change: It is the second stage of the model in which the organisation started to
implement the changes at the workplace. It will facilitate the organisation to achieve the
goals and the targets of the business in the future. In relation to the LHPY, they can
execute the investment in the IT sector and also open stores through which they can

generate more funds for the local people of the community. Leaders of organisation can
increase the motivation of the employees in order to practise the new changes.
 Refreezing: It is the last stage of the model in which the staff of the organisation can
learn the new ways of carrying out the work. In relation to the LPHY, employees can get
to know that what are the roles and responsibilities they have to perform (Mitchell,
2021). They should develop the knowledge of the computer in order to carry out the work
effectively. Management department should focus on the overall development of the
performance by motivating the employees towards the work. Organisation should
refreeze the process after executing the changes at the workplace. Through this the
employees at the workplace will be able to become familiar with the new way of carrying
out the process.
Application of Kotter Change management model
This model was introduced by the John Kotter in the year 1996. The organisation can
implement this change in the workplace by execution of the specific model. Various stages of the
model are mentioned below:
 Creating urgency: It means the organisation should analyse the new opportunities in the
market (Konlechner, Müller and Güttel, 2018). In regards to the LHPY organisation
management department should use new ways to get the growth in the market.
 Forming guidelines: Leaders of the company can analyse the new changes in the market
through which the guidelines should be made which has to be followed by the employees.
In relation to the LHPY, organisation should focus on the technology segment in which
they have to put more focus on.
 Developing vision and strategy: It is very important for the organisations to analyse the
values of the organisation through which they can implement the new changes in the
organisation. In relation to the LPHY organisation, they should put focus on the
generation of more funds for the local people whom they want to support.
 Communicating the vision: It is very important for the managers to engage the
employees towards the goal and objectives of the business by motivating them. In
relation to the LHPY organisation should effectively coordinate with their employees
through which they can generate more productivity at the workplace.

 Removing obstacles: Different kinds of challenges can be faced in the workplace by the
organisation. LHPY organisation should take effective decision through which they can
eliminate the challenges and the barriers that comes in the way of the activities (Goulding
and Rahimian, eds., 2019). One of the main vision of the organisation is to make the
employees more responsible and effective in order to achieve more growth in the future.
 Creating short term wins: Companies should set the goals as a short term through
which the employees can be motivated easily in order to achieve it.
 Consolidating gains: In this the organisation can analyse the performance of the
individual in workplace. In relation to the LHPY organisation, management department
should take effective decisions in order raise more funds.
 Anchoring change in the culture: LHPY organisation should give rewards and
appreciation by analysing the performance of the employees at the workplace.
Addressing the potential for organisational and individual resistance of the proposed change plan
It is very important for the organisation to analyse the changes in the workplace. In
relation to the LHPY, management department of the company should use effective techniques
of production through which they can achieve the goal in a systematic manner (Venturato,
Horner and Etherton‐Beer, 2020). Organisation should use effective strategies through which the
employees can become more able to raise additional funds in the market. COVID-19 has
impacted the organisation to a great extent so for that the employees should be more skilled
through which they can contributes to the betterment of the organisation.

CONCLUSION
From the above report it has been concluded that the organisation and the business firms
should analyse the different kinds of factors through which they can implement new changes at
the workplace. On the other hand, there has been the discussion on the different new
opportunities through which the organisation can grab in the future. Along with that, change
management model that is Lewin change model has been analysed through which the
organisation can implement the change in a effective manner. Various kinds of the potential of
the organisation and the individual plan for change management has been evaluated. It has been
analysed that the organisation can achieve the goal and the objective in the future in a systematic
manner. At the end of the report new opportunities has been undertaken that the organisation can
grab in order to capitalise in the market.

REFERENCES:
Books and Journals
Chidiac, M.A., 2018. Relational Organisational gestalt: An emergent approach to organisational
development. Routledge.
Andriani and et.al., 2019. Knowledge management strategy: an organisational development
approach. Business process management journal.
Thakuri, B., 2020. The impact of leadership and change management on organisational
performance: a case study of gham power Nepal (Doctoral dissertation, University of
the West of Scotland).
Waddell and et.al., 2019. Organisational change: Development and transformation. Cengage
AU.
Pillay, S., Ramasamy-Gurayah, J. and Naude, M., 2018. IMPLEMENTATION OF
ORGANISATIONAL DEVELOPMENT TO IMPROVE MANAGEMENT OF
PUBLIC SCHOOLS IN THE UMLAZI DISTRICT SOUTH AFRICA. Loyola Journal
of Social Sciences, 32(1).
Kaufmann, U.H. and Tan, A.B., 2021. Data Analytics for Organisational Development:
Unleashing the Potential of Your Data. John Wiley & Sons.
Mitchell, T.L., 2021. The United States civil engineer transformation initiative: A case study of
successfully leading CRE organisational change management. Corporate Real Estate
Journal, 10(2), pp.216-229.
Goulding, J.S. and Rahimian, F.P. eds., 2019. Offsite production and manufacturing for
innovative construction: People, process and technology. Routledge.
Konlechner, S., Müller, B. and Güttel, W.H., 2018. A dynamic capabilities perspective on
managing technological change: A review, framework and research agenda.
International Journal of Technology Management, 76(3-4), pp.188-213.
Venturato, L., Horner, B. and Etherton‐Beer, C., 2020. Development and evaluation of an
organisational culture change intervention in residential aged care facilities.
Australasian Journal on Ageing, 39(1), pp.56-63.