Change Management and Organisational Development Individual Report

This report discusses the identification and evaluation of strategic change, change management model, and potential for organizational and individual resistance of the proposed change plan for LPHY charity.

Change management and
organisational development
individual report

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Identifying and rationalising the strategic change that LPHY can take......................................1
Uses a change management model to outline a planned change approach to this proposed
change..........................................................................................................................................2
Address the potential for organizational and individual resistance of the proposed changed
plan..............................................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
Change management is the process and method adopted by a company in which the
organization explains and implements the change within the internal and external processes.
Changing the management within the organization helps in increasing the growth and success
rate of the organization.it helps in enhancing the development of the organization.
Organizational development is a process in which the effort is to focus on improving the
capability of an organization by putting planned strategies, structure, people, rewards, metrics
and management process(Schulz-Knappe, Koch, and Beckert, 2019). This report will explain the
identification and evaluation of strategic change and this will also include a change management
model to outline a planned change approach. Further in the proposed changes the potential for
organization and individual resistance will also be addressed in the report.
MAIN BODY
Identifying and rationalising the strategic change that LPHY can take
Change management is the systematic approach where the organization is required to transform
and implement any particular change from where the company can be able to develop and grow
accordingly and can obtain the profitable result and outcome. The change is implemented only
when it is required and essentially needed to be adopted by the firm to get the profitable result
and outcome. Thus, the LPHY which is a local charity non-profit organization who support and
helps the local people at their best hospice care and facilities (Primasari, Ghofirin and Wardhani,
2022). The LPHY charity has to adopt the change in their firm after the recent pandemic
Covid19 a global disease has occurred. It has been already known that this pandemic has made
the society and an individual people to suffer a lot from where the hospice care LPHY also get
impacted by this pandemic and now result to adopt the change in definite manner. Now, it is the
time for the firm to understand and adopt the strategic change at their organization so that they
can easily overcome the issues and can improve their facilities and services accordingly. Due to
the recent pandemic, the LPHY has been able to generate the lower amount of profit and also
increases the staff turnover within a short period of interval and requires adopting an implement
the change in definite order(Holten, Hancock, and Bøllingtoft, 2019). The LPHY had a quite
huge team of 400 volunteer who works in hospice but with the time it leads to increase the high
turnover respectively. However, the charity firm is now looking to invest in new IT structure and
head office and want to develop their team so that they can be able to increase their profit and
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fund raising technique and method in definite manner. The charity has already doubled the
number of shops and also at online platform where it will help them to raise the fund in
increasing manner. However, the LPHY a charity firm has to understand and implement a
strategic change at their organization from where they can be able to increase their staff
members and can earn the maximum amount of the productivity in definite manner (Al Sarkhi
and Talburt, 2021). For example, the LPHY firm can adopt the change in their public relation
process and have to put their best efforts in raising the funds from the people effectively from
where the LPHY charity organization can be able to increase their productivity level and can
support the people of hospice care respectively. Also, the new staff members are needed to be
hired at the charity firm and have to enhance the organization financially stable and successful
(Lau,Lee, and Chung,2018). However, the LPHY has to implement a change management
model from where the organization can be able to adopt the change process in effective manner
and can earn the maximum amount of profit respectively.
Uses a change management model to outline a planned change approach to this proposed change
Changes within an organization results in providing many good outcomes like it helps in
retaining the competitive edge and also helps in keeping the remaining relevant in the business
organization. Changes within the organization encourages innovation, helps in developing skills,
develop staff and leads to better opportunities for business and also increase the morale of the
employees. Similarly LPHY charity also faced some issues in the Pandemic situation and due to
which the charity wants to adopt some changes in their organization so as to earn more profit
and fund for running the charity in an effective manner. Changes within an organization
sometimes becomes a challenging task because nobody knows that the changes going to occur in
the company is going to be beneficial for the organization or not (Stouten, Rousseau, and De
Cremer, 2018). Therefore for understanding the concept of changes within the management
there are some models which has to be followed by the LPHY charity firm for getting more
productive and profitable. Change management models are designed to act as a compass and that
help in navigating the difficult changes made in the management and help in guiding the team to
adopt those innovations and changes for better results and outcomes.it helps in preparing the
employees for change resistance and guide the team for better implementation of the
changes.one of the very famous and important mode for change management which is called as
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Mckinsey 7-S model. This is one of the complex model which is used in the organizations for
making some wide and complex changes in the LPHY charity firm (Rosenbaum, More, and
Steane, 2018). There are seven elements in this model and all are addressed in such a way that
each and every element is used in such a way that if benefit the change within the organization
and the weakness can be identified easily. The seven elements of this model are strategy,
structure, system, shared values, style, staff and skills. All these elements in combining makes
the innovations and changes a very good and effective step for increasing the growth and
productivity of the organization (Demir,and Kocaoglu,2019).
The first three elements of the model which are strategy, structure and system are considered as
the hard elements of the model which means that they are easily identify and easily influenced
by the management (Alexandru-Ilie, and et.al, 2020). The remaining are the soft elements and it
is more complex to implement as it involves the staff, their skills, company’s overall leadership
skills and also the value of the company.one the company is able to identify what needs to be
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change in the organization than the seven elements of the model will help in guiding the
company for making changes (Odeh, 2021). The aim of the model is to identify the
misalignments like the company is focusing on family but not on offering the paternity leaves. It
also helps in tracking the implementation of the necessary changes like ensuring that the staff
have the ability or skills to fulfil the responsibilities for any work. The key of this model is to
keep all the seven elements in synchronization by determining how these elements are
interacting with and affecting each other.
Address the potential for organizational and individual resistance of the proposed changed plan
Change in the organization is very good and leads to some positive aspects within the
organization as it helps in retaining the competitive edge and also helps in increasing the
business growth and productivity.it involves some great ideas and creative innovations having
better outcomes for the organization. The companies who do not change the working culture or
environment of the organization are called as stale working and there is no growth in this type of
environment (Schulz-Knappe, Koch, and Beckert, 2019). There are many types of changes that
can occur in an organization and also benefit the organization like the first one is structural
change like providing a hybrid workplace to the employees and that helps in providing
flexibility, the next one is changing demographics as diversification in the perspective level
change the dynamics of the organization, changing the focus on diversity , inclusion and equity
as a sustainable diversity and inclusion strategy helps in fight the discrimination and cultural
bias, changes in technology as it was also mentioned in the case study that the LPHY charity
wants to change the IT structure by changing the technology they are using and they can use
artificial intelligence which would be beneficial for both the organization as well as for the
employee, changes of government which can affect the working guidelines ,product changes
which involves innovation in the existing products and making new products which satisfy the
customer needs and requirements and the last one is mergers and acquisitions when the
organization is looking for some funding or resources(Dom, and Ahmad, 2019). There are many
benefits of changes in the workplace like it helps in encouraging innovation as business should
always move and adapt gracefully, it helps in promoting the skills growth, helps in the
development of the employees, provide better opportunities for business and the last one is to
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provide better morale for staff so that they can work in a dedicated manner for achieving the
goals and objectives (Stouten, Rousseau, and De Cremer, 2018).
Similarly individual resistance to the change in the organization occurs because of most of the
employees don’t have a choice and this triggers in lost control and uncertainty.it is a
misconception that change only affect the low level employees in the organization but changes
affect everyone from lower level to the upper management of the organization.so having an
effective change management within the organization is the process of understanding what
underlies resistance to change and from the concerns of the employees can be addressed(Reza,
and Nugroho, 2020). There are multiple strategies to overcome the unproductive resistance to
change and those strategies are as follows. The first strategy is to listen first , talk second which
means listening is essential as it provides a better understanding of the workplace, one should
always communicate the reason for changes and innovations and how they are beneficial for the
employee and for the organization as well, getting excited, changes are only possible if the
human resource are on board so it is very important to make sure that the changes are
approached in terms of the stakeholders therefore make it about employees, fight resistance with
the help of culture and train the employees who are natural leaders and they will serve
themselves as a role model in the organization, show the data to the employees for the changes ,
after this implement the information in stages and practice the change management exercises
within the organization for increasing the growth and productivity of the company(Peng, and
et.al, 2021). From all of the above points that has been taken by the LPHY charity, the company
will be able to work in a more significant manner.
CONCLUSION
From the above report it has been concluded that change is very much essential in the
organization because new and creative innovations makes the organization more competitive in
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this global working environment. The report have also mentioned the Mckinsey 7-S framework
model for adapting changes by the LPHY charity in order to achieve more growth and
productivity. Changes in the LPHY charity will beneficial for the organization and as well as for
the individual resistance and this has been also illustrated in the report.
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REFERENCES
Books and Journals
Primasari, N.S., Ghofirin, M. and Wardhani, P.S., 2022, March. DIGITAL REFERENCES AND
INVESTMENT COMMUNITIES IMPACT AS MODERATING FINANCIAL AND ESG
REPORTING TO STOCKS LIQUIDITY. In International Conference of Business and Social
Sciences. (pp. 450-460).
Holten, A.L., Hancock, G.R. and Bøllingtoft, A., 2019. Studying the importance of change
leadership and change management in layoffs, mergers, and closures. Management Decision.
Lau, K.W., Lee, P.Y. and Chung, Y.Y., 2018. A collective organizational learning model for
organizational development. Leadership & Organization Development Journal.
Al Sarkhi, A.K. and Talburt, J.R., 2021, April. Model for Estimating the Optimal Parameter
Values of the Scoring Matrix in the Entity Resolution of Unstandardized References. In Future
of Information and Communication Conference. (pp. 16-33). Springer, Cham.
Schulz-Knappe, C., Koch, T. and Beckert, J., 2019. The importance of communicating change:
Identifying predictors for support and resistance toward organizational change
processes. Corporate Communications: An International Journal.
Stouten, J., Rousseau, D.M. and De Cremer, D., 2018. Successful organizational change:
Integrating the management practice and scholarly literatures. Academy of Management
Annals, 12(2), pp.752-788.
Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management:
Forward to the past? An exploratory literature review. Journal of Organizational Change
Management.
Odeh, G., 2021. Implementing Mckinsey 7S Model of Organizational Diagnosis and Planned
Change, Best Western Italy Case Analysis. Journal of International Business and
Management, 11(4), pp.01-08.
Demir, E. and Kocaoglu, B., 2019. MATURITY ASSESSMENT IN THE TECHNOLOGY
BUSINESS WITHIN THE MCKINSEY’S 7S FRAMEWORK. Research Journal of Business
and Management, 6(3), pp.158-166.
Alexandru-Ilie, B., and et.al, 2020. MANAGING ORGANIZATIONS FOR SUSTAINABLE
BUSINESS DEVELOPMENT: INTERACTION BETWEEN VRIO FRAMEWORK AND
McKINSEY 7S FRAMEWORK.
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Dom, F.R.M. and Ahmad, A.M., 2019. An Impact of Cultural Change on Employees
Engagement and Organization Performance: A Literature Review. Asian Journal of Research in
Education and Social Sciences, 1(1), pp.1-6.
Reza, H.K. and Nugroho, S.H., 2020. PERFORMANCE MANAGEMENT AS A MEDIA OF
CHANGE TOWARDS ORGANIZATION IMPROVEMENT. JOURNAL ASRO, 11(03),
pp.140-145.
Peng, J., and et.al, 2021. Transformational leadership and employees’ reactions to organizational
change: Evidence from a meta-analysis. The Journal of applied behavioral science, 57(3),
pp.369-397.
Schulz-Knappe, C., Koch, T. and Beckert, J., 2019. The importance of communicating change:
Identifying predictors for support and resistance toward organizational change
processes. Corporate Communications: An International Journal.
Stouten, J., Rousseau, D.M. and De Cremer, D., 2018. Successful organizational change:
Integrating the management practice and scholarly literatures. Academy of Management
Annals, 12(2), pp.752-788.
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