Change Management and Organizational Development at LPHY

This report discusses the strategic and operational changes taken by LPHY, the use of change management models, identification of potential resistance, and recommendations for change management approach. The report suggests the implementation of relevant change management models and theories, the application of information and technology, and a focused approach in dealing with new consequences and issues related to change.

MG630 Change Management
and Organizational
Development

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................4
Identify and rationalise strategic and operational change that is taken by LPHY.......................4
Use of change management model to outline planned change management approach to this
proposed change...........................................................................................................................5
Identification of potential organisational and individual resistance for proposed change plan ..6
Change management approach and Recommendations for LPHY..............................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Change management is undertaken as the method and ways that aids organisations to
execute change into its external as well as internal procedures. Additionally, this is considered as
the process which involves developing and assisting staff with formulating vital steps for
modifications as well as also observing the practices of change (Al-Ali, Singh, and Sohal, 2017).
As per the given scenario, the chosen company is LPHY which is one of the leading local charity
whose key aim is to provide the best hospice care for local individuals. Moreover, this is
performed fundamentally by the gift of at least £1m per year to NHS Hospice, that enable the
additional facilities provision like Hospice at Home and Day Hospice and others. The topics
which are going to be covered in this report are Identify and rationalise strategic change that is
taken by LPHY and application of change management model to represent its proposed change.
Apart from this, Identification of potential organisational and individual resistance for proposed
change plan are also discussed in this report.
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MAIN BODY
Identify and rationalise strategic and operational change that is taken by LPHY.
Strategic change is considered as the execution of modification into crucial business areas
in context to opportunities and threats within new marketplace. Moreover, this is the
accountability of higher management of organisation to undertake the particular change factors
into its business. In respect to LPHY, which is the charity firm have to execute change as per the
market needs as well as also for overcoming from the various threats which generally occurs into
business. Additionally, there are various forms of issue faced by this local entity such as
enhancing staff turnover, issues in raising funds, lack of proficient staff, lack of information
technology infrastructure and many more (Doppelt, and McDonough, 2017). So, in order to
overcome from all these problems respective organisations have to undertake and implement
change. Few of the strategic change and operational elements that they can take place at LPHY
are discussed below:
Development of IT: This is considered to be one of the crucial aspects for any firm at present
times as it enables them to boosts their operations effectively. Based on this, organisation may
able to save their time upon various activities as well as may form decision quickly into lesser
time period. Moreover, the stronger IT infrastructure also assists LPHY to protect their essential
data as well as treat the people in effective and efficient manners.
Implementation of effective performance management: Performance management is one of
the crucial functions of a business entity which helps in increasing output of employees. The
strategic management of an organisation should adopt key frameworks in order to increase the
performance management. This is major role of LPHY's management to include key practices
related to performance management for dealing with the change in a key manner.
Implementation of formulated idea- The developed and formulated business idea is essential
for the business to increase effectiveness in major functions (Dzwigol, Shcherbak, and Vasiuta,
2019). In order to face the change in a precise and advanced manner, it is necessary for LPHY to
implement the formulated idea. The key function of a business should be on analysing the
feasibility of idea to achieve set targets-
Strategic and operational management- Professional strategic management should be there
and hired by a company to gain strategic growth. In the era of stiff competition between
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companies, it is crucial for LPHY to also hire good employees in operational management to
manage inventory and stock. Operational management of LPHY should also develop a key
technique in order to utilise the available resources.
Use of change management model to outline planned change management approach to this
proposed change
The planned change management is also one of the key approaches which helps the management
to face future consequences and issues. LPHY should take help and assistance of planned and
change management models in order to develop precise and systematic approach at the
marketplace. The LPHY should consider support of change management planning in order to
eliminate risk associated with operations (Fonseca, and Domingues, 2017). LPHY must also put
emphasis on implementation of various change management related planning in order to ensure
success at the marketplace. Change management planning time frame should be also identified
by a company in order to move ahead of its competitors.
The change management models are one of the major concepts which are universally
adopted and effective for gaining competitive advantage. It is one of the key role of business to
maintain relationship with major customers and apply the change models. The application of
Lewin's change management is mentioned below:
 Unfreeze- This is one of the most crucial stages in the change management model which
helps in increasing the chances of competitive success. In this phase a business entity
should unfreeze in order to formulate best change management related practices. The
unfreeze stage should be implemented with key benefits for the future perspectives of
company.
 Freeze- In order to develop key effectiveness in Lewin's change management models it is
crucial to freeze according to the situation (Grimolizzi-Jensen, 2018). The business entity
should develop focused approach in managing change in order to develop strategic
choices. The main steps related to dealing with the change should be adopted by business
entity in order to gain marketplace success.
 Refreeze- This phase in change management model includes focus on primary business
activities, which are important in order to develop. The business organisation develops
itself according to change management based situation and falls back to continue the old
business practices.
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ADKAR model of change-
 Awareness- The awareness related to change which is taking place in the company
should be there in the employees (Kuzmanova, and Ivanov, 2019). Company must
provide appropriate training and development opportunities to every employee in order to
ensure company development. The awareness is the major source of increasing the
potential of employees in order to face the change.
 Desire- In the functioning of a business, it is essential to focus on wants and needs of
customers. The desire for change should be identified and after that business organisation
should formulate key actions to achieve the same. Desire is the key opportunity which is
there in the mindset of employees in order to face the change in precise manner. Key
desire to meet change related aspects are essential for a business to lead the competition.
 Knowledge- The knowledge and learnings of an organisation are always crucial in
dealing with change related opportunities. Knowledge support and development system
should be evaluated by a company in order to increase the chances of success. The
knowledge support system should be developed by LPHY with the assistance of IT
experts.
 Ability- The key ability to face Change is necessary for the business in order to increase
the competencies. The LPHY should focus on analysing key roles and responsibilities of
each and every employee to facilitate decision making. The ability of employees will play
a significant role in dealing with the changes.
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Identification of potential organisational and individual resistance for proposed change plan
The change is one of the crucial part of a business which helps in managing key
operations of the business. In order to increase the chances of development, it is main role of a
business to focus on potential organisational and individual resistance. The change plan must be
formulated by a business entity in order to deal with main change related aspects. Organisation
face a critical resistance when the change related practices takes place. It is also one of the key
role of a business to set up competitive approach in dealing with the change. The individual
resistance of employees is also necessary to be identified in order to achieve set targets and
objectives of the company. Employee resistance is one of the key factors which can increase the
chances of negativity in the functioning of a company (Love, and Matthews, 2019). To deal with
organisational and employee resistance, it is crucial role of a business to deliver best practices in
dealing with the change. Business entity should develop key approach in order to deal with key
issues related to change for growth and development. The key role of a business is to develop
planning in order to face major challenges and consequences of challenges to lead the
competition. In order to develop effective approach in dealing with main functions, it is
necessary for LPHY to consider the following factors in order to increase overall potential:
 Training and development- The training and development should be provided to each
employee in order to make them more competent. In order to fulfil training and
development needs to increase the employee knowledge. Key role of a business is to
develop professional training to employees to increase their impact.
 Ethics and integrity- Ethics and integrity based practices should be well adopted by a
business entity to develop key effective parameters. The application of ethics in
employees will help in maintaining key functions of the organisation to develop focused
approach.
 Employee support system- The employee support system should be present in the
LPHY to motivate employees on regular basis. This will increase the potential of
employees in order to gain main confidence related to business functions (Maali, Lines,
and Sullivan, 2020). The support system will also provide guidance to employees in order
to increase the growth and expansion opportunities related to change.
 Effective human resource management- The human resource management is
considered as backbone of a business entity. It supports the organisation to follow key
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practices related to change and also develop key competencies which are part of a
business (Matthews, Love, and Ramanayaka, 2018). The human resource management
of the LPHY should perform key functions like culture, conflict and workplace
management to ensure development.
Change management approach and Recommendations for LPHY
The LPHY Charity organisation should formulate key approach in managing the change
and its related dimensions (Saetren, and Laumann, 2017). Main approaches which can help it to
face new consequences and challenges related to change are mentioned below:
 Implementation of relevant change management models and theories will support
the LPHY to develop focused change management strategies.
 The application of information and technology and new business practices will help
the LPHY to perform operations in a quick and accurate manner.
 LPHY should adopt focused approach in dealing in new consequences and issues
related to change (Stouten, Rousseau, and De Cremer, 2018).
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CONCLUSION
As per the above report, it has been concluded that change management plays vital role
within organisation. As, this is a vital method for an entity that renders competitive edge for
business. It also aids in overcoming from various difficulties and threats as well as assists them
to undertake benefits of opportunities which incurs within market areas. Moreover, it is essential
for firm to perform strategic change as this is the accountability of higher management of
organisation to undertake the particular change factors into its business.
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REFERENCES
Books and Journal
Al-Ali, A.A., Singh, S.K., and Sohal, A.S., 2017. Change management through leadership: the
mediating role of organizational culture. International Journal of Organizational Analysis.
Doppelt, B. and McDonough, W., 2017. Leading change toward sustainability: A change-
management guide for business, government and civil society. Routledge.
Dzwigol, H., Shcherbak, S., and Vasiuta, V., 2019. Formation of strategic change management
system at an enterprise. Academy of Strategic Management Journal, 18, pp.1-8.
Fonseca, L.M. and Domingues, J.P., 2017, July. Listen to ISO 9001: 2015 for organizational
competitiveness: Correlation between change management and improvement. In Proceedings of
the International Conference on Business Excellence (Vol. 11, No. 1, pp. 916-926).
Grimolizzi-Jensen, C.J., 2018. Organizational change: Effect of motivational interviewing on
readiness to change. Journal of Change Management, 18(1), pp.54-69.
Kuzmanova, M. and Ivanov, I., 2019, June. Relation between change management and crisis
management: Survey evidence. In International Conference Knowledge-Based
Organization (Vol. 25, No. 1, pp. 255-260).
Love, P.E. and Matthews, J., 2019. The ‘how’of benefits management for digital technology:
From engineering to asset management. Automation in Construction, 107, p.102930.
Maali, O., Lines, B., and Sullivan, K., 2020. Change management practices for adopting new
technologies in the design and construction industry. Journal of Information Technology in
Construction, 25, pp.325-341.
Matthews, J., Love, P.E., and Ramanayaka, C., 2018. Building information modelling in
construction: insights from collaboration and change management perspectives. Production
planning & control, 29(3), pp.202-216.
Saetren, G.B. and Laumann, K., 2017. Organizational change management theories and safety–A
critical review. Safety Science Monitor, 20(1), pp.1-10.
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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