Change and Organisational Development

Change and
Organisational
Development

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Identify and rationalise the strategic change that LPHY can take .............................................3
With support of change management model, outline the planned change approach to this
proposed change .........................................................................................................................4
Address the potential of an organisation and individual resistance of the proposed plan..........6
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Organisational development refers to the approaches which are objectives based to
systems change within an organisation. This is a kind of development which enables the
organisation to sustain and build the new desired state for the entire organisation. In the present
report, LPHY is taken into consideration(Austen and Jones-Devitt., 2018). It is basically a local
charity that aims to support the best Hospice care for local people. Th present report will cover
discussion about the strategic change that LPHY can take and also about the change management
model for outlining the planned change approach to the proposed change. In addition to this, the
report will cover analysis about the potential for organisational and individual resistance of the
proposed change plan.
MAIN BODY
Identify and rationalise the strategic change that LPHY can take
LPHY is basically a local charity which aims for supporting the best Hospice care for
local people. The organisation is divided into two categories which is named as retail and non-
retail(fundraising/finance/admin). During the pandemic situation, they have the opportunity to
restructure which results in eight voluntary redundancies from those who felt the planned
changes to T & Cs and the methods of working were also unnecessary. In the past, retail has the
poor relationship with fundraising and also there is sensitivity towards changes/ decisions which
has originated from the Head Office. The management team has pushed towards the concept of
one team(Curtis., 2018). This concept has raised when there was pandemic situation and all the
retail staff were furloughed as the shops were closed. The charity has also decided to invest into
higher terms in the new IT structure which has provided the full cost case of business to the
board which details the important benefits into context of cost savings and also increases the
productivity as well. The charity has taken this decision because many people have forgot their
email address which are of working nature and they have started using personal email and
phones for the work purpose.
It has been observed that due to pandemic situation, there was weakness into context of
fundraising model to the fore which is a reliance on the community events which has left the
charity into vulnerable position as this situation has cut down the major sources of income.