Importance of Change and Organizational Development for LPHY

This report discusses the importance of change and organizational development for LPHY, a local charity organization. It covers the strategic and operational importance of change, application and evaluation of change management model, and the role of organizational development in future success of the business. The report also includes a summary of Lewis change management model and VUCA environment. Course code MG630.

MG630 Change and
Organizational Development

TABLE OF CONTENT
INTRODUCTION.....................................................................................................................................3
Strategic and operational importance of change for LPHY.....................................................................3
Application and evaluation of change management model......................................................................4
Role of organization development that would play in future success of business....................................6
CONCLUSION..........................................................................................................................................7
REFRENCES.............................................................................................................................................8

INTRODUCTION
Change and organizational development plays crucial role for determining competent
improvement and essential for business overall progression functionally, based on rapid
advanced professional goals. LPHY is local charity organization, enabling best additional
services focusing on competent skills development where it values are related towards
professionalism, agility, community and team. The research is about strategic and operational
importance of change, application and evaluation of change management model, future success
goals for improving extended development. Study further aims to develop extensive strategic
and operational importance by professionalism, agility and team’s development.
Strategic and operational importance of change for LPHY
Strategic and operational importance of change for LPHY can be analyzed that it further
significantly enables operational change to be developed on strategically for untapped
professional goals. LPHY aims to evolve towards new scale change management procedures,
for pertaining towards extensive change development for intricate diversity. Change better
improves company business goals, extensively improvises vision towards productive
management within longer time period dynamically.
 Volatile: Change is rapidly and unpredictable for extended development on business
grounds (Tsoutsoura, 2021) Company volatile change is integrally essential, as it forms
untapped vision towards change to be implemented at LPHY for rapid empowered
untapped abilities. Volatile change practically enhances company extensive goals to be

improvised on, for extended productive scale growth. Volatile change is essentially
crucial, as it encompasses extensive scope to be evolved on for rapid improved
benchmarks.
 Uncertain: Present is unclear and future is uncertain, which significantly showcases focus
towards parameters that strategic operational change further expands commercial goals
diversely on new domains. Change is uncertain and needs specific extensive scope to be
practically generated into actions, for evolving towards new technical grounds. The
uncertain changes, extensively develops technical scope to be improved on for
determined business targets.
 Complex: This factor, also aims to extensively advance on focus towards change
determined aspect for strengthening rapid complex engagement based on rapid working
targets. Change being complex, further retains untapped goals to be implemented into
business targets for strengthening rapid improvement. Complex business determinants
further aim to extensively improvise new standards of services and generate rapid
working, for authentically improved targets (Tsoutsoura, 2021).
 Ambiguous: There is lack of clarity and awareness about situations, where it further
advances scope for extended productivity among new services. Ambiguous extensively
generates change to be diversified into new steps, business to be extensively worked on
for strengthened functional goals. Ambiguous changes, advances scope to improvise
company overall growth for technical determined based on rapid untapped benchmarks.
This factor productively demands new changes to be implemented into company goals,
for extensive scope based on productive keen targets and competitive abilities on
commercial work.
The VUCA environment represents set of challenges that individuals, managers and companies
are affected in industry productively. LPHY aims to develop new change management
procedures, by implementing VUCA and generating new change into strategies for retaining
growth functionally (McKenzie, 2021).
. Change strengthens business management steps, to be taken for strengthening goodwill
domains and determined parameters based on scaled up criteria towards untapped technical

goals. LPH will be able to competitively advance on scope for strengthened business targets,
rapidly advance on new targets for extensive change management goals.
Application and evaluation of change management model
The VUCA environment further demands change management model implementation, as
it further aims LPHY to engage towards new change development steps effectively. Lewis
change management model is one of the best change management format, where it further forms
competent efficiency towards attending larger business goals. Change management model
further extensively forms company new vision targets to be actively evolved, based on rapid
competent expansion functionally. VUCA further aims to advance on scope, for retaining
competitive engagement based on rapid untapped productive targets for retaining untapped
competitive growth. Application of change management model, paces benchmarks to be engaged
on for optimum extensive scope to be worked on for rapid edge growth goals.
 Unfreezing: At this stage, LPHY will be identifying changes in management which have
to be implemented for rapid advanced improvement and strengthening wider goals for
competent vision productivity. All the old changes which need to be removed, will be
identified at this stage and new procedures will be implemented with innovation,
creativity extensively. The unfreezing stage will be essentially looking towards olds
strategies that have to be removed, and new changes motivation will be analyzed. It
identifies all old changes that have to be removed on, for extensive working growth
benchmarks engagement, and ideal new competitive growth scope. The unfreezing
extensively forms company idealistic functional business benchmarks to be expanded, for
retaining untapped abilities and determine operational growth goals.
 Freezing: The stage of freezing is for extensive development of new procedures, strategic
competitive abilities and empowered vision development towards untapped productive
goal for strengthening new targets. LPH aims to freeze new vision at this stage, generate
extensive empowered motivation for productive competitive abilities. Freezing will be
extensively worked on for retaining best management structure, based on untapped scope
for retaining overall growth targets. The freezing stage further determines best steps to be
worked on, as it surpasses extensive motivation grounds for retained competitive
abilities. The freezing stage is where investments is taken into action, and dynamically

taken into action for authentic benchmarks based on rapid improvement paradigms
(Franklin, 2021).
 Refreezing: At the last stage of refreezing, success will be measured and analyzed among
new changes by keeping track of all tasks and functional goals. Refreezing will also make
sure that new changes which have been implemented, gets positive feedbacks and
retaining is developed for longer time period. The new changes that have been
implemented, will be monitored for determined quality growth domains and towards
strategic business goals. The refreezing of new changes, extensively improvises
untapped goals to be evolved on for fundamental change management targets within
extensive benchmarks. Refreezing further aims to competently advance on scope for
competitive growth benchmarks, pertaining towards new profits.
The change management model extensively builds company new changes to be practically
evolved, strategic changes to be improved on for long term improvement. LPHY by determining
change into action, based into change management will be able to extensively monitor growth
for competitive abilities. It also significantly restores best scope to be evolved on towards new
edge working vision, for more goodwill within sector Zainol, N. U and et.al., 2021
.
Role of organization development that would play in future success of business
The organizational development plays effective role for future success in business
grounds, where LPHY aims to generate productive organizational development competently
towards new changes. It can be analyzed that it enables company to retain extended strategic
choice on business grounds, with better quality efficiency parameters and wider outputs
management. The LPHY by evolving towards role of organizational development will be able to
attain new future success of business grounds (Barbosa and et.al, 2021).
The organizational development aims to adhere towards future success goals, based on
benchmarks for optimum working grounds which retains competitive standards. Future success
of business is retained based by developing new untapped changes into actions, where LPHY
aims to adhere towards determining best revenue standards. Organization development aims to
competently, expand best future success grounds based on keen vision oriented targets for
overall benchmarks within longer time run. The future success goals in business grounds, opens

up scope for determining new fundamental grounds based on extended revenue parameters for
retaining extensive scope towards primitive engagement benchmarks. It further also forms
optimistic growth to be worked on as per company long term determinants, for retaining
extensive parameters based on diverse operational growth results (Ali and Anwar, 2021).
Organization progress is fueled with significant progression, based on change in
organizational development targets for success management and strengthened empowerment for
technical higher end productivity extensively. VUCA, further aims to competently advance
scope for developing rapid empowered revenue and change innovation extensively parameters. It
technically opens up scope for company to primitively bring change strategically for intricate
competitive abilities within longer run.
LPHY aims to expand best strategic management targets, by retaining stronger
productive targets and advancing scope for leveraging best change steps. The company
development further retains best change management steps, for strengthening untapped business
goals in determining best technical operatives dynamically. LPHY aims to competitively
advance on scope, for retaining best technical operatives based on rapid advancement for higher
profitability capabilities. Organizational development, among working procedures rapidly
improvises new tasks for determined operative growth benchmarks based on untapped abilities.
Within future success of business, new benchmarks can be attained towards strengthened
revenue scope and also to retain productive technical targets for improved vision goals
(Alhawamdeh, 2021).
CONCLUSION
The study has concluded importance of strategic and operational importance for LPHY,
as change fundamentally expands company scope to attain new profitable working targets
extensively on new grounds. Report has summarized Lewis change management model strategic
implementation, based on which stages of change further strengthens company productive goals
within longer time period. The study further concluded that LPHY determines best technical
scope under organizational development, which plays in future success of business grounds for
strengthened expertise under working paradigms.

REFRENCES
Books and Journals

Alhawamdeh, A., 2021. Recommendation to Improve Project Management Practices of the Case
Company.
Ali, B.J. and Anwar, G., 2021. The mediation role of change management in employee
development. Ali, BJ, & Anwar, G.(2021). The Mediation Role of Change
Management in Employee Development. International Journal of English
Literature and Social Sciences, 6(2), pp.361-374.
Barbosa, A. P. F. P. L and et.al, 2021. Configurations of project management practices to
enhance the performance of open innovation R&D projects. International
Journal of Project Management, 39(2), pp.128-138.
Franklin, M., 2021. Agile change management: A practical framework for successful change
planning and implementation. Kogan Page Publishers.
McKenzie, D., 2021. Small business training to improve management practices in developing
countries: re-assessing the evidence for ‘training doesn’t work’. Oxford Review
of Economic Policy, 37(2), pp.276-301.
Tsoutsoura, M., 2021. Family firms and management practices. Oxford Review of Economic
Policy, 37(2), pp.323-334.
Zainol, N. U and et.al., 2021. Managing Organizational Change through Effective Leadership: A
review from Literature. International Journal of Academic Research in Business
and Social Sciences, 11(1), pp.1-10.