Change and Organisational Development: A Strategic Change Plan for LPHY Charity

This report discusses a strategic change plan for LPHY charity using Kurt Lewin's Change Management Model. It identifies the potential resistance and benefits of the proposed change plan. The report also highlights the need for training and development of the company's staff to make strategies for the growth of the business.

Change and
organisational
Development

INTRODUCTION
Change and organisational development is said to be a wide application of the behavioural
science and knowledge that results in the development of the organisation. It contains the making
strategies that is beneficial for the organisation, restructured the development plan and different
processes that needs in achieving effectiveness in the organisation working. To build and to
provide development in the company there is a need to implement the planning, effective
leadership, management of the things properly and maintenance of the change. The manage the
organisation in terms of changing is very much important as changes are constant and to
redevelop organisation, it requires to adapt those changes. The aim of this report is to highlight
the objectives of the LPHY company which is local charity that provides the best care for the
local people. The effective charity by the company is deliver through the gifted amount by NHS
hospice. LPHY needs to develop their skilled team in order to implement new ways of working
and to achieve the objectives.
TASK
Identifies and rationalises a strategic change that LPHY can take.
LPHY is the local charity whose main aim is to provide the best care for local people. They
are having the staff of 50 people and having 400 volunteers. The company needs to make
changes in their strategies and use that changes in order to achieve their objectives. The company
is using its strategy by implementing the VUCA which is volatility, uncertainty, complexity and
ambiguity.
 Volatility- It is defined as the quality of being frequent , rapid and significant changes.
LHPY is the small organisation but which have larger changes. In context of the charity
they have to achieve changes in the organisation in order to achieve objectives.
 Uncertainty- It refers the occurrence of the events and the outcomes that are
unpredictable in the organisation. These events cause major impact on the working of
the organisation. In the context of LHPY, there are many volunteers in the organisation
and to face uncertainty impact them majorly.
 Complexity- It is defined as the multiplicity of the issues and the factors in the
organisation which may be or not related to each other. In the context of LHPY , the
issues arises in the charity are mostly because or for people who are seeking care from
the charity.

 Ambiguity- It is said to be lack of clarity and difficulty in getting things in the
organisation which as overall create a situation which is difficult to handle. In the context
of LHPY they are dealing with the issues in their working as the organisation is sensitive
towards the changes.
There are several problems from which the charity is dealing currently which causes extra
damage on the working of the company some of the issues are discussed below:
 Bad staff working- The staff of the company which is handling their tasks and
performance are facing many issues related to their health problems. As the staff of the
company are taking additional leaves which is affecting the company tasks management
and creating stress among the members who are working and the management.
 Unfocused team- The newly appointed manager in the company are not focusing properly
in the management of the things which are causing issues to manage things out. The
administration department are losing their effectiveness and the online department are
completely failing in generating the forecasting sales.
 Difficulty in finding suitable candidates- As the current staff of the organisation are not
working properly and are making many mistakes but hiring is also creating difficulty as
candidates are demanding higher salary than the company offering.
Strategies that need to be follow in order to work effectively and efficiently are discussed
below:
 Provide training to the staff- In order to make the current working staff effective in terms
of working there is need to provide them training appropriately as they are not properly
aware of consequences that may occur if the organisation fail to work.
 Motivate employees- More of the company staff are taking leave and this is impacting
more on the company working, they should motivate the employees by monetary
incentives and by non-financial incentives, which results in more contributions from the
employees sides.
2) Uses a change management model to outline a planned change approach to this
proposed
change.

In order to make the effective working in the organisation there is a need to change in the
management style of the organisation as new approaches create new opportunities for the
development and achieving tasks. LPHY needs to apply the Kurt Lewin's Change Management
Model. It is the model which contains three stages in it which are unfreezing, changing and
refreezing. It creates the the perception that changes in required in the organisation to acquire
desired changes in the behaviour and to builds strong behaviour norms. The three stages are
discussed below:
 Unfreezing- It is the initial and the most complicated stage as it contains the entire
process of management change that is needed in process of improvement. It contains the
enhancement of the environment of the working by making company realising the
benefits of moving from the current situation to the transformed situation. In the context
of LPHY they have to identify the advantages of the improvement and by that fostering
and motivating working environment.
 Change- This stage is called to be a stage of change or transitions as this stage
implements changes in the company by effective planning and communications with the
encouragement of the working staff. In context of LPHY , they have to work more in
their planning process and create a effective communication in order to generate work
from the staff.
 Refreezing- This stage is defined as the stage in which people move from the stage of
transition to more secure and stable stage, from this stage people of the organisation have
acquired new ways of acquiring things and working and the company is process to
establish new relationship. In the context of LPHY , this stage is acquired by them by
implementing new IT structure in the company, by providing training to the employees
and by reducing staff partially.
There are more changes in the management structure of the organisation that helps in the
organisation to make them working effectively. The charity LPHY have introduce more changes
in the organisation and these changes are discussed below:
 It structure- The organisation have to adopt new changes in the organisation and one of
the major changes are new IT structure for the company which helps in technological
advancement in the organisation. This helps employees of the LPHY to work more

flexibly and provides security to their data. The implementation of the structure
generates more benefits to the organisation.
 Changes in the sick leave policy- The organisation should make variations in the leave
policy of the company as these more of their staff are taking sick leaves which is
affecting their working structure. So by making clear about the policies and the
regulations in the organisation helps in building clarity in relationships.
 Training to the employees – The company is having the staff of 50 but they are also
having more than 400 volunteers in the organisation who makes major impact on the
working and task performance. By providing training could simplify their work as each
and everyone in the staff will be cleared about the duties and responsibilities they need
to handle and perform.
 Review salary- As it is being analysed that employees of the LPHY are not happy with
the current salary structure that is providing by the organisation and candidates are not
considering the salary workable as per the work. They have to provide strategy in
accordance to the market plan and objectives.
 Making staff to compensate- There is a need to make reduction in the existence staff as
by make them realise their working process and make them compensate for their low
sales.
3) Addresses the potential for organisational and individual resistance of the proposed
change
plan.
The proposed change plan in the LPHY can bring major changes in the working structure of
the company it also provides much more benefits to the organisation, the benefits that are
generated by the change in the plan are discussed below:
 Better relationship with customers- As enhancement in the working structure of the
organisation with the updated technology increases the working of the staff and this
affects on the relationship with the customers positively. The change in structure makes
organisation more communicative towards their customers.
 Minimizes the stress and make enhancement in productivity- By the developed strategy
in the LPHY results in reduction of the workload among the staff of the organisation and

it also provides the increment in the productivity in the organisation. With the helps of
new strategies and IT structure company can make their working structure better.
 Change in the staff attitudes- As by the motivation that company is providing to their
employees helps in changing their attitudes towards the working positively and with that
attitude they work more enthusiastically in the organisation. Staff feels appreciated with
the changing motivation and financial aid that company is providing to them.
 Enhancement in the employer brand- As LPHY are changing their strategy of working
and their way of treating their employees. With the better positive changes among the
working structure and by the better salary structure contributes more in enhancement of
the employer brands. It will make impact on the people as company's re-build structure is
generating more value for customer as well as for staff.
 Attractive business policies – It is being examine that with the changing plan in the
LPHY working structure results in better management of the organisation with that it alps
make business more attractive in regards with the customers and investors. The policies
of the organisation are more beneficial to the investors which making them invest more in
the organisation.
 Helps in multiplying company's effect- As the current changing plan of the company
impacted majorly among the investors and the customers because with the changing plan
creates the positive impact among the employees and it also contributes in terms of
working and creating market value.
CONCLUSION
From the above report it is being concluded that change in organisational development
contributes more on the growth of the company. And the most important aspect in the
development of the organisation is training and the development of the company's staff as it
helps in making strategies for the growth of the business. In the context of LPHY organisation ,
they are adopting new strategies in the organisation which fills the gap between skills and the
future opportunities. This program of providing training to the employees helps in various ways
as it enhances the skill of the employees, improves their efficiency in working and generates
productivity with the growth of the employees. This report contains that issues that LPHY is
facing in their working structure with the change in the management structure of the company.
The management structure implements with the Kurt Lewin's Change Management Model. At

last it includes the benefits of the changing plan of the company to the company, investors and
the customers.

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