MG630 Change Management and Organisational Development: LPHY Report

This report analyzes change management and organizational development strategies for LPHY, a local charity aiming to enhance its services. It identifies strategic changes like structural reorganization, improved leadership, and employee training to address existing challenges. The report uses a change management model to outline a planned approach, considering potential organizational and individual resistance. Key strategies include merger and acquisition, organizational chart changes, and creating new departments. The analysis emphasizes the importance of participative leadership, employee engagement, and addressing resistance through clear communication and commitment to change. The goal is to improve LPHY's fundraising and community service capabilities.

Change management
and organisational
development

TABLE OF CONTENT
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Identifying and rationalizing a strategic change that LPHY can take.........................................3
Using a change management model for outlining a planned change approach to this proposed
change..........................................................................................................................................4
Addressing the potential for organizational and individual resistance of the proposed change
plan...............................................................................................................................................5
REFERENCES................................................................................................................................8

INTRODUCTION
Change management is defined as the approach which is mainly responsible for
transforming the company as to achieve organisational goals. The main gaols of this is it
implementing and use various strategies as for reducing the cost by ever-increasing productivity
which helps in reducing risks. The LPHY the local charity company is mainly established as for
providing various services as of fundraising and providing charity to large number of individuals.
This report provide detail about the identifying and rationalising the strategic changes that must
be taken by the LPHY. Also using change management model as to outlining the planned change
approach for this proposed change. Lastly addressing the potential organisational and individual
resistance of the proposed change plan.
MAIN BODY
Identifying and rationalizing a strategic change that LPHY can take
From the analysation it is seen that the organisation is facing lack of leadership a
management in the company this result in changing the structures.
The strategic change needed by the company in reducing the voluntary redundancies
with changing the existing role and responsibility and organising training and development
programs for the employees which are working and serving the LPHY. Rationalizing the
structural changes in the LPHY aids in shifting into the role, departments, as by reorganizing the
units with Adding more new employees and training with revising the old roles and
responsibility (Jayatilleke and Lai, 2018). With changing into the role and responsibility aids in
restructuring the whole team working in the company for serving the charity purpose. Due to
lack of support in the social welfare organization hindered in achieving success for raising funds
and properly managing all its operations. As with adopting the structural strategies as:
The merger and acquisition
This strategical technique mainly helps in changing the structure, this results in
eliminating the redundancies with defines all the roles, results in changing the leaderships. Also,
it supports in managing changes (Harrison and et.al., 2021). With creating new company
structure helps in forming effective strategy and planning for changes by merger and acquisition
with other company as for raising more funds this helps in achieving success as for serving and

funding additional community services. This results in achieving the leadership and helps in
improving the operational practices followed by the LHYP.
Changing the organizational chart: With changing the LHYP chart helps in changing and
making more effective leadership teams as by adopting new strategies, policies for improving
and growing the company performance and raising funds. With changing the social welfare
LHYP, chart helps in changing the leadership by being more organised, coordinated and
controlling the team members as for guiding and operating with adopting the new policies , plans
and strategies for working in the LHYP.
Creating new departments and teams:
Further, with creating new teams and new departments in the social welfare organisation
as to intimal the working of charity and raising funds results in improving the leadership . As the
team members are dependent on the leaders for reporting (Jami Pour and Hosseinzadeh, 2021).
As for creating new team leadership is necessary as it helps in improving with guiding the new
teams with assigning the different role and responsibility for Working and serving the
Community purpose.
Using a change management model for outlining a planned change approach to this proposed
change
With using the change management model helps in guiding and making changes in
effective manner as to achieve objectives of the social welfare company. Adopting this models s
to change the leadership style and the structure of the LYHP. This model mainly comprises the 7
stages:
Structure: Previously company is using the horizontal structures in the company , with using
this model it helps in changing the structure (McKinsey 7S Model, 2022) . As by adopting the
hierarchical structure helps in employing the right skilled personnel on the right job helps in
achieving the gaols with raising funds. This results in impacting and changing the culture, and
leading styles in the LHYP.
Strategy: Adopting the new strategy as for changing the structure of the business and the
leadership styles (Ratana, Raksmey and Danut, 2020). Designing the plan as for changing the
strategy with adopting the new hierarchical structure which helps in attaining competitive
advantage for the social welfare company which helps in raising funds.

Systems : by not adopting the new infrastructure, using the same infrastructure as for changing
the leadership styles and the structure followed in the company this results in achieving the
leadership styles for aligning the skilled and specific right personal at right job.
Skills: Hiring the right skilled and assessing the skills before hiring the personal a for achieving
more competency this result in changing the culture with hiring more skilled and competent
personnels for working and not resisting to changes.
Style: In this changing and adopting the participative leadership styles in the LHYP as for
engaging the employees for giving opinion in taking decisions for achieving the goals by more
raising funds, also participating into the workings.
staff: As For encouraging the employees and creating more motivating and reducing resisting to
change environment, by training employees and development the team of competent and new
personal helps in changing the culture and leadership practices.
shared values: For changing the leadership style the social welfare organisation must align all
the newly structured team personnels, as by training and engaging with informing about new
policies and procedures with maintaining the effective teams by leading with using the
participative leadership styles.
Addressing the potential for organizational and individual resistance of the proposed change plan
For this organization there are barriers which are going to be caused by both the
individuals and organization would face are,
Limited understanding of the changes and its impact :
Both the organization and the individual are going to be effective for the ways in which
the organization and the individual changes are affected by the organization. Due to the changes
the organizations and its employees are not able to understand the change or be able to analyse
the effectiveness.
Negative attitude :
There are changes that have been considered to be the ways in which would affect the
growth of the organization. It has been seen as the key factor that is said to be the key
determinant that is impacting the growth of the organization.
Declining in the quality and work :

The quality of the work of the employees are also affected due to the ways in which the
organization is going to help the society generate the effectiveness of the quality and work. It can
be found that it would help the social welfare organization to provide the company to be able
gain growth in the operations.
Failure to involve employees in the change process :
The change process of the organization would be the key towards the ways in which the
business is going to get affected negatively for the generation of the management of the
practices.
Inefficiency in communication :
Due to the lack of performance of the organization the business faces an issue that is
related to the poor piece of communication which creates a negative influence of the ways in
which the business is going to create an influence (Abbott and McGuinness, 2022).
Cost of change management :
The change management of the organization is also said to be the cost that helps the
business that is going to be ways in which the business is going to create the growth in the
operational management.
Lack of commitment to change :
Due to the new types of changes that are developed in the organization it affects the ways
in which the business is going to gain the growth that is required. For this organization the social
helped can be done with the influence of the way sin which thy are able to gain operational
management practices.
Experience of failed change initiative :
Because of the change there are always the risk of having a failed experience to the
changes that are made to the ingratiation. It can be very negative to the influence of the ways in
which the organization is affected.
CONCLUSION
From this above report it can be concluded that, change management in the company
mainly helps in achieving gaols by setting strategies in social welfare organisation. The LHPY
reconsigned as the charity organisation mainly helps in raising funds for supporting individual by
charity and raising funds for supporting individuals. With identified the change in the company

as the structural changes will help in resolving the issues faced by changing and forming new
skilled teams, with new hiring, changing role and responsibility, with training and developing the
skilled workforce. Various individual resist to changes as for not cooperating in achieving sauces
for the LPHY. This aid in planning fro the proposed changes for resolving issues by
implementing changes.

REFERENCES
Books and Journals
Abbott, L. and McGuinness, S., 2022. Change management in Northern Ireland’s transformed
integrated schools: what we want is a school where you can be who you are and it’sa
safe place. International Journal of Inclusive Education. 26(6). pp.576-591.
Harrison, R., and et.al., 2021. Where do models for change management, improvement and
implementation meet? A systematic review of the applications of change management
models in healthcare. Journal of healthcare leadership. 13. p.85.
Jami Pour, M. and Hosseinzadeh, M., 2021. An integrated framework of change management for
social CRM implementation. Information Systems and e-Business Management. 19(1).
pp.43-75.
Jayatilleke, S. and Lai, R., 2018. A systematic review of requirements change
management. Information and Software Technology. 93. pp.163-185.
Ratana, S., Raksmey, C. and Danut, D., 2020. CONCEPTUALIZING A FRAMEWORK: A
CRITICAL REVIEW OF THE DEVELOPMENT OF CHANGE MANAGEMENT
THEORIES. Studies in Business & Economics. 15(2).
Online
McKinsey 7S Model.2022.[Online]. Available
through:<https://corporatefinanceinstitute.com/resources/knowledge/strategy/mckinsey-
7s-model/>