Change Management & Development: A Strategic Report on LPHY

This report examines change management and organizational development strategies at LPHY, a local charity. It identifies strategic changes LPHY can undertake to address challenges in fundraising, communication, and customer satisfaction, recommending the implementation of effective communication technologies. The report uses the VUCA and ADKAR models to outline a planned change approach, emphasizing awareness, desire, knowledge, ability, and reinforcement. It also addresses potential organizational and individual resistance to change using the McKinsey 7S model, focusing on structure, strategy, skills, systems, shared values, style, and staff. The report concludes by highlighting the importance of managing resistance and ensuring successful change implementation to enhance LPHY's competitiveness and performance. Desklib provides access to similar solved assignments and resources for students.

CHANGE MANAGEMENT
AND ORGANISATIONAL
DEVELOPMENT

EXECUTIVE SUMMARY
The study has been highlighted the implementation of varied models such as VUCA,
DKAR, and Mckinsey, organization has achieved target aims and objectives. It has gained
competitive advantages by using structure, styles and other key element of each model, which
contributed to gain further success. The utilization of VUCA and other models has allowed
LPHY to eliminate the causes behind employee resistance. It has enabled management to take
pleasure of increasing sales and profitability as well as productivity. Furthermore, company has
successfully implemented change by using and developing the best plans that has been
implemented into practical manner.

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK...............................................................................................................................................4
1- Identifying and rationalizing a strategic change that LPHY can take.....................................4
2- Using a change management model to outline a planned change approach to proposed
change..........................................................................................................................................5
3- Addressing potential for organizational and individual resistance of proposed change plan. 8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Change management is defined as one of those systematic and effective approaches that
enable a manager in an organization to deal with transformation or strategic transition of
ventures aim, technologies and procedures (Ali and Anwar, 2021). This form of approach plays
significant role in the context of organizational development and growth in the market, where the
competition level among companies is higher. The current assignment will be based on LPHY,
which falls under the category of housing firms in the UK. The study will explain rationalizes a
strategic change that organization can take. Furthermore, it will also specify uses of change
management model and potential for organizational as well as individual resistance of proposed
change plan.
TASK
1- Identifying and rationalizing a strategic change that LPHY can take.
It is fact that a change is essential part of organizational success and growth in the
corporate world (Sujová and Simanová, 2022). In case of LPHY, management also approach to
make strategic change in the context of their management and operational activities. The main
reason to make possible modification is to overcome the challenges related to fundraising,
communication and customer satisfaction that affect the way firm conduct strategic practices to
reach desire outcomes. The chosen company is a local charity, which aim is to support housing
care for local individual. With more than 50 people, along with support from over 400
volunteers, who are able to perform in retail and housing shops, organization take initiative to
enhance customer satisfaction.
There are different types of activities and practices has been conducted in the venture,
that affect directly to its profitability and productivity level (Zainol and et.al., 2021). From give
case study of LPHY, it has been identified that lack of effective communication create issue to
interact with each other in the workplace as most of its outlet do not have advance computers.
Still, employee can read emails on touch screen, which impact negatively upon their
performance. This issue is essential and beneficial for company to take under its consideration,
which become the reason to make strategic change in the workplace in term of implementing
effective communication technologies such as smart computer systems. Staff members in the
company due to not having this resource have many times forgotten their work email address and
are utilizing personal phones & email for professional work purposes.

It can be said that without effective interaction among employees in the workplace, the
success and progress of any company is not possible. It may create a lot of issues for
management to handle daily operations, either functional or operational. Lack of strategic
direction and poor management is another reasons that drive the attention of company toward
making essential change that affect positively further in term of increasing customers'
satisfaction level as management may effectively make relation to fundraising.
Along with above issues, lack of suitable candidates is another challenge that drive
organization and its administration attention toward leadership and other form of change in the
work area. It may affect positively and provide chance to reach desire outcomes that is essential
for company to obtain so.
In today's era, strategic change plays crucial role in the corporate world, especially in
case of companies, where each organization faces the toughest time and major challenges (Díaz-
Iglesias, Blanco-González and Orden-Cruz, 2021). Strategic change is the only source that affect
the way a company beat their rival and give tough competition. In order to stay competitive and
generate revenue more than rivals in the business world from each retail outlet, firm may take
strategic approach in term of possible changes that it can take and develop plan to implement
each activity into practical manner.
All above reasons enable company to take right decision toward strategic and essential
change, in regard to different areas that affect its performance, productivity and profitability. It
may allow organization to sustain in the market and run its venture successfully, which is
important for rapid growth in the future (Shulga, 2021). Leadership, technology, management
and other type of operational change affect business positively, that enable firm to stand
competitive for longer.
2- Using a change management model to outline a planned change approach to proposed change.
VUCA model-
It is one of those strategic models that utilized in the world of business, for purpose of
planning change. It may define the situation of continuous, unpredictable change that may now
norm in varied sectors and key areas of corporate world (Persis and et.al., 2021). In case of
LPHY, this model is applicable in term of key stages that management may take into their
consideration and these are;
Volatility-

This stage may drive the attention of management toward taking action of managing
change in form of considering the lowest and highest possible value, which may allow them to
move toward approaches that may fast these values (Manimuthu and et.al., 2021). It may enable
them to focus on essential chance that may implement before issue or challenge occurrence.
Uncertainty-
Under this stage, they may focus on what need to change and potential signs of a
modification (Nowacka, and Rzemieniak, 2021). By considering these things, they may take
right decision to manage change and implement the same appropriately.
Complexity-
It may allow them to understand the structure of change involved in the overall process
and concentrate on interconnection between each practice.
Ambiguity-
This stage refer to lack of specification about how to make change in the workplace in the
LPHY, which is important and beneficial. It may drive the manager attention toward clarifying
the aim and objectives among employees related to change implementation that help to manage
everything.
The process of managing change in an organization entails different forms of practices
and activities. In order to conduct each practice and activity in appropriate manner, in case of
LPHY, where management and firm can take action to propose change plan, a specific model of
Illustration 1: VUCA Model
(Source: What VUCA Really Means for You, 2022)

change management is required to implement. ADKAR is the best and most effective change
management framework, that enable organization to outline a planned change method to propose
the same concept in effective and systematic manner.
Awareness-
Before implementing any form of change plan in the company workplace, it is important
for administration to generate awareness among employees regarding the same (How To Take
The Adkar Change Model From Theory To Practice, 2021). Awareness term may drive their
attention toward conducting specific and strategic practice and that is effective communication.
The aim of this interaction is to aware people about what form of change their organization is
proposed and how it may plan to implement, by using some specific resources.
Desire-
For purpose of outlining planned change approach in regard to propose change, along
with above element, management may take current term into their consideration. According to
second component of ADKAR model, it is essential for manager to motivate people in term of
identifying and fulfilling their needs, which enable them to retain with LPHY for longer. They
may take approach to increase the desire for change and engage themselves in similar process by
Illustration 2: ADKAR
(Source: The ADKAR model, 2021)

communicating and involvement employees in decision-making (ADKAR Model: What Is It and
How To Use It, 2019).
Knowledge-
Along with conducting above activities and practices, management may take initiative to
provide knowledge to employees about what and how proposed change is plan to implement. It
is important for employees and other members such as managers to acquire new in detail
knowledge or undergo effective training session, which may give them better comprehending for
a change (Jaaron, Hijazi and Musleh, 2021). It can be said that knowledge milestone in the
chosen model is usually about education and training, which enable individual candidate to
develop skill to use advanced computer systems that may have great feature related to email.
Ability-
Before and after implementing a proposed change, in the workplace, it is necessary for
organizational management to identify the ability among individual person in the workforce, in
the context of accepting and working with any change. They may make assure that workers may
have capability to make and accept change or not, which drive their attention toward further
improvement that is crucial for business success in the housing sector.
Reinforcement-
One of the biggest challenge for company is to make change stick in the work area and
other essential areas of business. In order to sustain the current modification, it is essential for
them to keep talking about how things are going or progressing toward success. They may take
initiative to communicate employees and share information about how things are going into
practical manner.
3- Addressing potential for organizational and individual resistance of proposed change plan.
Mckinsey Model-
Structure-
This term is included in list of hard elements, that become the biggest reason to accept
the change in the workplace of LPHY. When the organizational structure is not appropriate or
impact in negative manner after change, it becomes the reason for employee resistance.
Strategy-
Organization in order to form a plan related to change in the workplace, may focus on
implement the best strategy, which may put positive impact on organizational and employees

performance (Akerib and et.al., 2021). It is important for management to form the best plan and
then implement with good planning.
Skill-
The another reason behind resistance for change is skill, when employees may have right
competencies they may work with any form of change in the work area.
System-
It is also essential for managers and leaders to have the best technical system, that
employees may use to reach desire outcome after and before change implementation (Hermanto
and et.al., 2021).
Shared values-
The aim and objectives of company is the key source of employees retention, which
knowledge they may have. As it may enable them to retain with brand without and with having
essential changes.
Style-
The style that leaders and managers adopt might be appropriate that eliminate the factor
behind employee resistance to change.
Staff-
It is necessary for management to engage each candidate in decisions, that boost their
morale (Setianingrum, Puspitasari and Wulandari, 2021). Without engaging them, they may
create issue in the workplace that outcome in resistance to accept change.
Increase or emerging demand for further investment in technology, leadership and other
type of change, is the best example of potential or reason for organizational resistance
(Vasanthakumar, 2021). It may affect negatively upon company success in the future, where
each organization may give tough competition to their competitors and always eager to do so.
Fear of failure is another potential reason behind the same resistance from organization side that
lead to decrease the process of proposed change plan implementation and final outcome that
management may expect. These two reasons becoming the biggest barriers or challenges for
implementing a proposed change plan in the LPHY, which aim to gain competitive advantages in
term of increasing profitability, productivity and performance extent, more than other brands.
Along with above potentials, management may consider more in the context of individual
workers resistance. For example, individual person in the workplace may believe that they may

do not perform effectively and productively, with any type of change in the work area. As they
may think that it affect negatively upon their work. Their beliefs and assumptions become the
potential for resistance of proposed change plan. They may take initiative to understand workers
need and then make any plan accordingly, which in turn provide desire outcomes at the end of
proposed plan implementation in the organization successfully and systematically.
CONCLUSION
On the basis of above discussion, it has been identified that organization has achieved its
target aims and objectives in effective manner. It has reached desire outcomes in term of
developing effective change management strategies. These things become the one of the major
sources of organizational success and growth in the world of business. Furthermore, by summing
up above discussion, it has been summarized that implementation of change management
process with skilled workforce has contributed to resolve the strategic issue of company. It has
achieved set goals and reach desire results successfully. The implementation and utilization of
ADKAR change management model has overcome the adverse impact of resistance.

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