Change Management and Organisational Development: A Case Study of LPHY

This report provides an analysis of change management and organizational development within the context of LPHY, a non-profit organization providing hospice services. It identifies strategic changes LPHY can undertake to address challenges posed by COVID-19, such as improving business processes and policies. The report explores the implementation of change management models like Lewin's Change Model and McKinsey 7s Model to facilitate planned change, enhance productivity, and boost employee morale. Furthermore, it addresses potential organizational and individual resistance to the proposed change plan and suggests strategies to mitigate these challenges. The report concludes by emphasizing the importance of adapting to change for organizational development and success.

Change management
and organisational
development

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Overview of company.................................................................................................................3
Determining addition to rationalising a strategic change which LPHY can take.......................4
Implementing a change management model to define a planned change approach to this
proposed change..........................................................................................................................5
Addressing the potential for organisational as well as individual resistance of proposed change
plan .............................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES:...............................................................................................................................9
Books and Journals.....................................................................................................................9

INTRODUCTION
Organisation development has been termed as modification addition to internal changes
in order to achieve company goals effectively (Anjilvelil, 2020). Change management assists the
business to implement many profitable values and ethics in workplace to improve overall
productivity. As the top management of company take effective decisions regarding modify their
structure, culture, policy and other to make their product and services more effective. By making
effective strategies and plan to implement changes in their organisation they can meet their
desired goals in less time and improve their market share. LPHY is a non profit and charity
organisation which is taken to define the concept of change management and organisational
development. The main of the this business organisation is to provide Hospice services to the
needy and help those who suffer form serious health condition.
This project highlights rationalisation of a strategic change which the organisation can
take for change as well as change management model to define a effective strategy to proposed
change. Further, it covers the potential for individual and organisational resistance of proposed
change plan.
MAIN BODY
Overview of company
LPHY is a non profitable and charitable trust which provide many hospice service to the
needy people in their local community. The main aim of the company is to serve as a financial
support to public or individual that suffers from serious disease. The business has financed the
NHS with amount of one million pound. Management of LPHY takes various steps in order to
work for welfare of community on regular basis. Also they planned to double their 9 online retail
stores to aid public in their domestic area (Das, 2019). Moreover, they also decided to raise 2
million pound that can be help them to financed more services to society for their welfare. There
are around 50 staff members along with 400 volunteers which are currently works for the LPHY.
As they give their best efforts to conduct their practices to improve overall effectiveness of
operations of their retail shops as well as generate finance. All staff members are highly skilled
and qualified who worked in systematic manner and helps the company to achieve their main
objectives. The top management of company decided to implement new modification and
changes in their online or offline retail along with non retail stores for that they also set new

objectives. Due to COVID- 19, LPHY faced many challenges and difficulties to carry out their
business operations effectively. COVID has impacted badly their fundraising operations which
hinder their performance and growth. Because of this pandemic, the company did not organised
any charity event which enable them to raise funds during that time for their Hospice services.
Due to shortage of fund they faced many problems which forces them to make changes in their
operations to deal with the situation effectively (Galli, 2018).
Determining addition to rationalising a strategic change which LPHY can take
In order to overcome from the various issues which are raised because of COVID 19,
management of LPHY need to improve their business process and policy for systematic working.
Effective change helps the company to increase their productivity and performance in order to
earn competitive advantages and good position in market. Strategic change has been determined
as change in work culture, structure, way of working and many more which can helps them to
encourage their staff members to work in innovative manner. Modification and transformation in
business policy of LPHY leads to many positive impacts like it assists professionals to develop
skills, improve morale of their employees and innovation in order to increase their market share.
Advantage of operational and strategies change in relevance to LPHY are shown below-
Helps in enhancing productivity- In LPHY, specialist have to change their way of
working and methods with the use of many effective strategies and frameworks to increase their
performance. Such as they decided to invest more amount in their computer system and to
develop IT structure so the staff member work efficiency (Golshirazi, 2020). At the time of
COVID, most of their work is online which required advanced system to increase funds for their
services. By this they bring new environment and innovation which enable LPHY to maximise
their effectiveness and productivity in order to finance their additional services.
Helps in boosting morale of staff members-Top management of LPHY needs to take
various decision to modified their culture, structure and method of working in order to increase
morale of their employees. By making it more easy and liberal they can allow their employees to
take efforts and bring new innovation to meet the desired goals of company (Lozano, 2022).
They can also motivate them by providing training to improve their skills or ability so they adopt
necessary changes to increase the quality of performance.

Implementing a change management model to define a planned change approach to this
proposed change
To implement changes in organisation the management of LPHY use various change
management model such as Lewin's model, McKinsey 7s model and many other. All these
model helps them to make effective changes in their way of working to enhance overall
effectiveness of company. With the use of these models they can also motivate their employees
to improve their skills in order to deal with many challenges.
Lewin's change model
Lewin's model is the most popular frameworks which helps management of understand
better about organisational change. This framework show the changes by implementing example
of ice cubes as how its shapes transforms into many shapes or size throughout the whole process
of unfreezing (Noori and Latifi, 2018). As Entrepreneur of LPHY can use this framework to
make changes in their organisation in order to develop their units. The Lewin's change model in
relevance to LPHY are mentioned underneath-
Unfreezing- It is the first phase of transition regarding the procedure of organisational
change. In this management of LPHY can take decision to make change and inform their
employees so they prepare in advance to adopt changes in their working. As they want to change
their culture, structure and implement new way of working as per COVID guidelines. By using
various communication tools like email, call , video conference and other to get support of staff
members in change procedure. Also professionals of LPHY can motivate them to improve their
skills to work on computer and online for success. Employees have to come out from their
comfort zone and improve their ability to work with new technology.
Change – In this stage management start actual working to implement transformation or
changes in business for future success. As management of LPHY can make proper strategy and
plan to invest in IT sector, install more computer system, use participative management style as
well as launch more shops to raise more funds for hospice services. By using effective
communication and providing training to staff members they can encourage them to give their
support and helps the company to meet their goals. Also they have to face many problems
regarding employees, their mindsets as they developed fear to getting infected so not ready to
work.

Refreezing- At this stage employees and management of LPHY are familiar or
comfortable with changes in their organisation. Management implemented changes addition to
talented staff member adopt changes in their working. By implementing functional structure and
management style they can interact better with employees and motivate them to work on
computer system so they achieve the goals after COVID and deal with many situations easily.
They can also provide many incentives like rewards, bonus and other financial benefits to
employees so they work hard and improve their skills for further innovation (Srinivas, 2020).
McKinsey 7s model
It includes 7 elements which management of LPHY can use in order to implement
effective changes in their organisation to reduce issues and increase productivity that are as
follows-
Strategy- It refers to a factor in which management of LPHY can make effective strategy
by analysing or studying market trends and their requirements to make effective change. As it
helps them to clearly know about their objectives to make plan for that to achieve it in effective
manner.
Structure- In this management of LPHY can make changes in their existing structure of
all units and arrange their employees in such a way like less skilled in lower unit and high skilled
employees in upper unit or technical work.
System- It is related to the processes and procedures of organisation for daily working in
LPHY (Stark, 2020). It is the main area which manager can give more focus as they make
changes in their daily working method by investing or installing more computer system for their
online retail shop to increase productivity.
Skills- In this management of LPHY can provide training and various essential
equipments which improve the skills of their employees and increase their flexibility to adopt
changes in their working to raise more fund for additional services.
Staff- In this HR manager of LPHY must identify the needs of employees for their new
stores and work on new technology. As they make effective job description to hire talented
employees for vacant job role who has full knowledge about digital technology, charity trust and
fundraising to achieve goals.
Style- In this management of LPHY must give focus on change their management style,
leadership and way of interaction with employees to motivate them to work hard for the

development. As they give more efforts to increase funds for additional services and charity for
needy people.
Shared value – As professionals of LPHY can make their workplace environment
effective and set standard norms, values and beliefs for employees so they behave ethically with
each other as well as make strong connection for systematic working by accepting the change in
positive way (van Nistelrooij, 2021).
Addressing the potential for organisational as well as individual resistance of proposed change
plan
In order to address all the potential changes in the business operations of LPHY like
modifying their culture, structure, new way of digital working in their organisation. Management
can use IT and digital technology in systematic manner to meet desired goals and get better
position in market. As they can use various frameworks, approaches and strategies to encourage
their staff members to become more productive and use advance technology in their working for
the benefit of company. By improving skills they can increase their ability to generate innovative
ideas in order to raise more funds by which they can provide better Hospice services to improve
health condition of people (Wąsowska, 2020). After COVID, in the market there are many
advance technology, software and opportunities which LPHY can take in business operations to
increase their productivity. As they can also change their way of working and hire highly skilled
staff who have full knowledge about IT technology to operate their online stores effectively.

CONCLUSION
As per above presented information it has been concluded that it is essential for any
organisation to make changes as in their way of working as per current requirement and way of
working for development. Effective changes helps them to increase productivity as well as boost
the morale of their employees to achieve success. Management can also use various models like
Lewin's change model and McKinsey model to implement changes effectively. There are many
potential for organisation as well as action for employee change management plan which foster
the growth of company.

REFERENCES:
Books and Journals
Anjilvelil, J.G., 2020. On the Character of Organisation Development: An Interview with Prof
Vijay Padaki. NHRD Network Journal. 13(3). pp.383-397.
Das, A., 2019. Interventions for Organisational Development. Educational Quest. 10(3). pp.107-
118.
Galli, B.J., 2018. Change management models: A comparative analysis and concerns. IEEE
Engineering Management Review. 46(3). pp.124-132.
Golshirazi, H., 2020. The development of an automated decision-making framework through the
utilisation of the latest Enterprise Resource Planning (ERP) technologies for
organisational change (Doctoral dissertation, Middlesex University).
Lozano, R., 2022. Organisational Change Management for Sustainability. In Toward Sustainable
Organisations (pp. 75-88). Springer, Cham.
Noori, B. and Latifi, M., 2018. Development of Six Sigma methodology to improve grinding
processes: a change management approach. International journal of lean six sigma.
Srinivas, E.S., 2020. Future of Organisational Development. NHRD Network Journal. 13(2).
pp.246-250.
Stark, J., 2020. PLM and Organisational Change Management. In Product Lifecycle
Management (Volume 1) (pp. 377-409). Springer, Cham.
van Nistelrooij, A., 2021. Beyond Organisation Development. In Embracing Organisational
Development and Change (pp. 129-167). Springer, Cham.
Wąsowska, A., 2020. Organisational development in the context of radical institutional change:
the case study of Poland’s Ursus. Business History. pp.1-26.