LPHY: Change Management, Organisational Development, and Resistance

This report provides an analysis of change management and organisational development within LPHY, a local charity firm supporting hospice care. It identifies strategic changes LPHY can undertake to address challenges posed by the VUCA environment, including restructuring organisational terms, improving HR policies, and developing fundraising events. The report applies Lewin's change management model to outline a planned change approach, focusing on unfreezing, changing, and refreezing stages. It also addresses potential organisational and individual resistance to the proposed changes, highlighting the importance of communication and employee involvement. The goal is to enhance LPHY's efficiency, performance, and ability to support hospice care effectively. Desklib provides access to similar solved assignments and study resources for students.

Change Management
and Organisational
Development

Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Identifies and rationalise a strategic change that LPHY can take........................................4
Change management model to outline a planned change approach.....................................6
Address organisational and individual resistance for proposed change..............................7
CONCLUSION................................................................................................................................8
REFRENCES...................................................................................................................................9

INTRODUCTION
Organisational development may be defined as a process in which the management of the
company identify as well as analyse the different types of changes along with their impact on the
different operations of the business. Whereas, the change management is being considered as
that process which facilitates the firm to effectively deal with the transactions and the
transformational change (van Nistelrooij, 2021). Effective change management business
approaches assist the business organisation to implement, control change and make their
employees able to efficiently adopts the modifications in the proper manner. If the company
management implement the proper changes, then this led the business organisation towards
success. For the completion of this report LPHY has been taken into consideration which is a
local charity firm that involves in supporting excellent Hospice for local people. The chosen firm
has the 50 staff members and 400 volunteers to work in the hospice, retail shop and fund-raising.
The following report is going to cover the strategic changes which need to be taken into account
by the respective firm along with the change management models which assist in implementing
the changes in suitable manner. In addition to this, this report also explained the organisational
and individual resistance for proposed change.
TASK
The LPHY is basically a local charity firm that wanted to give support hospice care for local
people by giving them 1 million pound per annum which assist these hospices care to give
excellent health care service to patient. LPHY has two halves line retail and fundraising. The
respective firm operate in the VUCA atmosphere that has a great impact on its functions and
operations in a various way. The impact of all the factors which comprises under the VUCA
environment on the performance of the business has been discussed below: -
 Complexity: - this is basically a situation which comprises of several key factors and
variables that are interrelated with each other’s and has a great impact on the performance
of the firm. The business organisation not be able to take the effective decision because
of the nit availability of information, which develop complex situation for them
(BENNET, 2021). Two different department are operated by the LPHY organisation in
which one department is handle by the online team that analyse the current situation in
proper manner.

 Volatility: -this is being considered as that element which is totally related to the speed
of change. This develops unexpected challenges for the business entity in the competitive
environment. In the recent times, the needs of the customers, preferences of the
customers and demand in the retail industry has been fluctuate on regular basis. Online
working pattern are utilized by the different types of organisations in the current business
environment at a very large level (Srinivas, 2020). This develop a issue for LPHY
because most of their functions are perform through offline mode. So, in order to handle
the online activities different types of problems are faced by the LPHY company because
of the less availability of workers who possess the IT skills.
 Ambiguity: -this is related to a situation where the lack of clarity is present in relation to
how to interpret something. Due to the availability of incomplete as well as the inaccurate
data result in developing confusion within the organisation which directly impact the
decision making of the firm. In both the department of the LPHY, problems in relation to
the inappropriate employees is faced by the firm and the less availability of the
information impact the entire performance of the of the company.
 Uncertainty: - this may be referred as that situation within which the business
organisation not be able to take the decision and predict the future problem in proper
manner. Proper decision is not taken by the management of the LPHY in the uncertain
business atmosphere in relation to the needs of the staff members. That is why the
company has the high employee’s turnover rate which has a great impact on the entire
performance of the company (Chowdhury, 2019).
Identifies and rationalise a strategic change that LPHY can take
There are different types of problems which are faced by the management of the LPHY
company which has a huge impact on the entire efficiency and the performance of the
organization. The number of patients has been increases day by day so, the LPHY required more
employees to effectively handle the patients. But the employees of the firm leaving the
organization which create bad situation for them. It has been realised by the manager of the
company is that less appropriate candidates are available for the job vacancies and most of the
employees not came in the organisation because of the work pressure and sickness. In addition to
this, the online team of the company not properly manage the work and difficulties in raising the
fund is also faced by the LPHY.

All the difficulties and problems which are faced by the firm paid a huge negative impact
on the entire performance of the company in the competitive environment. In order to handle all
these problems in a proper manner and enjoy the competitive advantage over their rivals in the
competitive environment, it is very crucial of the company management to implement the
effective change strategies. The respective firm may have to redefined the way of managing the
company employees and policies to attain the set goals on time. Different types of strategic
changes can be adopted by the management of the LPHY which are discussed below: -
 Restructuring organisational Terms & Conditions: -it is very crucial for the respective
firm to redefined and restructure the process of working, which assist them to handle the
entire incapability’s and inefficiencies. This result in that business perform in the right
direction and enjoy the competitive advantage. Problems in relation to the employee
turnover and lake of skills within the employees is faced by the LPHY which result in
reducing their performance and productivity (Waddell and et. al., 2019). Systematic
recruitment and selection approach must have to be adopted by the LPHY through which,
capable and talented candidates are selected who fir for the role within the firm. With the
help of this, they are able to hire the skill full candidates who carry out the different
functions of the company in a very effective and productive manner. In addition to this,
the firm also have to provide training to their employees which develops new skills
within them and motivate them to perform effectively. Change in the HR policies of the
firm result in attaining the set objectives.
 Develop the events for the fund raising: -It is very important for the management of the
LPHY to take the proper strategic decision as well as the action to solve the problems
related to the fund raising. By organising the fund-raising events, the firm can donate
higher funds to hospice so that patients can get the proper treatment and other medical
services.
By adopting these strategic changes, the firm can effectively improve their productivity
and the entire performance. The change in the HR policies make enable them to hire the right
candidates on right position at right time and by developing proper training programme for them
motivate the company employee to perform well. These changes allow the firm to reduce the

employees turnover rate and retain the talented employees for a long period of time within the
firm.
Change management model to outline a planned change approach
Different types of issues as well as problems are faced by the LPHY which has a great
impact on company effectiveness. Changes must have to implemented by the firm to eliminate
these issues and accelerates business performance. To implement these changes, change
management model in relation to the LPHY has been discussed below: -
Lewin change management model: - this model is introduced by the Kurt Lewin in 1950
which comprises of three stages of implementing the change within the organisation. The three
phrases of this model are mentioned below: -
 Unfreeze: -this is the first stage of this model in which company management
concentrate on motivating the employees in order to adopt the proposed changes so that
the entire effectiveness of the firm can be enhanced and management can get the
competitive and sustainable advantage in the uncertain situations (Bhayangkara and et.
al., 2020)
 . In relation to the LPHY, different types of effective strategies and plan are developed by
management of the respective company to implement the changes regarding recruitment
and training. Employees of the firm are motivated by managers to adopt the changes
through communicating the reasons behind making the opportunities in organisational
policies.
 Change: -In this phase, the organization has developed strategies and actions which
assist the company to achieve its set goals and drive specific changes at all levels of the
organization which improve the company's competitiveness (Galli, 2018). Change
policies are implemented by the LPHY organization within the workplace and measures
the outcome with the help of existing workers. This allows organizations to retain staff
members and improve their involvement to achieving corporate goals.
 Refreeze: -In this phase, the organization make sure that all changes remain within the
firm for an extended period of time. This is the most crucial phase of measuring the
proposed business changes success. In relation to LPHY, the organization sees how
change strategies are implemented to achieve organisational goals in the desired way.

Organizations establish a variety of criteria and use them to measure and analyse the
performance along with the efficiency of change policies.
With the help of this change model company can effectively implement the changes
related to hiring process in all departments of the organization. This will help the business
functions to move in the right way and achieve the goals on time
Address organisational and individual resistance for proposed change
In today's business environment, organizations face a variety of challenges which may
affect the entire work and company efficiency. Therefore, it is essential for companies to adjust
their situation and change their business to gain a competitive advantage. LPHY organizations is
required to modify the working structure conditions, like recruitment and training, to recruit the
qualified and competent candidates and enhance their work capacity by training. Organizations
are using new technologies for recruitment and training (Yavuz, 2020). The employees will resist
within the organization to adopt the changes. It's important for LPHY organizations to
communicate the benefits of change to their employees and find effective solutions to implement
business changes more smoothly and effortlessly. There are many reasons to resist changes
which are discussed below: -
 Lack of acceptance or tolerance for changes in employee, prevents them from properly
accepting changes. It is crucial for the respective organization to make the changes easy
and reasonable so that workforce can effectively accept and enhance the whole company
performance.
 Another reason to resist change is the unknown, invisible future which make the staff
members afraid to adopt the change. Firm can manage this by communicating with
participants about changes and making them alert of positive influences of performance
and process changes. It somehow assists them to accept the change and increases the
potential for change in the organisation.
 Organizations are also resists to accept changes because of rigidity and limitations of
company structure. Not all organizational members are involved in implementing the
process changes, that is why the implementation of the change affects the entire business
structure that the members are aware of. Restructuring the work process of LPHY
organization and other considerations may result in facing the resistance from various
department members (Das, 2019).

 Different groups within an organization resists changes because they wanted to follow the
same behaviour patterns and cultures and change can affect their existing behaviours.
These situations or conditions must have to be understand by LPHY and aware the staff
members about the different opportunities behind adopting the changes.
From the above discussion it has been determined that any change within the business
organisation is strongly resist by the employees as well as the company structure. But the
situation of resistance can be overcome by maintaining effective communication at all the
management levels and influence the employees to adopts the changes which improves their
productivity (Coetzee and Nkosi, 2019). Main source of resistance needs to be identified by the
management of LPHY and then formulate the proper plan to handle these situations. Successful
implementation of the changes result in improving the entire work procedure and make the firm
able to enjoy the competitive advantage in the competitive environment.
CONCLUSION
From the above report it has been concluded that changes and organizational development
are key approaches that organizations take to gain a competitive advantage in the industry and
improve their profitability in a dynamic and complex business atmosphere. This report
concluded that by implementing the necessary changes at all levels of the business, organizations
can efficiently achieve their set objectives. Organizational development with the concept of
guiding firm functions in the right way and maintaining sustainability in an uncertain business
environment also concluded in this report. It is crucial that the organization adopts a proper
change management model to implement changes in an appropriate way.

REFRENCES
Books and journals
van Nistelrooij, A., 2021. Change Management. In Embracing Organisational Development and
Change (pp. 37-86). Springer, Cham.
BENNET, A., 2021. MANAGEMENT & ORGANISATIONAL
DEVELOPMENT. TYPEFACE.
Srinivas, E.S., 2020. Future of Organisational Development. NHRD Network Journal, 13(2),
pp.246-250.
Chowdhury, R., 2019. Organisational Development. In Systems Thinking for Management
Consultants (pp. 457-484). Springer, Singapore.
Waddell, D and et. al., 2019. Organisational change: Development and transformation. Cengage
AU.
Yavuz, M., 2020. TOWARDS A BETTER COST AND QUALITY STRUCTURE THROUGH
ORGANISATIONAL DEVELOPMENT INTERVENTIONS: A CASE STUDY. The
Journal of Social Science, 4(7), pp.265-274.
Das, A., 2019. Interventions for Organisational Development. Educational Quest, 10(3), pp.107-
118.
Coetzee, J.L. and Nkosi, S., 2019. Successful Organisational Development of Asset Management
Organisations. In Asset Intelligence through Integration and Interoperability and
Contemporary Vibration Engineering Technologies (pp. 95-106). Springer, Cham.
Galli, B.J., 2018. Change management models: A comparative analysis and concerns. IEEE
Engineering Management Review, 46(3), pp.124-132.
Bhayangkara, A.N and et. al., 2020. The Role of Instructional Leadership Through Kurt Lewin
Model in Improving the Teacher Capability. 2nd Early Childhood and Primary
Childhood Education (ECPE 2020), pp.307-317.