LPHY Organisational Development: Strategic Change Management Report

This report argues the strategic and operational importance of change for LPHY, a local charity organization in the UK focused on Hospice care. It identifies, applies, and evaluates the VUCA change management model for LPH, addressing volatility, uncertainty, complexity, and ambiguity in the context of fundraising and resource management. The report also identifies the role of organizational development in LPHY's future success, including optimizing operations and enabling leadership. It emphasizes the need for strategic and operational changes to maintain competitiveness and achieve long-term goals, highlighting the importance of employee mindset and resource utilization. Desklib provides a platform for students to access this report and many other solved assignments.

Change and
organisational
development

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Argue the strategic and operational importance of change for LPHY.......................................3
Identify, apply and evaluate an appropriate change management model that you would advise
LPH
engage with................................................................................................................................6
Identify the role that Organisational Development will play in the future success of the
business.......................................................................................................................................7
CONCLUSION...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Organisational development refers to the process of the development of the workplace as
a whole and it is termed as an objective-based methodologies that are used to execute a change
of the organisational systems. This process is considered as the work of assisting the success of
the organisation through aligning cultural, structural as well as strategic realities of the task in
order to give response to the requirements of an ever-developing environment of the business.
Organisational change includes the structure, processes and technology of the organisation along
with the models of the business in order to gain the competitive advantages. Within this
presentation, LPHY is a local charity organisation that is taken into consideration for
demonstrating different aspects of this project (Al Hachem, Valax and Herman, 2019). This
organisation is located in United Kingdom and its objective is to assist the best Hospice care for
the local people. This presentation includes the arguments on the strategic as well as operational
importance of change for LPHY. Along with it, there will be identification, application and
evaluation of the appropriate change management model in context to LPH. Moreover, there
will also be an identification on the role that the process of organisational development plays in
the future success of the business.
MAIN BODY
Argue the strategic and operational importance of change for LPHY
Strategic importance of change
The strategic change is a major type of change which is considered as an important
planning framework that will help Help LPHY to overcome different consequences. With the
help and support of strategic and change management approach, a company can easily compete
in the contemporary business environment. In the recent times, all major companies focus on
implementation of strategic change to increase profitability and revenue. The LPHY should also
take support of top level and strategic management in order to develop key strategies for the
future. All major companies in the international and national marketplace focus on strategic
change to deal with key issues and challenges (Beniflah and Veloz, 2021). There are various
companies which focus on development of effective change based tools and techniques which
are important for overall growth of the organisation. There are different companies at the
marketplace which also focus on development of a major planning framework in order to

achieve key targets and objectives that are based on future development aspects. The key
advantage of adopting change management is, it will help company to move ahead of
competitors. This approach will also help the company to gain competitive advantage in a short
span of time. Strategic management of a company should be dedicated to facilitate the change
management of a business according to dynamic business surroundings. The business should
take into consideration development of a focused and precise framework which is essential for
expansion of the organisation (Chiva, 2021). LPHY will also achieve key competitive edge in a
set period of time with the support of change management functions and approach.
Change management should be also facilitated with the help of strategic choices which
are formulated by board of directors of LPHY. The companies in the global and domestic
marketplace should also focus on analysing the importance of external and macro factors which
are important for development of a company. This is also one of the major role of management
to set key development based approaches which are beneficial for increasing key strengths and
opportunities for a company. The different organisations at the marketplace should focus on
analysing factors present and risk associated with the business in order to gain competency edge.
The professionalism in change management should be facilitated with the help of strategic
framework which is important for overall development. Strategic changes will include focus on
resources and human resources which are beneficial for adopting change management based
approach. The key function of a business is to analyse in depth key components which are
impacting on its strategic choices. All major companies should briefly evaluate key factors
related to a strategy development and focus on factors and their development. LPHY should
focus on increasing the mindset and perception of employees in order to develop a positive
approach.
Operational change is the urgent requirement of LPHY in order to gain effective edge in
the competition. The management of LPHY should focus on development of effective approach
which is helpful in supporting company's growth. The key competition approach is essential for
maintaining business and its functions. The main aim of LPHY is to develop operational change
according to competition based perspectives (Das, 2019). The LPHY should bring development
based approach which should consider optimum utilisation of resources. It is also one of the
major role of management of LPHY to focus on formulating strategic choices which are helpful
in supporting business. Operations management is a key approach which is beneficial for

increasing the competitive strength of a company. The operations management of a company is
also helpful in development of key products. Focus on quality management brings attention of
different customers and will lead to develop key emphasis on different operational activities. In
order to develop operational management of a company, it is crucial to focus on overall
operations and their flow. Supervision and control on different operations should be there by
management of LPHY to gain effectiveness in key operations. All major companies in the global
marketplace, should also evaluate various tools and techniques which are required to support
development of operational management. The operational management change will support a
company in order to deliver key business practices which are appropriate for growth and
expansion of a business (Goode, Hegarty and Levy, 2018). In the corporate world, it is essential
for a company to analyse different growth based factors which are important for development of
business. The operational change will also include key importance of planning framework for
strategic actions. It is key role of management of a company to briefly put emphasis on different
tools and techniques which are required to facilitate the desired change. In the development of a
company, operational change is a key requirement of every organisation. There are various
companies in the performing operations in the internal environment and development of
workplace management. Total quality management is a major concept which should be followed
by a company to put emphasis on key objectives and goals of a company. The different
companies in the marketplace should focus on briefly performing assessment of operations
related to business development. In the recent times, major companies focus on increasing their
overall strength by the support of operational activities and development. The operational
change is also a key requirement of a business which helps in increasing competition based
approach. In the era of stiff competition between companies, it is crucial role of a business to
develop a focused approach in order to develop a major and precise strategy. The strategic and
top level management should also focus on the business functions and develop them with the
support of long term planning. LPHY should consider key tools and techniques which are
important for development of desired changes. In the business working, a company should focus
on achievement of developing a business plan. The key factors which are associated with
operations management should be taken into consideration with the help of focused approach to
gain development based objectives (Perényi and Trąpczyński, 2020). The management of LPHY

should also focus on key perspectives of development and implement them with control and
supervision.
Identify, apply and evaluate an appropriate change management model that you would advise
LPH
engage with
The models of change management are considered as the concepts, theories as well as
methodologies that facilitates in giving an insight method to the organisational change. The main
aim of the models of change management is to give a guide or a direction in order to make the
changes, initiating the process of transformation along with making sure that the changes are
accepted and executed (Shaik, 2020). There are various models of change management and as
per the existing scenario, the change management model of VUCA is identified and is adviced to
be used by LPH. VUCA stands for volatility, uncertainty, complexity as well as ambiguity
which is a set of qualities that are taken altogether and characterise the nature of some of crucial
situations and conditions. There are four different kinds of challenges within the respective
model that are demanding four distinct types of the responses. The description of each challenge
of the model is given as below in context to LPH:
 Volatility: It is referred to the quality of becoming subject to the frequent, significant
and fast change. This kind of challenge is unstable or unexpected and may of the
unknown time period. But it is not essentially typical in order to understand and the
knowledge in relation to this is often available. In context of the LPH, the volatility
challenge can be of the poor relation to the process of fundraising as there is a sensitivity
regarding the changes or the decisions that are originating from the Head Office of the
respective organisation. Although the existing senior management team within the LPH
have been pushed the aspect of 'one team', yet this sense of the division was highlighted
at the time of pandemic situation of the COVID-19 when all the staff in the retail sector
were furloughed because there was the closure of the markets and organisations.
 Uncertainty: As per this challenge, despite a lack of other information, the basic cause
of the event as well as effect are known. The change is possible in this situation but it is
not given. In context to LPH, there is a lack of other information that are associated with
the given situation of poor fundraising (Srinivas, 2020). However, the change is possible

though raising the funds from the different external and internal stakeholders such as
insurance companies, people, government, investors and many more.
 Complexity: This kind of challenge or the situation has a large number of interconnected
parts as well as variables and according to this challenge, the information is available and
can be predicted but the nature along with the volume of it can be overwhelming to the
process. In relation to the LPH, the large number of interconnected part and variables
includes stakeholders, different types of resources such as financial resources, human
resources, technological resources and many other.
 Ambiguity: According to this kind of challenge, the casual relationships are entirely not
clear and is not defined in a proper way (van Nistelrooij, 2021). There are no existence of
the precedents and unknown situations are faced within this. In context to LPH, there is a
lack of clarity of the roles of human resources that are expected to fulfill. Since a
manpower is needed to understand in a clear way regarding its role but is not clear about
the result of the negative situations such as poor fundraising.
Identify the role that Organisational Development will play in the future success of the business
Organisational development improves existing activity and implement new one, OD having
an impact on strengthen and enable leaders and business function to make contributions in the
development of organisation. Organisational development will command meta tools which
allows to enable others. Some of the roles of OD are discussed below,
 Optimizations of operations:- Operational development want to find operations that
require a change in the entity. For management plan this process is important for
decision makers. It is done for the analyses of needs which effects that change will
happen. It is also finds out the impact of change in the business environment and the it is
the best way to rolling out the modification to the overall organisation. In context to the
company LPHY they have many operations in the organisation. They collect charity
from different organisations and distributes into their different departments as to
effectively working in the organisation. There is a very smooth functioning or operations
within the company. The management of the company organised their sources in such a
way that it can improve productivity and the morale of their employees.
 Improved efficiency:- Organisational development make able to company in
continuously increase their process and offerings (Singh and Kaur, 2020). By helps in

creates strategic choices in every action that a company is engaging. Operational
management assist in improving efficiency. This leads to produce improved outputs with
existing or new inputs. In context to the company, the respective company is doing their
work with efficiency. There business environment is going very smooth and all the
workers who works in the company enable them to achieve organisational goals very
efficiently.
 Improved effectiveness:- In the organisation it is not just about being efficient, activities
should also done in a very effective manner so that they can save time as well as energy.
Doing those actions effectively is evenly important as well (Marchalina, Ahmad and
Gelaidan, 2020). Outcomes from operational development are enhance communication,
intact with people and feedbacks. It leads to carry out multiple solutions foe the needs of
business and by careful consideration they pick out one best solution among all solution
and if they choose best alternative will always meet its objectives. In context to the
company, LPHY management need to focus on their operations as to increase efficiency
in the organisation. The respective company should select best and affordable
alternatives among all the alternatives given. If the company finds out best alternative it
helps them in longer period of sustainability in the market and enable company to
expand its business by increase goods or brand image to people.
 Cost reduction:- Organisational development is able to enhance satisfaction to its
employees. This process assist the company in reducing the absenteeism and employee
turnover and it is helpful in reducing cost regarding recruiting and retention of the
employees. It helps in enhancing work culture within the organisation by continuous
improvement as to increase productivity and reducing operational cost. In context to the
LPHY they should provide best work culture to its employees so they feel motivated and
supportive and it will lead to less absenteeism. This will help in minimizing operational
cost of respective company.
CONCLUSION
From above conclusion of the presentation, it has been concluded that the process of
change and organisational development are interrelated in such a way that the concept of
organisational development is considered as a planned effort that is taken in order to enhance the
effectiveness as well as efficiency of the organisation along with the process of implementing

the organisational change. The aspect of organisational change and development are necessary
in order to create an organisation adapt as well as grow with its given market. Within this
presentation, the different aspects that are concerned with the change and organisational
development have been discussed. This presentation as covered the arguments of the strategic
and operational importance of change for the organisation. Furthermore, there has been an
identification, application and evaluation of the model of change management. Moreover, the
role of organisational development has also been discuss in this presentation that will help the
organisation in achieving the future success of its business.

REFERENCES
Books and Journals
Aitken, K. and von Treuer, K., 2020. Leadership behaviours that foster organisational
identification during change. Journal of Organizational Change Management.
Al Hachem, C., Valax, M. and Herman, A., 2019, September. Institutional Change: Alignment
And Organisational Development in a French Hospital using Collective Action. In 6th
WINIR Conference 2019. Institutions for inclusive societies, global & comparative
perspectives.
Beniflah, J. and Veloz, J., 2021. Building a multicultural organisation: A conceptual model for
organisational change in the 21st century. Journal of Cultural Marketing Strategy, 5(2),
pp.153-168.
Chiva, R., 2021. Organisational Change and Development. In Change and Development in
Organisations (pp. 3-13). Routledge.
Das, A., 2019. Interventions for Organisational Development. Educational Quest, 10(3), pp.107-
118.
Goode, C.A., Hegarty, B. and Levy, C., 2018. Collaborative curriculum design and the impact
on organisational culture. TechTrends, 62(4), pp.393-402.
Marchalina, L., Ahmad, H. and Gelaidan, H.M., 2020. Employees' commitment to change:
personality traits and organizational culture. Journal of Economic and Administrative
Sciences.
Perényi, Á. and Trąpczyński, P., 2020. Incremental or radical development? A dynamic
approach to organisational changes and growth of Hungarian ICT SMEs. JEEMS
Journal of East European Management Studies, 25(1), pp.165-193.
Shaik, K., 2020. FABRICATING THE PROFICIENCIES OF EMPLOYEES TRANSFORM
TO IMPERISHABLE ORGANISATIONAL DEVELOPMENT: AN
EXAMINATION. Global Journal For Research Analysis (GJRA), 9(4).
Singh, G. and Kaur, K., 2020. Probing Into the Journey of Appreciative Inquiry Towards
Organizational Development: Challenges and Solution. In Appreciative Inquiry
Approaches to Organizational Transformation (pp. 194-207). IGI Global.
Srinivas, E.S., 2020. Future of Organisational Development. NHRD Network Journal, 13(2),
pp.246-250.
van Nistelrooij, A., 2021. Change Dynamics. In Embracing Organisational Development and
Change (pp. 243-286). Springer, Cham.