LPHY Strategic Change: Management Models & Resistance Analysis

This report provides an analysis of strategic change and organizational development for LPHY, a local charity. It identifies and rationalizes strategic changes LPHY can undertake, such as implementing a theory of change, understanding the changing environment, navigating strategic decisions, capturing learning, understanding capabilities, and consolidating services. The report utilizes Lewin's change management model, outlining the unfreezing, changing, and freezing stages to propose a planned change approach. It also addresses potential organizational and individual resistance to the proposed change plan, highlighting the importance of employee involvement and effective communication. The study concludes that strategic and operational change is vital for LPHY's growth and future goals, emphasizing the role of change management in organizational development. Desklib offers similar solved assignments and past papers for students.

Change Management and
Organizational Development

Table of Contents
INTRODUCTION...........................................................3
Identifies and rationalizes a strategic change that LPHY
can take............................................................................3
Uses a change management model to outline a planned
change approach to this proposed change.......................4
Addresses the potential for organizational and individual
resistance of the proposed change plan...........................5
CONCLUSION................................................................6
REFERENCES................................................................7

INTRODUCTION
Change management is a term which is use by company to change the internal and
external environment of company. Change management is the process of changing the
environment within an organization. It is helps to achieve the goals. It is also helps in
organizational development. In other words, it is define as the term of control which identifies
the required changes within a organization. For any company it is necessary to organizational
change for success and growth. Organizational development refers to the implementation of
techniques and system which affect the organizational change. It is also shares so many ideas,
principle and goals for development of organization. LPHY is a service also known as local
charity which aim to support the local peoples by providing them home, food etc (Aboelmaged,
and Hashem, 2019). the charity has to change and develop the nation by increasing the number
of shops and fundraising development teams to support the people and want to give best hospice
care to them. LPHY provides services which is help to local people by offering them homes and
other services, these services is advantages for the poor people. They also provide listen services
where they are able to listen the problems of people.
MAIN BODY
Identifies and rationalizes a strategic change that LPHY can take.
Strategic plan refers to the planning which is help to achieve the goals. A strategic plan
considers by five components which includes vision, mission, goals, action, review. LPHY focus
on skills development which can be develop by the support of change management. LPHY
provided services to local peoples which can called as support of people. This Charity can be
developed by strategy process. LPHY can take some strategies to identified and rationalized the
development change, which includes theory of change, strategic decisions, capture learning,
consolidate services, and understand the capabilities. The strategic change is important for
LPHY, which analysis that the operational significant change can be developed by strategically
for achieving the goals. LPHY has to develop the new scale change management procedures, for
pertaining towards extensive change which includes theory change, changing environment,
strategic decisions, capture the learning, understating capabilities, consolidate services etc
(Bratton, 2020).
 Theory of Change: It is refers to the development which is require for need of change
within an organization to setup the goals. LPHY should take this strategy to clarify the
changes step-by step, which can help to achieve the goals. This strategy help the LPHY
to analysis their current activities and approach them to change it for future.
 Understand the changing environment: Understand the environment help to analysis the
current opportunities and threats in the market. LPHY should use this approach for
identified the opportunities and threats which can be measure by horizon scanning for
response and interact with others.

 Navigate strategic decisions: This strategy will help LPHY charity as a support which is
by friends and family, where friends and family are able to donate the fund for helping
the local people. It is also helps in maintain the communication between charity and
public.
 Capture learning: this strategy will help LHPY to analysis and development the strategy
by capturing it. Capture learning help to consider the data which will need to continue,
and collecting the response in order to make good decisions in the future.
 Understand the capabilities: by understanding the capabilities, LPHY can make a good
charity, which is help in to evaluate the health of the charity. During Covid-19 crisis it is
help to develop the plan to address the weakness and strengths of charity’s employees. Or
it is also called as understanding the capabilities of employee will help in health of
charity post.
 Consolidate services: These services are basically refers to the combination of different
activities. Most of charities faces difficulties to choose a certain service. Priorities
services will help LPHY to understand and analysis the key considerations which is
based on impact and also manage the winding services (Chowdhury, 2019).
 Funding: This approach will support LPHY to create the design of funding and deliver it
with many of peoples. Which will help in gain the communication skills with the peoples,
this development of communication skills will help in future interacting with peoples.
 Uncertainty: It is refers to the situation which involves unknown information for future
events. It is start to clarity with the guidance of organizational principle. It is important
factor for all charities for balancing the society balance. This is measure to respect of
continuance, duration etc. uncertainty for charity can be due to imbalance of funding
which is determine by the set the certain future with minimum risks. The impact of covid-
19 crisis difficult for everyone, when this situation rises all of people has uncertainty for
work load.
 Complex Face: it is refers to the change which is focus on the change of working targets.
It is untapped goals which is implemented for achieve the business targets.it is help in to
improve the work efficiency of the employee within a organizations. LPHY charity
complex faces are determine as to focus on the services which is provided by the charity
should be good which helps the people in services.
Uses a change management model to outline a planned change approach to this proposed change.
Change management model is a framework which is easy to understand the changes. It is
also helps in to analysis the barriers in organization. The model of change management can be
analysis by VUCA environment which is help in LPHY to know the information about the new
change development in the market. It is the best model which format the form of competent to
achieving the goals of business and make them success. Which is also helps in to setup the future
goals and growth. This format has been given by Lewis which aim to develop the change of the
organization. (Gatti, Ulrich, and Seele, 2019).

 Unfreezing: It is the first step of Lewin’s change management model which is help in to a
mental preparation of employee for the organizations. It is help in to improve the
efficiency of workers and willingness of peoples to change the environment by
realization of future growth. It is also helps in involving the people and change their
comfort zone. In this stage people were change and improve their working for change in
result. This is the stage where people are aware for effective communication which is
help to support the change process of development. LPHY aims to unfreeze the old
mission and vision at this stage because it will help LPHY to get the abilities for
unemployment.
 Change: it is refers to the change in the implementation of change within a organization,
it is called as a acceptance of new things which can be determine as the implementation
charge of people. In this stage, there are some changes which are necessary like careful,
communication, planning etc. it is analysis that transition is not easy because of
uncertainty of people and also most of people who adopting this change process are
fearful. This is necessary to change in any organization which is helps in development the
new opportunities. LPHY can use this stage for the change of people which are unfrozen
and develop their skills for future growth (Heizmann, and Liu, 2018).
 Freezing: this stage is refers to the development of strategies and competitive advantages
for achieving the productive goals within an organization. This stage of freezing can help
the LPHY to freezing the new vision for generating the employee motivation. Which is
help the LPHY to better working. It is the stage where the investment has been taken for
action. This stage will help in overall growth of the organization. The new vision of the
LPHY can helps to improve the funding for future growth.
Addresses the potential for organizational and individual resistance of the proposed change plan
Organizational development is not only good for the organization but also beneficial for
its leaders and the workers who work for them if their development of organization, Its
employees will get good salary and future prospectors and they will work for the benefit of the
organization. If anybody is unhappy in organization and he leaves it , he cannot be get benefit at
Other place. For it he has to love his organization and cooperates his colleagues as his brothers
And sisters he should have healthy competition with his fellow persons. In this way he can
develop himself And other workers. LPHY Is such an organization, where workers and their
leaders work jointly as the team of game (Kappelman, and et.al., 2019). In This way in this way
LPHY Is progressing day by day and showing a path to many more organizations to come
forward and make a progress. Seema rani (Imaginary name) Worked in LPHY And she was
unhappy she decided to leave The organization and go to somewhere else. When she came in the
main office of LPHY She read a message “You’re most welcome in LPHY You are an important
figure. If you change LPHY You will get nothing but if you make change in you, LPHY will be
changed LPHY Expect something from you which is very important not only for sake of LPHY

But also for you”. Seema rani was totally change from that day she start Thinking that she was
the most important part of LPHY And she, Whole Heartedly, Busy with herself in the task of
LPHY. This is not the only story of Seema rani but almost all the workers of LPHY. Its leaders
and organizers and most intelligent persons and they know, How to guide their workers. This is
the secret of this organization and it is progressing Leaps and bounds The workers love and
respect the organizers of LPHY And the organizers also have a feeling of love for their workers.
There have been many more organizations which were very much week and slow in the
beginning but with the hard labor of their leaders and co-workers their organization progress
slowly and slowly but Steadily They had healthy competition with Other organizations and won
the race and the Lall they reached the summit of progress The same is the story of the LPHY.
This organizing is earning its name in every part of the world the story of these types of
organization are giving the message to the people that honestly is the best policy and honesty
wins the race in the last so other organizations are also taking lesson from LPHY The Main aim
of this organization is not only earning money but to do good For the society. Any organization
makes progress when it is not selfish it can make a great progress when it thinks about the
benefits of other people LPHY is having the same idea (Land, 2018).
CONCLUSION
In the above study, it has been concluded that strategic and operational change and
development is important for LPHY, which will help LPHY to change the fundamental scope for
collect the profitability working from the targets extensively on new grounds. The study has been
summarized that the Lewis change management model strategic implementation, which is based
on productive goals with the help of
strategic companies’ stages with in a long time period. The further study has been
concluded that LPHY can determines the best technical scope for under organizational
development, which is help in future goals for strength of the employees in business. The above
study help to analysis that change management is play a vital role in any company or
organization development because a small change in a company can helps in future growth of a
company. LPHY can determines this change by changing the environment and culture of the
society which will help in funding for local people. The aim and objective of the LPHY to help
the local peoples by providing them better services can develop the resources for the charity
funding.
REFERENCES
Books and journal

Aboelmaged, M. and Hashem, G., 2019. Absorptive capacity and green innovation adoption in
SMEs: The mediating effects of sustainable organisational capabilities. Journal of
Cleaner Production, 220, pp.853-863.
Bratton, J. ed., 2020. Organizational leadership. Sage.
Chowdhury, R., 2019. Organisational Collaboration in a Professional Services Firm. In Systems
Thinking for Management Consultants (pp. 211-239). Springer, Singapore.
Gatti, L., Ulrich, M. and Seele, P., 2019. Education for sustainable development through
business simulation games: An exploratory study of sustainability gamification and its
effects on students' learning outcomes. Journal of cleaner production, 207, pp.667-678.
Heizmann, H. and Liu, H., 2018. Becoming green, becoming leaders: Identity narratives in
sustainability leadership development. Management Learning, 49(1), pp.40-58.
Kappelman, L., and et.al., 2019. A study of information systems issues, practices, and leadership
in Europe. European Journal of Information Systems, 28(1), pp.26-42.
Land, F., 2018. The management of change: guidelines for the successful implementation of
information systems. In Computer-supported Cooperative Work (pp. 273-286).
Routledge.