MG630 - LPHY Strategic Change: Management & Org Development Report

This report examines strategic changes at LPHY, a local charity, focusing on improving performance and leading the marketplace. It rationalizes strategic changes for LPHY, such as adopting digital technology, hybrid working cultures, and addressing fundraising weaknesses. The report suggests collaborating with financially stable firms or investors and building a healthy organizational culture by valuing employee input and fair compensation. It also recommends digital marketing techniques and a hierarchical organizational structure for better communication. The McKinsey 7s model is applied for planned change, covering strategy, structure, systems, skills, style, shared values, and staff. The report addresses resistance to change by emphasizing communication, trust-building, and job security. Ultimately, it concludes that effective change management is crucial for LPHY's survival and success, highlighting the potential for positive organizational transformation and enhanced service quality.

MG630 Change Management and
Organisational Development
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Table of contents
Introduction...............................................................................................................................3
Rationalizes a strategic change.............................................................................................3
Change Model for planned change approach........................................................................5
Resistance to change.............................................................................................................6
Conclusion................................................................................................................................7
References.................................................................................................................................8
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Introduction
The change management and organization development is the essential element for the
success of the business enterprise. Basically the change management deliver assistance in
improving the performance of the company and enhance the ability to lead the marketplace.
The present report is based on the case study of LPHY which is local charity that believe in
supporting Hospice care for domestic people. The report will examine the strategic changes
the LPHY can take for the further development or success. Furthermore the report will used
change model for the planned change approach. Along with that report will highlight the
potential for organization and individual resistance for chance plan
Rationalizes a strategic change
LPHY has to made use of digital technology in order to attend their organizational goal in
effective manner. Along with this, for making the changes in the company it has made use
of hybrid culture of working and income in that staff was aware about their job and
responsibility that has helped in completing the task on time (Harrison and et.al., 2021).
Moreover, during the time of pandemic the major weakness was related to raising the fund
and it has lead charity look vulnerable as major source of was cut. However, for dealing
with this company has taken strategic decision of inviting in hiring skilled employees that
have experience in field of raising fund through various sources. Moreover, this strategy can
be helpful but it will be expensive as whole interview process need to be conducted. Thus,
LPHY can collaborate with large firm that is financial stable or find investor that are willing
to invest in activities of company. In addition to this, the company has also restructured the
number of voluntary in which lower skilled labor was replaced by 2 managers.
This was successful tactic during the time of pandemic but there were issues related
to employee turnover rate. However, new hires have left organization due to poor culture and
less amount of wages. Thus, for dealing with such issues company can make use of strategic
techniques like it can build healthy culture by allowing employees to collaborate with each
as well as conducting meeting that will help in knowing about new hires (Soomro and et.al.,
2021). Moreover, healthy culture can also be made by giving importance to employees issues
and setting complaint community for them that aims at solve their problems. Also LPHY pay
less pay to their employees that need to be change as worker need to pay according to their
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experience and work quality. This strategy will help in making the employees stay longer in
the company and develop healthy relation with them.
It has been found in the case study of LHPY that top management is concern about
marketing and due to that it is not able to raise fund properly as well as rate of investment is
low. It is to be suggested to firm that it can make use of digital marketing techniques as it is
cost effective in nature and it is more beneficial (Bellantuono and et.al., 2021). The company
can share their content of social sites and it will help in attracting large customer as the scope
of SMM is wide. The social site premium feature allows organization to select the group of
targeted audience while advertisement about their project as well as it will also help in
increasing the rate of return. There has been issue in the flow of communication as minor
issues are escalated to CEO level and it take time to solve the issue. Thus, for solving this
issues LHPY can adopt for hierarchy organizational structure so that each employee known
about whom it has to report and with help of this method task will be resolved effectively.
However, this structure will contribute in maintaining smooth flow of communication within
organizational sector. There need to make change related to paying structure as increment of
staff was done after 2 years and due to that there is lack of motivation. It can be solved that
through making use of model like Maslow theory for satisfying the needs of the employees.
When the workers are motivated, they are tending to work harder and manager of the
organization can make use of incentive and non- incentive method for appreciating their hard
work (Harrison and et.al., 2021). In addition to this, to this change management will help
the organization in dealing with organizational changes as well as to deal with external and
internal change present in environment. Along with this, donation criteria of the company
need to be change as most of the customer has complaint that donation has been funded in
hospice services only so it need to be changed. The charity need to be done for the current
issue happening in the environment as it will build the interest of the customer more. The
performance management process of company need to be changed as it has been using from
last so many years. Although feedback need to be taken from the employees in order to
make any changes in the company as well as to keep them satisfied.
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Change Model for planned change approach
for bring the changes in the organization will utilized McKinsey 7s model which is
considered as one of the effective models for bring the changes in the organization. This
model is responsible for bringing effectiveness with in the association. This model is consist
of different elements which the organization will used for bringing effective changes within
in association. It will worked as the competitive advantages for the organization (Akbar,
2019.)The elements are elaborates in a manner which is mention n as follow:
strategy: for improving the working condition and deliver satisfaction to the employees,
consumer and stakeholder of organization the company will for different plans of action that
includes utilization of digital technology, development of culture, motivation, salary and
remuneration etc. with thew assistance of formation of the strategy the organization is able
to survive and able to obtain competitive advantages from the market.
structure: in order to lead the workers the organization will form corporate hierarchy that
deliver roles and responsibility to the people as per their skills and knowledge in effective as
well as efficient manner. Along with the organization hand over the the decision-making
process to superior of the department which will motivate the workers as per their capability
and behavior within the organization (Dzwigol, and et.al., 2019).
System: along with that the company will follow a system for tracking the performance of
workers and workflow for determining the effectiveness. Due to that the company is able to
improve the quality and bring innovative techniques for the purpose of bringing changes
and increasing the sped of workflow. Due to that the company also able to satisfy large
numbers of the customers .
Skills: the origination will provide various skills to boost the employability or capability. for
improving the skills of the employees the organization provide training and development
program that contribute in the success of the business enterprises. With the help of skill
development the organization can perform the task effectively. For the skills development
the manger sharer the personal experiences with the workers.
style: for motivating the employees of the organization and develop positive culture within
the association the leader will deliver positive attitude that boost the confidences of the
employees for adopting the changes required in the organization. Moreover all the superior
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and leader communicate with the employees in order to bring the professionalism and
decrease their stress. Along with that it deliver huge support in maintaining corporate
culture within the association (Jayatilleke, and Lai,2018).
Shared values: for increasing the brand value of the company in domestic as well as
international marketplace the association will share the values with the employees of the
organization. For sharing the values with the workers the association will provide standard
and quality services to the consumer. The sharing value process also include the process of
providing the guidance to the people associated with the company. Further that clarify the
aim and objective of the company.
Staff: it is one of the effective elements of this model because the staff is the most effective
asset of the association. they are the main responsible person for increasing the value of the
company and enhance the productivity in effective as well as efficient manner. For the
welfare of the association the organization provide the adequate salary to the workers as per
their skills and knowledge that motivate them to increase the efficiency of the company. For
improving the quality services the company will hire the talented candidate fire the relevant
candidate from the organization(Buschow, and Suhr, 2022) .
Therefore with the assistance of this change model the organization improve the services of
the company and brand image in the marketplace. Due to which the large numbers of
investor show interest in the fundraising process and attract the customer toward the
effective product and services.
Resistance to change
For improving the productivity, performance and effectiveness of the association it is
important to bring the changes in the organization. The competition is increasing day by
day in domestic as well as international marketplace so it is important to address the issues
of resistance to change. Along with that the market trends are changing which is affecting
the sales of the company and decrease the growth scale of the company. Many workers of
the organization are not willing to bring the changes in the operation of the company but it is
important for increasing the value of the company and attract large numbers of customers
toward the brand. At the individual level it is important to resistance toward the changes.
The association has the opportunity to manage the changes by implementing various plans of
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action in the company. For bringing the changes in the association the transition need to
develop new policy programmed for the welfare of the company(Cameron, and Green,
2019). The resistance to change is arises due to lack of communication and coordination
among the people working within the company. Due to that issue the origination is unable to
bring the transpierce in the organization. In context to improve this the origination keep
providing the information to the workers on the regular basis. Due to lack of trust among the
people the association is not able to adopt the changes for the welfare of the company in
effective as well as efficient manner. For building the trust the stakeholder need to involve
the members f the company in the process of formation of plan. The innovative changes are
to suitable for the exiting employees of the association. in context to that the company can
motivate the workers to adopt the changes by offering adequate salary, rewards and bonuses.
Along with that the workers are having fears that might be they will fail to perform well in
the innovative operation. Due to that the employees get nervousness and bring the negativity
in the culture of the association (Pohl, 2022). furthermore for decreasing the fear of failing
the company can provide job security to the workers and increase the productivity of the
company in an appropriate manner. Due to job security the employees of the association will
work happily and ready to adopt the changes in the organization. Furthermore it will leads to
unity and empowering the efforts od the company.
Conclusion
From the above report it will be concluded that the change management is the essential
element for the survival and success in the different marketplace (Arifin,2020). Due to the
change management the company can attract the customers and raise the funds in the
adequate manner. The present report highlighted that the organization has the potential to
bring the changes and improve the quality of services. Furthermore the report highlighted
the issues which the company is facing. In order to address all that issues the company will
utilized the change model. Lastly study shade a light on individual resistance and potential
for organization.
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References
Akbar, M.A., 2019. Success factors influencing requirements change management process in
global software development. Journal of Computer Languages, 51, pp.112-130.
Arifin, K., 2020, January. Factors influencing employee attitudes toward organizational
change: literature review. In 5th ASEAN Conference on Psychology, Counselling,
and Humanities (ACPCH 2019) (pp. 188-191). Atlantis Press.
Bellantuono, N. and et.al., 2021. Digital transformation models for the I4. 0 transition:
Lessons from the change management literature. Sustainability. 13(23). p.12941.
Buschow, C. and Suhr, M., 2022. Change management and new organizational forms of
content creation. In Media and change management (pp. 381-397). Springer, Cham.
Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide
to the models, tools and techniques of organizational change. Kogan Page
Publishers.
Dzwigol, H., and et.al., 2019. Formation of strategic change management system at an
enterprise. Academy of Strategic Management Journal, 18, pp.1-8.
Harrison, R. and et.al., 2021. Where do models for change management, improvement and
implementation meet? A systematic review of the applications of change
management models in healthcare. Journal of healthcare leadership. 13. p.85.
Jayatilleke, S. and Lai, R., 2018. A systematic review of requirements change
management. Information and Software Technology, 93, pp.163-185.
Pohl, K., 2022. Change management. Lexikon der Wirtschaftsinformatik, 4, pp.92-94.
Soomro, M. A., and et.al., 2021. Change readiness as a proposed dimension for industry 4.0
readiness models. LogForum. 17(1)
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