MG630 Change Management: Strategic Development of LPHY Charity

This report provides an analysis of change management and organisational development within LPHY, a local charity, focusing on strategic changes needed to support its growth objectives. It identifies issues such as leadership support and structural imbalances affecting the organization's performance. Strategic changes including mergers and acquisitions, new team creation, and organizational chart modifications are proposed. The report applies Kotter's change management model, outlining eight stages from creating urgency to instituting change, and addresses potential organizational and individual resistance factors like increased complexity, lack of knowledge, and poor communication. The conclusion emphasizes the importance of effective change management for LPHY's growth and highlights the report's contributions in identifying necessary changes, applying a change management model, and recognizing potential barriers. Desklib provides access to similar solved assignments for students.

Change management and
organisational development

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Identification and rationalization of strategic change to be taken by LPHY...............................3
Change management model for outlining of planned change approach......................................4
Addressing the potential for organization and individual resistance to the change.....................5
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Change management is a systematic approach to deal with the transition or
transformation of an organization's goals processes or adaption of the change in the organization.
For this project the selected case study is about LPHY which is a local charity organization that
provides Hospice care for local. Identification and rationalization of strategic changes for the
LPHY will be identified in this project. This project is going to help in utilization of the change
management strategies for meeting the mode planned change and approach for the proposed
change. This project is going to help in the addressing the potential for the organizational change
that is required for the individual to develop resistance.
MAIN BODY
Identification and rationalization of strategic change to be taken by LPHY
From the analysation of the operations it can be found that the LPHY is facing major
issues that are related to the ways in which the organization is able to manage the operations with
the help of the existing. During the pandemic the social care organization also faced issues that
are related to the 8 employees which left the job. Since, then the organizational polices changed a
lot which were the reason due to which the social welfare organization has been facing major
issues. It has been said that the due to the lack of support in the leadership of this organization it
has been failing to achieve its objectives. The division of its operations was also a factor that
affected the performance of this company.
It can be understood from this analysation that the organization has been affected due to
the lack of proper management and leadership. This can be seen in the structural imbalances that
has been caused in the organization. The focus of this organization has to be in the ways in
which the social welfare organization can gain the competitive advantages (Jayatilleke and Lai,
2018). Hence, it is going to be very effective for the social welfare organization to be able to gain
effectiveness with the help of changing the operations of the organization.
For the strategic change of this organization it is going to need the structural change to
have the following,
Merger and acquisition :
With the help of merger and acquisition technique this social organization will able to
develop its operational practices in way that it is going to be effective for the operations of the

organization. Merger of this organization with another organization that would help the Social
welfare organization to gain the competitive operations.
The creation of new team or department :
For this company the development of the new-department is also said to be the strategy
that is going to affect the ways in which the team and the department would focus on the ways in
which the organization works (Maali and et.al., 2020). In LPHY this is going to prove to be a
very effective way of strategizing the growth which is essential.
Change to the company organization chart :
The changes in eh organizational chart is going to also work for this company as it
requires a structural change that can be implemented with either entry of new individuals or
through alteration of the operations that are considered to be the best ways in which the issues
are essential for the operations. Hence, it can be said that the growth of this company is said to
be the key towards the ways in which the Social welfare organization can gain growth.
Change management model for outlining of planned change approach
For the analysation change management of the practices that are essential for the ways in
which the Social welfare organization and its change management is divided into eight stages,
Creation of sense of urgency :
The sense of urgency for the change in this organization has already been created due to
the factors that help the company to gain the competitive advantages (10 Proven Change
Management Models in 2022, 2019). For this company the management of the urgency is
essential for the ways in which the Social welfare organization can generate operations that are
effective in nature.
Build the change team :
Building the change would require the Social welfare organization to gain the
competitive advantages that would help the Social welfare organization would create the
operations which are essential for the growth. This is also the factor that helps the team to be
build according to the ways in which it wants to be managed (AlManei, Salonitis and
Tsinopoulos, 2018).
From a strategic vision :
The strategic vision of the organization is also said to be the key factor that helps the
organization to develop an idea of the goals that it wants to achieve with the help of generating a

vision. From this analysation the focus of the organization can be derived for being the key
factor that is essential for the operational practices.
Communicating the vision :
It has been studied that the vision that the company is going to generate is going to be
very effective for the ways in which the Social welfare organization can manage the
communication (Zheng, Chen and Shang, 2019). For this organization communicating the
changes that it is going to bring in the operations is going to be the key towards the ways in
which it will manage the operations.
Removing barriers to change :
The barriers the organization has is also said to be the key towards the ways in which the
company is going to face during the implementation of these changes. In this organization the
barriers are going to be the lack of proper leadership and the culture of the organization that is
related to the ways in which the Social welfare organization is going to achieve its vision.
Focus on short term wins :
For the achievement of the success it can also be said that the short term wins that the
company is able to achieve can also be the key determinant that is considered to be the most
effective practices that is able to influence the learning of the organization (Motzer, Armellini
and Pelletier, 2020). Being able to achieve the short goals would be very effective for the
achievement of the long term goals that is essential.
Maintaining momentum :
In this change the focus of the organization would be first on starting the change as it has
been planned in order to achieve the organizational objectives in a given amount of time. This is
going to help the company to achieve the ways in which they are able to generate the operational
effectiveness.
Institute change :
The changes are going to be made in the organizational structure which is going to only
partially change the structure of the organization. It can be said that the focus of the company is
going to be being able to cope up with the changes in operations.
Addressing the potential for organization and individual resistance to the change
Following are the recognized barriers that are there due to the ways in which are
generated by the company as resistance to the changes in the organization.

 Change in this organization will increase the complexity of the situations that is presented
in the change process (Thakur and Mangla, 2019). Due to which the organization's
operational activities are going to increase.
 Lack of change management knowledge skills is also a key consideration of the ways in
which the Social welfare organization is going to face issues in the planning and
communication.
 The accountability of the organization is also said to be the inclusion of the ways in
which is essential.
 It is also said to be the insufficient resources and the tight timelines for playing the
crucial role for the overall success of the change that is generation of the initiative.
 This is also considered to be the inappropriate form of ways in which it is going to
develop the strategical form of including the management team and the front lines.
 Assuming change is yet anther mistakes that the organization makes which impacts the
performance of an organization while the management of the planned changes (Lowe
Plummer and Boyd, 2018).
The barriers of the changes that the individuals faces are.
Poor communication :
Due to the change the employees in general faces the poor or inefficient communication
which impacts their efficiency of the ways of which employees can generate the cost of change
management.
Resistance for the organization culture shift :
The change in the organization is going to affect the culture as it is going to affect the
employees negatively.
Lack of management support for the change :
It is said to be the factor management that is essential for the support the changes that
would be essential for changes that are considered to be very effective for the employees.
CONCLUSION
From the above report it can be concluded that the growth of the Social welfare
organization depends on the ways in which it can manage the ways in which company performs.
This project is able to analyse the changes that is required for this organization to be able to gain

the growth in the changes that is essential for the management of LPHY. This project with the
help of Kotter's change management model is able identify the factors required for the
implementation of the changes. This project as also identified the areas of barriers that the Social
welfare organization faces during the change implementation.
REFERENCES
Books and Journals
AlManei, M., Salonitis, K. and Tsinopoulos, C., 2018. A conceptual lean implementation
framework based on change management theory. Procedia cirp. 72. pp.1160-1165.
Jayatilleke, S. and Lai, R., 2018. A systematic review of requirements change management.
Information and Software Technology. 93. pp.163-185.
Lowe, G., Plummer, V. and Boyd, L., 2018. Nurse practitioner integration: Qualitative
experiences of the change management process. Journal of nursing management. 26(8).
pp.992-1001.
Maali, O., and et.al., 2020. Change management practices for adopting new technologies in the
design and construction industry. Journal of Information Technology in Construction.
25. pp.325-341.
Motzer, P.L.H., Armellini, F. and Pelletier, L.S., 2020. Change management in the context of the
Fourth Industrial Revolution: An exploratory research using qualitative methods. The
Journal of Modern Project Management. 7(4).
Thakur, V. and Mangla, S.K., 2019. Change management for sustainability: Evaluating the role
of human, operational and technological factors in leading Indian firms in home
appliances sector. Journal of cleaner production. 213. pp.847-862.
Zheng, P., Chen, C.H. and Shang, S., 2019. Towards an automatic engineering change
management in smart product-service systems–A DSM-based learning approach.
Advanced engineering informatics. 39. pp.203-213.
Online
10 Proven Change Management Models in 2022, 2019[Online]. Available through:
<https://whatfix.com/blog/10-change-management-models/>