MG630: Report on Change and Organisational Development at LPHY Charity

This report examines change and organisational development within the context of LPHY, a local charity. The report begins with an introduction that outlines the issues the charity faces, including fundraising challenges, lack of technology, and employee turnover. It then delves into the strategic and operational importance of change for LPHY, emphasizing the need for adaptation and improvement. The core of the report applies and evaluates change management models, specifically Lewin's three-stage model (Unfreeze, Change, Refreeze) and the ADKAR model (Awareness, Desire, Knowledge, Ability, Reinforcement). For each model, the report provides practical examples, detailing how LPHY can implement changes to address its challenges, such as improving fundraising, acquiring new technology, and retaining employees. The report also identifies the role of organisational development in the future success of LPHY, highlighting the importance of employee communication, training, and creating a positive work environment. Finally, the report concludes by summarising the key findings and recommendations, with references to support the analysis.

change and
organisational
development

INTRODUCTION
Organisational development is the study and implementation of those practices, processes
and techniques within the organisation which help the company to enhance their productivity and
profitability. It will also help to develop organisational culture so that the employees will get
motivated to work effectively to achieve their goal. LPHY is a local charity who aim to support
the best Hospice care for local people. This organisation has two halves, Retail and Non- Retail.
There are few of the issues faced by this charitable organisation like lack of fund raising
activities after COVID pandemic, lack of computers in their headquarter for performing official
tasks and high turnover of employees because other companies offer them more salary. The
following report covers strategic and operational importance of change for LPHY, application of
change management model and the role of organisational development in company's success.
MAIN BODY
Argue the strategic and operational importance of change for LPHY
Identify, apply and evaluate appropriate change management models that you would advise LPH
engage with
Change management is the concept where organisations adopt those changes within their
companies to achieve their organisational goal effectively.
Lewin's change management model- It is having three stages which will define the change
process. This model will help to analyse the reason for change and further this model is
explained below-
Stage 1- Unfreeze
This is the first stage of lewin's change management model which will help to analyse the reason
for change by the company. This is the stage where company analyse that change is necessary
for their organisational growth. In context of LPHY, their few of the changes are analysed like
hiring new and talented employees who can help them to raise their fund effectively. Secondly,
they have also analysed that they need to purchase new computers for their organisation. In
context of chosen organisation, their managers can communicate their employees at this stage to
analyse the reason for their turnover. Secondly, they can also ask their employees about all those
resources and benefits from the organisation which they need to perform their task effectively.
Adopting change with effective communication with existing employees will help the

organisation in two ways, first it will help to change those area of business which actually
require change for development and second is that it helps to build a good relationship between
managers and employees. It will al;so helpful for the LPHY organisation to compare their
performance with their competitors within the industry to analyse the actual area where they are
lacking behind.
Stage 2- Change
This is the second stage of this model which perform actual change within the company. Here,
the plans are converted into actions for change. There are two keys to perform change
successfully which is time and communication. It is essential for the organisations to adopt
change on time and communicate their change to their employees. In context of chosen
organisation, this stage will help them to hire new computers for avoiding generating business e-
mails from personal e-mail ids. Secondly, here, the company can change their payment system
and offer more incentives and benefits to their employees to minimize their turnover. Here,
company will focus to retain their talented employees by providing them more benefits than they
get earlier. Secondly, in case of hiring new employees, the company must hire those employees
only which have better network connection within the society for fund raising. Here, manager
can also build teams within the organisation to perform their task effectively and quickly as well
as to create a positive working environment for the employees.
Stage 3- Refreeze
This is the stage where company will continue to work with new change. This is one of the most
sensitive stage of this process because here, the change is going to accept by the employees and
it is tough to quickly adopt the change and working with new style. Hence, it is essential for the
chosen company to give few time to their employees to become friendly with the new change
because forcing employees will results totally opposite for the company. Hence, in case of
purchasing new computers and updated software, it is essential for the company to hire IT
experts who will train their employees to use new software and solve the technical issue if it will
arise. On the other hand, while increasing the compensation amounts of employees, the company
is required to inform their employees and make them clear about the benefits they will get for
working within the organisation. Communication is most important factor of this stage because
clearing the vision of employees will help the company to adopt changes in a right way for right
purpose.

The ADKAR model of change management- This model put focus on the people behind the
change. Each letter in the acronym represents a goal to be reached as a company. This model if
further explained below-
Awareness- This will help to aware employees and management team for actual need of change.
In context of chosen organisation, they are aware of their changes because their most of the
employees are leaving their organisation and their performance is declining. Hence, this will help
to aware management team that change is essential for the company for its betterment. This stage
will help to analyse the issue faced by the company. Hence, the organisation is facing issue of
lack of technology and high employee turnover.
Desire- This will help to participate in the change and support it well. Therefore, in this case the
chosen organisation is require communicate with their employees and allow their participation in
decision making process to analyse what they actually want and why they are leaving the
organisation. This will help to get alternatives of suggestions and managers are required to adopt
those suggestions which will provide benefit to both organisation in fund raising as well as for
employees to work effectively.
Knowledge- This will help to gain the knowledge about the ways to adopt change. After
communicating with employees, the management team will analyse the reason for quick turnover
of employees for their organisation. For example, they get to know that other organisations in the
same industry will offer higher wages to their employees and while comparing the wage system
of the company with their competitors they can get to know that they are offering lower salaries
and benefits to their employees as compared to other organisations. Hence, here, managers gain
knowledge to increase the benefits and payrolls of talented and skilled employees so that they
will get motivated to stay within the organisation for longer period of time and help the company
in fund raising.
Ability- It will define the required skills and behaviour to adopt change. In context of chosen
organisation, they need to hire those employees which will help them to raise funds for the
charity and secondly, they need supportive skill of their employees to adopt changes.
Reinforcement- This means to sustain the change. It is essential for the managers of the
mentioned organisation to communicate with their employees and make their doubts clear about
the changes and show them the right direction to adopt changes.

Identify the role that Organisational Development will play in the future success of the business
CONCLUSION

REFERNCES:
Books and Journals: