Analysis of Change Management and Organisational Development for LPHY

This report examines change management and organisational development strategies applicable to LPHY, a non-profit hospice service. The report begins with an overview of LPHY's background, including its mission and services, and identifies a strategic change the organisation could implement to enhance its operations and impact. The main body of the report then focuses on the application of change management models, specifically Lewin's and Kotter's models, to outline a planned approach to the proposed strategic change. It details each stage of these models, providing practical steps for implementation within LPHY. Furthermore, the report addresses the potential for organisational and individual resistance to the proposed changes, offering insights into how LPHY can mitigate these challenges. The conclusion summarizes the key findings, emphasizing the importance of strategic change for LPHY's continued success and ability to serve its community. The report highlights the importance of employee morale and the role of technology implementation in achieving organisational goals.

Change Management
and Organisational
Development

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Overview and background of LPHY...........................................................................................1
Identifying and rationalising a strategic change that LPHY can implement. .............................2
Using a change management model to outline a planned change approach to this proposed
change..........................................................................................................................................2
Addressing the potential for organisational and individual resistance of the proposed change
plan...............................................................................................................................................5
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Change management helps the organisation to implement various ethics and values in the
workplace. The management take the tough decision in order to make organisation more
profitable in the market. Organisation development refers to various areas which could be fix by
the management by implementing different strategies in an effective manner (BENNET, 2021).
LPHY is a non profit organisation which raise funds for the local people in the community. They
provide various services to the people which are seriously ill. The organisation provides them
comfort and quality of lie. On the other hand, in this report there will be brief discussion about
various strategic change which the organisation can implement. Along with that, there will be
evaluation about different change management models which helps the organisation to
implement new ethics and values in the workplace. For furthest instance, there are various
changes which needs to be addressed in relat5ion to the proposed change plan.
MAIN BODY
Overview and background of LPHY
LPHY is a local charity which provide various hospice services to the ill people. The
organisation has funded the NHS hospice with the amount of 1 million pound. The main focus of
the organisation is to support various people which suffers from diseases. There are different
steps which the organisation is taking and they subsequently works for the betterment of the
society. They had the plan to double their stores to help different individuals in the society. They
had currently 9 online shops (Chidiac, 2018). On the other hand, they are planning to generate
addition 2 million pounds which can be funded to the additional community services. The
organisation currently holds a staff of 50 members and 400 Volunteers. They help the
organisation to conduct the operations in retail shops and generate funds. They had implemented
new aims in the workplace it helps them to achieve necessary goals in the future. There is better
and skilled workforce which works in a systematic manner. The organisation is implementing
new changes in the in the retail and non retail shops. After the impact of Covid 19 the
organisation has faced various difficulties in order to carry out the operations smoothly. The staff
member had forgotten to perform their work duties and responsibilities. Covid has impacted the
fundraising business operations. There are not any charity events due to the Covid and shortage
of funds due to which there are various problems which is arsed for the organisation.
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Identifying and rationalising a strategic change that LPHY can implement.
LPHY needs to a significant process in the workplace. It helps the organisation to
function better. The management can perform their duties work responsibilities in a better way.
Strategic change can help the organisation in order to improve the working operations and
overall effectiveness of the workplace (Chowdhury, 2019). The organisation can increase the
productivity of the workplace by improvising the strategic mission. Change in the LPHY
management can help the organisation to gain a competitive advantage in the market. Change
could be implemented by the organisation there are different innovative skills which could help
the workforce be become more productive. There are various strategic changes which the
organisation could implement are described below:
 Improvising Morale of Employees – The organisation can motivate the employees in
order to achieve more productivity of the workplace. In LPHY the management needs to
change various policies and motivate the employees in an effective manner. This will
help them to improve their morale. They can make the employees more confident in
order to achieve the goal of the company.
 Helping in productivity and effectiveness – In LPGY the management needs to
improve the overall productivity by using different strategies and approaches. There
needs to be a new IT structure and the management had to invest on it in a systematic
manner. After the impact of Covid the managers needs to implement new policies and
strategies to provide a healthy working environment. Through this LPHY could improve
the overall effectiveness and generate additional funds for the services which they are
providing to the society.
Using a change management model to outline a planned change approach to this proposed
change
In order to implement various changes in the workplace. The management of LPHY
could use various change management models to achieve a systematic growth in the future. The
overall working structure of the business could be increased and they can attain maximum
efficiency (Leskinen, 2020). They can use the Lewin change management model to implement
new effective changes. There are various new changes which could encourage people in order to
achieve more productivity in the workplace.
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Application of Lewin change management model
This is one of the most strategic framework which helps the organisation to implement
the change in an effective manner (Majumdar, 2020). This model was developed by Kurt Lewin
in 1940s. It is further divided into three stages which is described below:
With the implementation of this tool there are various effective changes which the
organisation has to do in retail and non retail stores. On the other hand, they need to decide the
necessary changes which they need to implement in the IT structure. They need to hire the
skilled employees in order to carry out the functions effectively. The management of LPHY
needs to plan various strategies in order to achieve maximum productivity and open the online
stores as fast as possible. It helps the organisation to generate more funds in a systematic manner.
The components of this model is mentioned below:
 Unfreezing – This is one of the most crucial stage in this model the implementation of
new process pass through this stage. This will include the workforce of LPHY aware
about the new requirement of the changes (Mansaray, 2019). After the impact of Covid
new policies are formed and the management could inform the employees about working
with the new process. On the other hand, the management needs to motivate the
workforce for the online infrastructure which includes computer system to achieve better
results for the future. At this stage the management make the individual understand about
new methods. It includes email, calling and many more. The management needs to
involve the employees and make them comfortable in the new change process. The
employees needs to work in a new way through this they can transform their ideas and
adopt to the new changes in a significant manner.
 Change – It is the stage where the management starting to execute the new changes in
the workplace. This will help the organisation to achieve great results in the future and
achieve the overall goals and objectives in a systematic manner. In this stage the
management can mention the use of participative style (Noori, and Latifi, 2018). On the
other hand, investment in the IT sector and opening different stores to generate more
funds for the people. The organisation can motivate the employees in order to implement
the new changes and supporting them in an effective manner. The mindset of the
employees is also changing so at first the workforce can face various new difficulties in
the future.
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 Refreezing – In this stage after the adoption of new changes the LPHY employees can
possibly learn the new ways to fulfil their work duties and responsibilities. The
employees needs to learn about the computers by enhancing the knowledge. With the
help of participative style of leadership (Odor, 2018). The management can implement
new ideas to motivate the employees and improve the overall working performance of the
company. After the completion of the all the changes the management needs to refreeze
it. This will help the organisation to possibly achieve the goals and objectives in a
systematic manner. The employees will also become comfortable with the new process.
Application of Kotter Change management model
This model was developed by John Kotter in 1996. The organisation can introduce a
leading change in the workplace by using this particular model. The stages of this model is
described below:
 Creating Urgency – The organisation can identify new opportunities and implement the
new strategies in the workplace. In relation LPHY they need to use the new methods to
achieve a systematic growth in the future.
 Forming Guidelines – The leaders cab identify new changes and make various
guidelines which needs to be followed by the employees. LPHY needs to work as a team
and analyse the weak points in which they are lacking. The main factor is technology
which needs to be improved in an effective manner.
 Developing Vision and Strategy – By determining the core values the organisation
could implement the new changes in the organisation. LPHY management could show
the vision to the employees. This will help them to generate more funds for the people
and they will work for the betterment of the society in a appropriate manner.
 Communication the Vision – The management needs to involve the employees and
motivate them to achieve the goals and objectives which is set by the management (Shah,
and Shome, 2022). LPHY needs to work for the betterment of the society this could be
only done when the employees work in a coordinated way.
 Removing Obstacles – There are various obstacles which could arise in the workplace.
LPHY management needs to transform their thinking in order to eliminate different
barriers. The main focus is to make the employees more productive in the workplace an
achieve a systematic growth in the future.
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 Creating Short term wins – The organisation could set the short term goals which could
motivate the employees and it will be beneficial for the business. LPHY could can set the
recognition and promotion methods which could help the employees to work in an
effective manner.
 Consolidating Gains – Through this the management can analyse the performance in
order to measure the profitability. LPHY needs to achieve additional funds for the
organisation by improving the services and workplace structure.
 Anchoring change in the Culture – There are various opportunities which is given to
the management. LPHY can promote the candidates which has achieved maximum
performance in the workplace.
Addressing the potential for organisational and individual resistance of the proposed
change plan
By addressing all the potential changes in the working structure. LPHY needs to use the
technology in an effective way to achieve the overall goals and objectives in the market. The
organisation can use new strategies and approaches to make the employees more productive and
make them favourable with the new technology (Waddell, and et.al 2019). They can generate
addtionbal funds which helps them to work for the betterment of the society. On the other hand,
there are new advantages which the management could take in the process. After the impact of
the Covid the organisation has work with the new ways to achieve the aims and targets. The
employees needs to become more skilled and through this they can achieve better growth in the
future.
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CONCLUSION
From the above report, it has concluded that the organisation needs to analyse various
factors in order to implement the new change in the workplace. On the other hand, in this report
there is discussion about various new opportunities on which the organisation can capitalise in
the future. Along with that, there is brief discussion about Lewin change model which helps the
organisation to implement the change effectively. For further instance, in this report there are
various potential of the organisational and resistance for the individual change management plan.
The organisation could achieve the inherent goals and objectives in a systematic manner. The
main focus is to make the organisation improve their working structure and overall efficiency.
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REFERENCES
Books and Journals:
BENNET, A., 2021. MANAGEMENT & ORGANISATIONAL DEVELOPMENT.
TYPEFACE.
Chidiac, M.A., 2018. Relational Organisational gestalt: An emergent approach to
organisational development. Routledge.
Chowdhury, R., 2019. Organisational Development. In Systems Thinking for Management
Consultants (pp. 457-484). Springer, Singapore.
Leskinen, A., 2020. Organisational development in a picture: A management view (Master's
thesis, Itä-Suomen yliopisto).
Majumdar, A., 2020. Discovering the Root Causes of Success: The Strength-Based Approach In
Organisational Development. In Appreciative Inquiry Approaches to Organizational
Transformation (pp. 119-132). IGI Global.
Mansaray, H.E., 2019. The role of leadership style in organisational change management: A
Literature Review. Journal of Human Resource Management, 7(1), pp.18-31.
Noori, B. and Latifi, M., 2018. Development of Six Sigma methodology to improve grinding
processes: a change management approach. International journal of lean six sigma.
Odor, H.O., 2018. Organisational change and development. European Journal of Business
Management, 10(7), pp.58-66.
Shah, H. and Shome, S., 2022. Organisational development through business innovations. Int. J.
Intelligent Enterprise, 9(1), p.1.
Waddell, and et.al 2019. Organisational change: Development and transformation. Cengage
AU.
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