(PDF) Corporate Strategy & Governance

Corporate strategy and
Governance

ABSTRACT
Corporate governance is a multidisciplinary field of the study it covers wide range of disciplines.
Employee retention is corporate governance issue for the company due to which company
making high cost on the new employees. Dissertation applies interpretivism philosophy,
descriptive design in order to conduct this research. Furthermore, questionnaire is being prepared
in order to analyses employee retention by applying corporate social responsibility within retail
sector. Study finds that working flexibility and time period act as the motivation power to make
employees stick towards the particular brand. In addition to this, development opportunities
should also be provided to staff members so that their interest level increase towards particular
task.

Table of Contents
1.0 INTRODUCTION.....................................................................................................................1
1.1Purpose..............................................................................................................................1
Aim.........................................................................................................................................1
Objectives...............................................................................................................................1
1.2 Topic area and problem in context to business................................................................2
1.3 Problem in M&S...............................................................................................................2
2.0 LITERATURE REVIEW..........................................................................................................2
3.0 RESARCH QUESTION............................................................................................................3
Q. What are the challenges facing company due to employee retention by applying the socially
responsible practices?......................................................................................................................3
4.0 RESEARCH METHODOLOGY...............................................................................................3
4.1 Research design................................................................................................................3
4.2 Primary Data.....................................................................................................................4
4.3 Secondary data..................................................................................................................5
REFERENCES................................................................................................................................7
SUMMARTIVE OUTLINE............................................................................................................9
Introduction............................................................................................................................9
Literature review..................................................................................................................10
Discussion of primary and secondary research....................................................................15
RESEARCH METHODOLOGY...................................................................................................16
Primary data..........................................................................................................................16
Critical review of results of primary and secondary research..............................................27
Recommendations and action plan to propose solution of problem on the basis of research.27
CONCLUSION..............................................................................................................................28
REFERENCES..............................................................................................................................30
APPENDIX 1.................................................................................................................................32
Questionnaire........................................................................................................................32
APPENDIX 2.................................................................................................................................35
Gantt chart............................................................................................................................35

Title “To analyse employee retention by applying corporate social responsibility within retail
sector” A Case study based on M&S
1.0 INTRODUCTION
1.1Purpose
Corporate Governance is the mechanisms, processes and relations between company and
society. The concept of governance is just to gaining momentum because of various factors as
well as the dynamic business environment. The positive outcomes from the corporate
governance is the good behaviour which needs no formal definition and goals. Present study will
be presenting the corporate governance issue of employee retention in the Marks & Spencer.
M&S is the big multinational British retail company in UK which deals with various goods and
services into more appropriate manner.
Corporate governance is a multidisciplinary field of the study it covers wide range of
disciplines. Accounting, consulting, economics, ethics, finance, law and management. The main
purpose of the corporate governance that is to make the deal with that describe the privileges and
task of shareholder and the company. Present study will be presenting the corporate issue of
Employee Retention and its importance of employee in the development process goals. Marks
and Spencer focus on implying to socially responsible practices which helps in gaining employee
interest at workplace. It promotes occupation health and safety, equality, protection against
exploration, etc. It is beneficial strategy for managing employee retention because it suggests
safety and stable working environment for workers.
Aim
“To analyse employee retention by applying corporate social responsibility within retail sector”
A Case study based on M&S
Objectives
 To determine the different determinants of employee retention.
 To analyse employee retention by applying the social responsible practices.
 To ascertain the impact of corporate social responsibility on employee retention by 5%
within 6 months.
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 To identify the challenges facing company due to employee retention by applying the
socially responsible practices.
1.2 Topic area and problem in context to business
Employees are the valuable assets of the company that significantly affect the business
into positive way, if they satisfied with the environment of the work culture. M&S needs to
attract talented employees and fresh talent that describe the productive growth for the
development of the company (Anitha, 2014). Employee turnover is costly for M&S to bear the
activities of the company. The main reason due to which company facing the issue is because of
failure in adopting proper corporate governance policies and functions. Due to lack of employees
M&S facing issues in production departments, Selling departments as well.
1.3 Problem in M&S
M&S is the multinational Retail company in the UK which deals with clothing segment,
electronic segments, home furnishing segment or many more. M&S faces issues of corporate
governance due to which they fail to retain potential clients within the company as long. The
firm lacks control over socially responsible practices for key stakeholders. The main purpose to
manifest the business problem in order to reduce the issue of employee retention. This problem
of M&S reduces the number of potential employees that affect the business final sales outcomes.
In order to get over from the challenges this research going to be held.
2.0 LITERATURE REVIEW
As per the Deery and Jago, (2015) due to lack of recognition and improper way of
employee engagement is the become the reason of employing leaving within the company
atmosphere. It has become the challenging situation for the company to keep maintained the
proper developing situational goals and objectives. M&S needs to adopt the proper sustainability
and different motivating tools and techniques to keep employees happy and satisfied.
As per the Deery and Jago, (2015) it also seen that, employee retention is corporate
governance issue for the company due to which company making high cost on the new
employees. For that, M&S required to invest in employee development process in order to gain
the long-term process. Besides, the reason behind labour turnover is lack of mutual trust due to
which employees fails to developed the proper outcomes of their performance. It will be taking
new emerging market growth in order to make the company more prominent and successful.
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Every working relationship operates on a balance of mutual trust between each other’s in the
effective management task and long-term process. As per the views of Walliman, (2017),
corporate social initiatives assist the firm in managing job satisfaction which can lead to
employee retention. The author discussion bout social welfare and environmentally friendly
practices which helps firm in maintain good reputation of business which is directly related to
motivation and retention of workforce. Employee retention must be developed by given better
working environment, good compensation benefits, healthy and safe working environment, etc.
3.0 RESARCH QUESTION
Q. What are the different determinants of employee retention?
Q. Explain influence on employee retention by applying socially responsible practices?
Q. What are the impact of corporate social responsibility on employee retention by 5% within 6
months?
Q. What are the challenges facing company due to employee retention by applying the
socially responsible practices?
4.0 RESEARCH METHODOLOGY
4.1 Research design
Research design is the process or plan that makes the proper outline of the research by
taking one of the methods of research design out of two.
There are different meanings of research design. But here in research project research
design is been defined as general plan about what has to be done in order to answer the questions
that is related to various research (Walliman, 2017). There are various elements that are
important in terms of research design. These elements include research strategies and methods
that is related to collection of data or analysis. Thus, this design in terms of research has been
divided into two groups named as exploratory and conclusive.
Exploratory research- the main aim of exploratory research is to explore specific aspects of the
area related to research. They do not focus on providing final and conclusive answers to research
questions. The research manager may also change direction of a study to certain extent as per
evidences that has been gained during this process. Therefore, present study has been taken
exploratory research design where researcher will explore CSR practices which helps firm in
managing governance over employee retention.
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 Conclusive research- this type of research is specific in order to verify insight and aid in
selecting a particular course of action.
Research Philosophy: Research philosophy is the best method in terms to identify the
research data into proper manner. Research philosophy deals with the source it will help to
continue the major research outcomes. There are two types of research philosophy positivism
and interpretive philosophy for better conducting services. Positivism method of philosophy is
the complex method to explained the study topic into precise and succinct manner. Contrary,
interpretivism involves researchers to interpret elements of study with the help of human interest.
Present research will be using interpretivism method where focus of scholar will be on exploring
issues that is employee’s retention with M & S with the help of CSR practices and initiatives.
(Nei, Snyder and Litwiller, 2015).
4.2 Primary Data
Data collection is the method most essential method in research that helps to collect
different method or information into effective manner. There are two types of data collection
method primary and secondary method of data collection. Primary method is totally based on
collecting fresh data from collecting questionnaire and interviews. Primary data is quite complex
method comparatively secondary data.
Data analysis: Data analysis is the next process after collecting data goals and long-term
process in order to meet out the project aims and objectives. Data analysis further divided into
two methods quantitative and qualitative method of data analysis. Quantitative data collection
method based on mathematical or numerical manner. The method of quantitative data analysis is
mean, median and mode. On the other sides, quantitative data analysis method is cheaper to
apply within the duration time compare to qualitative method of data analysis. Present study will
be using thematic analyses of method that helps to identify the importance of employee
retention.
Population: In is survey, Employees of Marks and Spencer has been chosen. This is
because they can give accurate and exact information that is actually needed in order to analyse
the internal situation of the cited organisation. They give complete image of Marks and Spencer
internal factors that is affecting its growth. Therefore, this helps in identifying importance of
employee retention in a particular company for its growth and development. Present study will
be taking 2o employees as a respondent.
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Sampling: Sampling is the most specific principles used to select members of population
in the study. Data collection method is depending upon the number of respondents has been
taken for the study development process. As there are huge number of populations to work with
directly, techniques of statistical sampling is therefore invented in order to obtain samples that
has been taken from larger populations (Al-Emadi, Schwabenland and Wei, 2015). There are two
types of sampling method probability and non-probability method of sampling. Probability
sampling is the method where researcher give chance to everyone for the participation in the
study. Besides, it also takes the effective new working target performance. Non-probability
sampling selects some selected group or individuals for the participation of better outcomes.
Present study will be taking simple random sampling method for the betterment of the study
goals in which project manager has selected 20 employees from Marks and Spencer.
Data analyses: In the present study researcher will use thematic analyses tool, this will
help the person in preparing themes on the bases of research questions objectives. Through
graphs and charts scholar will present data and will analyse sthese information.
4.3 Secondary data
Secondary type of data is that which has been already got published in books or
newspapers (Quinlan, Babin, Carr and Griffin, 2019). There are number of information involved
in these sources about research area. Thus, appropriate set of criteria is been applied in order to
select secondary data that is basically used in study. Therefore, this plays very important role in
increasing research validity and reliability level.
Secondary method of data collection will help to collect data which has already been
sustained on internet in magazines, books and journals etc. further, secondary method is quite
simple process that gain new sources and method of complexity (Chen and et.al., 2015).
Qualitative method of data collection is the method that helps to connect the best
productive outcomes in order to meet out the best productive outcome and goals. Present study
will be taking qualitative method of data analysis. This leads them in analysing the impact of
employee retention. (Masum, Azad and Beh, 2015).
5.0 Access and Ethical Consideration
Ethical consideration is the kind of protection and safety guard for the betterment of
research outcomes and goals. Ethical consideration will be more protective for every kind of
research under which researcher make sure about the all related safety needs through researcher
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can full fill aims and objectives into systematic manner. Primary data has been collected by
questionnaire that protected by data protection act. Overall, it has been suggested that, researcher
always need to acquire some specific rules and regulations in order to follow the path of ethical
consideration. There are most important points that has to be considered while conducting
research for project manager. Those points have been discussed as per below context-
 researcher may not be subjected to any harm in any ways.
 They also have to ensure protection of privacy of participants related to research.
 They have to make sure about adequate level of confidentiality of research data.
 The researcher while conducting or undertaking any kind of research has to use honest
7.0 APPENDIX 1and transparent communication.
 The researcher must also avoid misleading of data or information and also representation
of primary data findings that are in a biased way.
The privacy and anonymity or respondents is very important and plays significant role.
Present study will be taking written approval form for participants, after getting their
written permission individual will involve them in this investigation. Scholar will give them
rights to withdrawal if they do not want to answer any question. On the other hand, Study also
not taking any secondary data from unethical sources.
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REFERENCES
Books & Journal
Adriaenssens, J., De Gucht, V. and Maes, S., 2015. Determinants and prevalence of burnout in
emergency nurses: a systematic review of 25 years of research. International journal of
nursing studies. 52(2). pp.649-661.
Ahammad, M. F. and et.al., 2016. Knowledge transfer and cross-border acquisition performance:
The impact of cultural distance and employee retention. International Business
Review. 25(1). pp.66-75.
Al-Emadi, A. A. Q., Schwabenland, C. and Wei, Q., 2015. The vital role of employee retention
in human resource management: A literature review. IUP Journal of Organizational
Behavior. 14(3). p.7.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3),
p.308.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management. 63(3).
p.308.
Bakker, A. B., Demerouti, E. and Sanz-Vergel, A. I., 2014. Burnout and work engagement: The
JD–R approach. Annu. Rev. Organ. Psychol. Organ. Behav.. 1(1)pp.389-411.
Chen, I. H. and et.al., 2015. Work‐to‐family conflict as a mediator of the relationship between
job satisfaction and turnover intention. Journal of advanced nursing, 71(10), pp.2350-
2363.
Cicolini, G., Comparcini, D. and Simonetti, V., 2014. Workplace empowerment and nurses' job
satisfaction: A systematic literature review. Journal of Nursing Management.22(7).pp.855-
871.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-
472.

Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management. 27(3).pp.453-
472.
Dhar, R. L., 2015. Service quality and the training of employees: The mediating role of
organizational commitment. Tourism Management. 46. pp.419-430.
Dočekalová, M. P. and Kocmanova, A., 2016. Composite indicator for measuring corporate
sustainability. Ecological Indicators. 61. pp.612-623.
Flick, U., 2015. Introducing research methodology: A beginner's guide to doing a research
project. Sage.
Hunsaker, S., and et.al., 2015. Factors that influence the development of compassion fatigue,
burnout, and compassion satisfaction in emergency department nurses. Journal of Nursing
Scholarship. 47(2).pp.186-194.
Kim, S. H. and et.al., 2016. The determinants of hospitality employees’ pro-environmental
behaviors: The moderating role of generational differences. International Journal of
Hospitality Management. 52. pp.56-67.
Lamm, E., Tosti-Kharas, J. and King, C. E., 2015. Empowering employee sustainability:
Perceived organizational support toward the environment. Journal of Business
Ethics. 128(1). pp.207-220.
Lewis, S., 2015. Qualitative inquiry and research design: Choosing among five
approaches. Health promotion practice. 16(4). pp.473-475.
Lu, A. C. C. and Gursoy, D., 2016. Impact of job burnout on satisfaction and turnover intention:
Do generational differences matter?. Journal of Hospitality & Tourism
Research. 40(2).pp.210-235.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
Masum, A. K. M., Azad, M. A. K. and Beh, L. S., 2015. Determinants of academics' job
satisfaction: empirical evidence from private universities in Bangladesh. PloS one, 10(2),
p.e0117834.

SUMMARTIVE OUTLINE
Introduction
Corporate governance is the most common feature for the business growth in order to
meet out the best outcomes and development goals. This is chartered by a state and given legal
rights as an entity separate from its owners. Proper system of corporate level is gives better
development for the betterment of effective outcomes (Lamm, Tosti-Kharas and King, 2015).
Present study will be discussed on the issue of employee Retention within the Marks & Spencer.
Further study will be discussing the major challenge for an organisation to sustained the potential
employees. This is the common issue that most of the company has facing into the business
growth. Overall, business can also make development results in terms of effective management
targets. In order to meet out the best challenging and effective management targets of the
company.
Corporate social responsibility offers policies and practices that helps organisation to
socially accountable in order to cope up with CSR issues such as Employee retention. Employee
retention is the big issue for the Tesco currently that affect the company structure problem. For
that, Company needs to measure new approaches and strategies of social practices in order to
meet out the employee goals. Employee retention It includes some of the terms such as
Recognition which refer to seek information to examine the actual image of the business in terms
of their clients. In other words, CSR is classified into broader term in order to defined ethical
rights of the company to sustained in the society. Further study will be going to teach about the
possible consequences of CSR influence on Employee retention.
The main purpose of this study is to evaluate the Employee retention issue and identify
some potential determinants of employee in order to keep their long-term sustainability in the
company. Besides, aim of the research is to determine the main issues or reasons due to which
M&S facing high employee retention from the company.
Background of the company

Marks & Spencer is the major British multinational retailer headquartered in the
Westminster London. M&S is the multinational brand company which affect the business and
their long-term profit return objective. Company dealing with clothing, electronics, food
business. Overall, business deals with different differentiation process. M&S founded in 1884 by
Michael Marks and Thomas Spencer in Leeds.
Literature review
Theme 1: To determine the different determinants of employee retention.
According to Dhar, (2015) Employee Retention is the most crucial process to develop the
new emerging and developing market potential and effective outcome results and growth.
Employee retention issues affect productivity of the company in order to meet out the best
developing results and goals. It is one of the most challenging for the company managers and
organisations to develop the effective relationship between the management goals. Employee
retention is the biggest challenge for the company.
According to Ahammad and et.al., (2016) Compensation is the potential determinant for
employee retention where company needs to adopt fair policies and technique to distribute equal
compensation policy in terms of development goals. Apart from that, it discovers the emerging
market goals and better developing goals. Moreover, it brings the betterment for the company to
meet the company main objective and goals.
As per the Masum, Azad and Beh, (2015) Work life balance is another significant benefit
that helping employees to retained in the company. Work life balance provides work flexibility
to employees. So that, employees can feel better and relax, work life balance can also help
individual to balanced their professional as well as their personal life. It helps to make the
development and effective working objectives. As per the Anitha, (2014) due to lack work
flexibility and work pressure make employees more lethargic and inefficient working level that
affect the overall performance of the employees.
According to Masum, Azad and Beh, (2015) training and development is another
significant method or technique that helps M&S to retained employees into the long-term
manner. Overall, T&D is the developing process which gives employees motivation and support

to learn more. Some companies constantly developing their employees’ skills and knowledge in
order to improvise their competencies. That helps employees to keep energetic and confident
against company.
According to Deery and Jago, (2015) Development opportunity is another determinant
for reducing labour turnover. That helps to increase the ability to make employees stay in their
job role.
Theme 2: To analyse the importance of determinants of employee retention on employee
sustainability by applying the socially responsible practices.
Anitha, (2014) development opportunities play an important role in employee retention
and sustainability. Employees tend to stick with the organisation if provided with good
development opportunities such as promotions and transfers. These opportunities make the
employees look forward in achieving new growth and successes. Along with it, the employees
feel inspired and motivated if their organisation is providing them with necessary promotions.
Most of the times employees are tired of working on the same job role and they tend to leave the
organisation in search of a better opportunity. Provided with good development opportunities
makes the employees stick to the organisation for long-term.
Compensation: Organisations use compensation techniques to retain their employee base.
Providing compensation to the employees makes them feel satisfied and joyful with the extra
money which they have received. It results in their fulfilment and the organisation can achieve its
valuable employee retention with the effective strategy of providing compensation.
Deery and Jago, (2015) The balance of work-life makes the employee stick within the
organisation for long term as well. This is a proven strategy which has helped organisation in
keeping its employee base for the desired period. Allowing the employees to work for flexible
hours and reducing their shift timings make them spend more time with their families and
themselves. This allows them to deal with the work-related stress and manage their time
efficiently. Along with it, this allows employees to rest and perform better at their jobs.
Employees feel satisfied when provided with work-life balance. They tend to perform better and
it helps the organisation to make the best use of its employee base along with their retention.

Nei, Snyder and Litwiller, (2015) Better management and leadership makes the
employees motivated towards their and overall organisation's growth as well. A good leadership
will provide better guidance and teaching to its team which is going to make the employees
satisfied and happy. It would make the employees to look forward in learning about new things
that is going keep them motivated and inspired for a long time.
Chen and et.al., (2015) Work Environment: The organisations overall work environment
makes the employee satisfied with the culture and workings happening within it. In this firm
focuses on complying with responsible practices like occupation health and use of safe
substances and adequate working conditions. They enjoy their work and make the organisations
achieve best results and benefits as well. A good work environment can ensure their retention for
long term in the organisation.
The above-mentioned key points explain the importance of the determinants dealing with
the employee retention on employee sustainability.
Theme 3: To identify the impact of corporate social responsibility on employee retention by 5%
within 6 months.
According to Bakker, Demerouti and Sanz-Vergel (2014), the working pattern and the
mindset of today's generation in respect of working at the work place has changed completely.
The mindset of today's workforce which is employed at various corporate houses are having a
sense of working in a completely flexible manner. Employers of these employees develop a
sense and prepare these employees in the respect of individualism. There are more than, 1.7
million paid employees in Marks and Spencer. Almost 23% of the workforce from 1.4 million in
the year 2000 started working from home.
Stewardship theory of corporate governance
There are some strategies that helps to cope from the corporate governance issues and
also addresses the challenges of governance as well. CG is the process of proper decision making
and the procedure implementation process as well. In order to address present corporate
governance issue study has been taken strategy of Stewardship that assist to protect and
maximises shareholder wealth through firm performance. This theory is helpful to motivate

people to seek other benefit, knowledge and get satisfied with the job. This theory also enhances
the managers to gain company profit and bring good outcomes as well (Stewardship Theory of
Corporate Governance, 2017).
Agency and Stewardship theories begins from two very difficult premises. This helps to
manage or merge their ego and sense of worth with the reputation of the firm. It helps to
provides the policies and follows the effective management task. By applying this theory
company get benefit to retain their potential employees into their business activities.
According to Cicolini, Comparcini and Simonetti (2014), Marks and Spencer can retain
its employees by exercising the practice of health and wellness in the organisation for the
employees that are working. The organisation can offer its employees all the benefits in respect
of health irrespective of whether the employee is a male or female. By offering group health
benefits, to the employees that are working in a team. Factors like: health account opened
especially in office or by giving a membership of gym with the motive of keeping the employees
fit. By making such type of small investments the employers of Marks and Spencer can win the
heart of their employees. Awarding the Top Performer: - According to Deeryand and Jago
(2015), Marks and Spencer can retain its employees by giving recognition to, top performer of
organisation.
The enterprise reward its employees for their outstanding performance. This is the best
practices of CSR that helps to retained the interest of employees within the company
environment. It is all possible in case when there is a proper communication in the organisation
as per Stewardship theory of corporate governance. It can also be done by keeping entertainment
for some employees; Giving them a proper vision in respect of the goals of the organisation and
also by praising them in a positive manner for their performance. Mentors can also be hired by
Marks and Spencer.
As per the Ma, Mayfield and Mayfield, (2018) Personal Development As per the view of
Hunsaker and et.al., (2015), Marks and Spencer are creating opportunities for its employees with
the motive of ensuring complete personality development of its employees. This is the best
practices of corporate social responsibility to enhance the employee productivity performance.

Opportunities should be given to all the employees that are working in the organisation.
Complete focus should be laid on the training and development of the employees that are
working in various department ion the organisations. Offering opportunities to generates a sense
of encouragement in between employees that helps to keep maintained the CSR practices within
the working enviornment, the employee is able to take decisions at its own level. Management
and Leadership Team: - In the views of Lu and Gursoy (2016), Marks and Spencer, is giving a
chance to its team members, to manage a particular department or a team in which they are
working. Quality of managing and leading a team always starts with, an effective
communication. Feedbacks and open-ended communication, are playing a very crucial role for
enhancing and improving the performance of a team.
Theme 4: To identify the challenges facing company due to employee retention by applying the
social responsible practices.
According to (Mackey and Gass, 2015) to find exceptional employees is one thing but
keeping the existing one becomes another. However, the cost of turnover becomes too expensive
in terms of identifying, hiring and training employees becomes very expensive process. The
main challenge that is faced is compensation package. Retaining employees in Marks and
Spencer may require enhancing compensation packages and benefits of employees. These
packages include salaries, insurance, retirement program and leaves of workers. M&S must have
to ensure about benefits packages that they are in line with companies that are termed as
competitors for them. Further, there are workers with all ages and also across all income base
that require satisfaction from their particular job. Thus, hygiene factors are those that basically
prevent dissatisfaction of employees.
As per the Rosemann and vom Brocke, (2015) The cited company may have to face
challenge in terms of shifting of schedules or may have to install new equipment’s in a company
so that they can make their job less stressful. In accordance with this it is the responsibility of
management to ensure employee training for safe handling of hazardous equipment’s and tools.
The other challenge that has to be faced by M&S includes that they have to plan employee
recognition program that may have significant impact on ability of small business in order to

retain top performers. According to (Taylor, Bogdan and DeVault, 2015) risk analysis is being
used in order to identify top workers. There are also some employees in the cited organisation
those who seek opportunities in order to develop professional opportunities. According to
(Lewis, 2015) the cited company has to implement self-development program which is termed as
an effective tool that may help in increasing the level of employee retention in Marks and
Spencer. Most of the employees of the cited company are mainly attracted towards funded
education programs. Along with these, they are also attracted towards in house and off-site
training programs and also seminars.
According to Welford, (2016) In addition to this, there is actually lack of solution to
expectations that are unrealistic. An individual must be matured enough in order to understand
that they cannot get all type of comfort zone over there as they enjoy at their homes. There are
number of members that come from variety of backgrounds, so one minor misunderstanding may
occur easily. So it becomes essential for them in avoiding such conflicts it rather than making
any kind of issue related to it.
As per the Ahammad and et.al., (2016) Corporate social responsibility is the important
tool to sustain and reduce the corporate governance issues. Through which company keep their
good relation with the stakeholders. Such as Tesco needs to adopt effective decision making to
take company forward. Align activities with corporate governance. Another some measures for
CSR is to recognise the good governance about to compliance. CSR is the most crucial and
essential business practices that helps to improve the business effective management task and
long term effective process. Company should need to adopt CSR practices or adopt some
employee retention strategies to attract potential customers.
Discussion of primary and secondary research
Secondary research and issues are outlined in Literature review from where it is clearly
that determinants if employee retention play a crucial role in managing job satisfaction.
However, it also outlined that employee retention is attained by incorporating socially
responsible practices by CSR framework. Therefore, to understand practical implication of issue

of with corporate strategy primary research is conducted and analysed by conducting
questionnaire survey with 20 employees (Aruna and Anitha, 2015). In this explanation on
analysing the primary data that has been collected is given in brief. There are major differences
between qualitative data analysis and quantitative data analysis. It involves critical analysis and
also interpretation of numbers and also figures in order to find rationale behind emergence of
main findings. The main aim is to identify common patterns within responses and analyse them
in critical manner to achieve set aims and objectives. Thus, project manager of Marks and
Spencer uses qualitative method in order to determine information.
RESEARCH METHODOLOGY
Primary data
Primary data is divided into two groups as qualitative and quantitative data. In
quantitative method of collecting data and is based in mathematical calculations in various
formats (Smith ed., 2015). These methods include questionnaires with close-ended questions,
methods related to mean, median, mode etc. In addition to this, this type of methods are easier
and cheaper for applying and can be therefore applied within limited time period as compared to
other qualitative ones. Thus, due to high level of of standarisation of quantitative methods, it
becomes easy for researcher in order to make comparison of findings and information gathered.
While qualitative data does not include number or calculations related to maths. They are
associated with words, sounds, feelings or emotions that are non quantifiable elements (Aguenza,
and Som, 2018).
Data collection
Data collection is termed as that process that leads in collecting information for all those
sources which are relevant in finding answers of research problems, testing of hypothesis or else
evaluating outcomes that can be generated.
In is survey, Employees of Marks and Spencer has been chosen. This is because they can
give accurate and exact information that is actually needed in order to analyse the internal
situation of the cited organisation. They give complete image of Marks and Spencer internal

factors that is affecting its growth (Bode, Singh and Rogan, 2015). Therefore, this helps in
identifying importance of employee retention in a particular company for its growth and
development.
Data Analysis
Theme 1: Employee Retention help in development of Marks and Spencer.
Question 1: Do you think that employee retention can help in
maintaining sustainability in Marks and Spencer?
Frequency
 Never 3
 Sometimes 5
 Most of the times 5
 All times 7
Interpretation: From the graph above, it has been interpreted that employee retention helps in
maintaining sustainability in company. This survey was conducted with 20 employees of Marks
and Spencer. Out of which 7 members totally agreed towards this. 5 members told that
Never Sometimes Most of the times All times
0
1
2
3
4
5
6
7
8
3
5 5
7
Frequency

sometimes or most of the times it helps towards development. But out of all those 3 members
were not agreeing towards this. According to them, employee retention can always help in
development of a particular company. As there will be lack of employment turnover that in turn
leads in reducing cost of recruitment and selection.
Theme 2: Get recognition that is deserved for performance.
Question 2: Do you get recognition that is deserved for your
performance?
Frequency
 Yes 7
 No 13
Interpretation: This can be interpreted from the above pie diagram. According to survey it has
been determined that 7 members were happy and gave positive response when they were asked
about getting recognised as per performance. But majority of them that means 13 members
disagreed and said that they do not get proper recognition.
Theme 3: There is relationship between retention and CSR.
Question 3: Do you think there are is any relationship between Frequency
7
13
Yes
No

retention and CSR.
 Yes 6
 No 4
 Not at all 10
Interpretation: From the above graph, it has been analysed that majority of them were saying
that there was good relation between both of them in Marks and Spencer. Thus, out of 20
members 10 were standing in support of Marks and Spencer when they were asked about this in
that particular company. This in turn helps in achieving long term success and company may
reach the boost.
Theme 4: Employee of M&S are highly satisfied with Working Environment of Marks and
Spencer.
Question 4: What do you feel about working environment of Marks and
Spencer?
Frequency
Yes No Not at all
0
1
2
3
4
5
6
7
8
9
10
6
4
10
Frequency

 Satisfied 8
 Highly satisfied 6
 Dissatisfied 4
 Highly dissatisfied 2
Interpretation: It has been interpreted from the above graph that the working environment of
Marks and Spencer company was overall good in average. As per the workers it is determined
that company offers safe working condition which reduces the risk of work place injury or
accidents. Apart from this, some employee stated about regular informal session with employee
in firm which are organised by management to reduce work stress and understand workplace
issues faced by employees. Thus, while conducting survey with employees of particular
company it has been determined that 14 members were satisfied with the working environment
out of which 6 were highly satisfied.
Theme 5: Relationship with Superiors in marks and Spencer.
Satisfied
Highly satisfied
Dissatisfied
Highly dissatisfied
0 1 2 3 4 5 6 7 8
8
6
4
2
Frequency

Question 5: How is your relationship with superiors that are involved in
Marks and Spencer?
Frequency
 Good 8
 Excellent 8
 Not Good 4
Interpretation: While conducting survey with individuals that were involved in a particular
company, it has been interpreted that there were 16 members who gave positive response when
asked them about relationship they share with their superiors. The staff discussed by responsible
practices of superiors like employee’s engagement, problem solving concerns, grievance
handling, etc. Out of this 16, 8 members said that they were sharing excellent relationship with
their supervisor. But it has also been determined from above diagram that, there were 4 members
who gave negative response in this.
Theme 6: Majority employees were neutral to rules and regulations of M&S.
Question 6: What is your opinion regarding rules and regulations
involved in Marks and Spencer?
Frequency
8
8
4
Good
Excellent
Not Good

 Satisfied 8
 Neutral 7
 Highly satisfied 5
Interpretation: From the above pie diagram, it has been interpreted that the rules and
regulations that were involved in Marks and Spencer were not affecting members in an average.
According to survey, it has been analysed that when this question was asked to 20 members of a
cited company and out of those 20, 7 members were those who were not able to decide about
them. Remaining all were satisfied and highly satisfied with rules and regulations that has to be
followed by them. According to the survey, it has interpreted that rules and regulations in terms
of equality act and human rights act were followed by the cited company in positive manner.
This highly motivated them to perform their task. This act will lead them in motivating
employees so that they can perform without any hesitation and with full effort. This will lead in
increasing long term profitability.
Theme 7: As per majority employee they are not rewarded as per performance efforts.
8
7
5
Satisfied
Neutral
Highly satisfied

Question 7: Do you agree that you are rewarded as per the performance
and efforts derived by you?
Frequency
 Yes 8
 No 12
Interpretation: From this graph, it has been interpreted that, the cited organisation that is Marks
and Spencer are lacking back in rewarding employees on their performance. This was analysed
after the survey which was held with 20 members. 12 members were such who refused
continuously when they were asked about this. According to them, they were not rewarded as per
their performance and efforts that they give to a particular task. But keeping them aside, 8
members were in support with Marks and Spencer in high manner and said yes. Employees also
were against to rewarding practices. They were just forwarding appreciation message to
employees that was not worth their effort.
Theme 8: Training program always linked with career development program.
Yes
No
0 2 4 6 8 10 12
8
12
Frequency

Question 8: Does your training program be always linked with career
development program?
Frequency
 Yes 11
 No 4
 Not at all 5
Interpretation: This question when asked in survey, it was determined that out of 20 members,
11 members said yes that training program is to be linked with career development program. But
there were 9 members who came into consideration those who refused with this decision and
though that Marks and Spencer must not link training program with career development
program.
Theme 9: Effectiveness of retention in terms of corporate social responsibility
11
4
5
Yes
No
Not at all

Question 9: What is your opinion regarding effectiveness of retention Frequency
 Low 4
 High 9
 Very High 5
 Average 2
Interpretation: From the above graph that has been determined, it has been analysed that there
is high level effectiveness in terms of retention in Marks and Spencer. When survey was
undertaken with 20 members, there were 14 members who said yes and that effectiveness of
retention practices is very high, if company adopts good CSR practices. 4 members said that its
effectiveness is low in case of not acquiring any corporate social practices for employees
retention. Remaining 2 members replied as it is at average. Thus, Marks and Spencer have to
overcome these problems of employee turnover by adopting various Corporate social
responsibility like training in order to gain employee retention and awarding employees for their
excellent work etc.
Theme 10: Employee Retention helps in result of productivity.
Low High Very High Average
0
1
2
3
4
5
6
7
8
9
4
9
5
2
Frequency

Question 10: Do you agree that employee retention is playing vital role
in result of productivity?
Frequency
 Agree 8
 Strongly Agree 4
 Disagree 5
 Strongly Disagree 3
Interpretation: The above pie diagram helps in interpreting that employee retention plays very
significant role in order to increase productivity. Thus, this was asked to 20 members while
conducting a survey. Out of those 20 members, 8 members agreed to this and there were 4
members who agreed strongly and gave positive response. But along with this, there were 8
members who disagreed and out of those 3 of them strongly disagreed to this and gave negative
response.
8
4
5
3
Agree
Strongly agree
Disagree
Strongly disagree

Critical review of results of primary and secondary research
In this research report, primary data has been used in which questionnaire is used which
help to collect reviews from the employees. From that it has been analysed that employee
retention plays very significant role in order to achieve long term profitability. Further, it has
also been analysed that they are recognised for their performance which motivates them highly to
increase retention level. While, the rules and regulations were not followed in effective manner
that leads them in employee turnover. They must adopt various laws in order to achieve long
term success and high level of retention.
On the other side, using secondary research, Literature review is used which help to
determine the impact of employee retention on employee’s sustainability with view of various
authors. This helps in analysing that working flexibility and time period act as the motivation
power to make employees stick towards the particular brand. In addition to this, development
opportunities should also be provided to them so that their interest level increase towards
particular task. Further, they must also make specialised category in which members having
particular talent or skills are involved which make them to work easily and smoothly.
Recommendations and action plan to propose solution of problem on the basis of research.

According to the finding of the above research project it can be identified and concluded
that each and every organisation needs to include effective employee retention (Tanwar and
Prasad, 2016). Marks & Spencer can include various techniques related to employee retention in
their corporate strategy in order to build a strong workforce that is important for the company to
achieve increased productivity and performance. The various employee’s retention strategies are
as following –
 Building a good system for performance evaluation – It is important for both the
company and employee to monitor and evaluate performance as per set performance
objectives. Evaluation of performance can help organisation to recognise and reward
efficient employees which a key element for retention.
 Customize benefits and work expectations for individual employees as much as possible
Managing occupational health and safety in Marks & Spencer can assist management in
employee retention as it assist in fulfilling safety needs of workers.
 The company's investors, employees and other stakeholders have a joint interest in terms
of stimulating the growth of a particular company.
 They also have to establish a positive interaction with other stakeholders instead of only
with management and investors.
 Retainable employees demonstrate a clear commitment to contributing their best efforts
and skills to the organisation. Marks and Spencer can seek out for people who are highly
interested and motivated in developing their careers and skills. The company should
clearly develop expectations while recruiting the employees to avoid disappointments on
the both the side can be avoided.
CONCLUSION
On the basis of above report, it has been clear, employee retention is the biggest topic and
issue for many of the organisations which is required to be removed. Organisation needs to
analyse the potential needs of the employees in order to maintain their profit revenue for their
company. The main purpose of this report is that to increases the employee retention within a
particular enterprise.
It has also been analysed that Research is an activity that basically involves to find out in
a systematic way either more or less that might be unknown Thus, research methodology is
termed as philosophical framework in which research has been conducted. In addition to this, it

describes research methods, approaches and designs in which detail is used in a particular study
is highlighted.

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APPENDIX 1
Questionnaire
Questionnaire
Name:
Age:
Question 1: Do you think that employee retention can help in maintaining sustainability in
Marks and Spencer?
 Never
 sometimes
 most of the times
 all times
Question 2: Do you get recognition that is deserved for your performance?
 Yes
 No
Question 3: Do you think there are is any relationship between retention and CSR.
 Yes
 No
 Not at all
Question 4: What do you feel about working environment of Marks and Spencer?
 Satisfied
 Highly satisfied
 Dissatisfied
 Highly dissatisfied
Question 5: How is your relationship with superiors that are involved in Marks and Spencer?
 Good

 Excellent Not Good
Question 6: What is your opinion regarding rules and regulations involved in Marks and
Spencer?
 Satisfied
 Neutral
 Highly satisfied
Question 7: Do you agree that you are rewarded as per the performance and efforts derived by
you?
 Yes
 No
Question 8: Does your training program is always linked with career development program?
 Yes
 No
 Not at all
Question 9: What is your opinion regarding effectiveness of retention?
 Low
 High
 Very High
 Average
Question 10: Do you agree that employee retention is playing vital role in result of
productivity?
 Agree
 Strongly agree
 Disagree
 Strongly disagree

APPENDIX 2
Gantt chart