Unit 36 - Human Resources - Values and Contributions to Organisational Success

This report evaluates the importance of organizational design theory and HR strategies for organisational success using specific examples from Morrisons. It also critically analyses two different approaches/techniques used to attract, maintain, motivate and develop a dedicated workforce. Additionally, it conducts research and uses contemporary knowledge to support evidence for emerging HR developments. The report provides recommendations to improve the performance of the organization.

Unit 36 – Human
Resources – Values
and Contributions to
Organisational Success
Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Evaluate the importance of organisational design theory in the context of organisation
structure and fulfilling organisational strategy, using specific organisational examples............3

A critical analysis of two different approaches/techniques used to attract, maintain, motivate
and develop a dedicated workforce.............................................................................................4
Conduct research and use contemporary knowledge to support evidence for emerging HR
developments...............................................................................................................................4
Evaluate how organisational design has to respond and adapt to change management and the
relationship that exists between the two using a specific organisational situation.....................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
The individuals who are engaged in the process of staffing is known as human resource. They
hire or recruit the employees in the organization according to the skills and knowledge they
possess. Every department work differently and need the staff in accordance with the
requirement of the company. That is why it is important to attain a good human resource that is
capable of hiring best suitable personnel in the business corporation. Its all depends upon the HR
professionals that how they place the individuals in an organization. However, it helps in the
growth and development of the organization. If the employees work with all hard work by
improving and making full use of their skills than it would result in achieving the desired target
within a specific time limit. This report basically studies the business structure of Morrisons. It is
the fourth largest supermarket chain in UK(Stone, Cox and Gavin, 2020). This report evaluate
the importance of organizational design theory. It also perform a critical analysis of two distinct
methods that could be used to attract a dedicated staff. In furtherance to this, this report will help
in conducting a research and use contemporary knowledge in order to prove the developments in
the HR sector. In the end, it will provide the recommendations so as to improve the performance
of the organization.
MAIN BODY
Evaluate the importance of organisational design theory in the context of organisation structure
and fulfilling organisational strategy, using specific organisational examples.
The theory of organizational design is crucial in order to form a suitable business structure for
the fulfilment of the organizational goals. This particular theory holds a great importance in
context of the company Morrisons in order to make a business plan which could be implemented
while operating business activities. Morrisons is a supermarket chain that is indulged in
providing all types of grocery items and have number of branches across the native cities. It is
trying to expand its business internationally because everything had varied from the early 90s in
various business sector such as software, petrol, furniture, books and many more. It is situated in
Bradford, United Kingdom. This company was founded in the year 1899 by Clayton, Dubilier
and Rice(Boon, Den Hartog and Lepak, 2019). It holds 497 supermarkets under it across
England, Wales & Scotland and Gibraltar. At first, the company was serving the low cost
products to the consumers. But after grabbing the market and attracting consumer base,

Morrisons has started providing good quality products to the consumers after assessing their
preferences and demands. Consumer is the king, and this statement proves that is the customers
who make the company or destroys it. After knowing the importance of the consumers,
Morrisons started taking care of the likes and dislikes of the clientele. What they need and when.
The major aim of the company is to serve the consumers at its best. That is why it is vital to
make certain changes in the product line so that the customers always get a wide variety of goods
without any delay. This would help the organization in preventing the consumers from switching
on the other brand. As the company has introduced some reforms in the regular products by
adding organic and eco-friendly items that promotes a healthy life. This is the idea that has been
drawn while formulating the business strategy that has been made in the beginning of
establishing the brand.
Organisational structure of Morrisons
Organizational structure of Morrisons is based on a hierarchical system in which each and every
department is placed on the positions that are being assigned to them. They work according to
the framework that has been designed by the concerned authority of the upper administration.
They share responsibility according to the tasks that is expected from them. This structure relies
on the roles and the duty to make sure that the job is done effectively(Hamouche, 2021). The
organizational structure is described by a business pyramid, and those at the top of the pyramid
hold the positions of most authority. Since the corporation is so large, their organisational
structure is also hierarchical. There are up to four levels of management in their organisational
structure. Regional supervisor and store owner are the top 2 layers, respectively. However, this
four-layer arrangement could lead to a bureaucracy that would hinder the flow of information
between the layers. In general, this structure is centred on the command chain, typically starting
with senior executives and moving down to general staff. In a straightforward approach, it may
be claimed that Morrisons's staff members both report to and are managed by their managers.
When the company sells its items in large quantities, these are quite beneficial. Monitoring the
design, durability, manufacturing, and dissemination is made easier by this framework. For
instance, if Morrisons provides a product that is well-liked in the UK, the company's top
executives will manage the reality that the item is purchased in large quantities. The control of
every phase of production will be largely dependent on the pyramid model.
Evaluation of how the structure is effecting the performance of the organisation.

One of the key factors determining whether a firm is successful or unsuccessful is its
organisational structure. Without a strong organisational design, the company's policies and
procedures won't be consistently followed, and its goals would be impossible to meet. The tiered
sort of organisation that Morrisons uses has already been examined. This had a significant
beneficial effect on their performance, and as a result Morrisons has been steadily increasing
both their output and income. Additionally, its corporate structure suggests that change may soon
be coming to the business. The following are some of the ways Morrisons's organisational
structure affects the organization's performance:
 Clarity in Reporting
Since Morrisons's system is so concentrated, it is simple to identify who should report to whom
and who is actually in charge of making decisions. Roles within an enterprise are determined by
a hierarchical system(Garg, et.al, 2021). Morrisons's staff will find it quite simple to complete
their task and submit their reports thanks to this.
 Control-Oriented
When a business wants to exert control over its products, an organizational structure works well.
Morrisons needs to have control over the manufacturing and marketing of their products, in part
because they sell consumer goods in big number. They can fully oversee the layouts of their
items thanks to the hierarchical framework.
 Acquiring expertise
Because of the company's organisational structure, which promotes employees' progress in a
single direction, their system also enables workers to become more skilled and knowledgeable in
their roles. If their quality is utilised well, the business will be able to hire experts within as many
divisions as feasible.
 Outlining a specific goal
As everyone's goals are distinct, Morrisons's organisational structure has also established a
purpose for the success of the workers. Even for the management, this makes it apparent what
needs to be done to assess the workers' productivity.

A critical analysis of two different approaches/techniques used to attract, maintain, motivate and
develop a dedicated workforce.
Today's organisations must adopt a variety of strategies to keep a committed workforce.
Morrisons has long employed unconventional methods to both recruit fresh talent and advance
its current workforce. Not just Morrisons, but all the big businesses that hire thousands of people,
have found success with these strategies. With several individuals, many of whom come from
different countries, it can be difficult for large corporations like Morrisons to take all of them
into mind.
Morrisons might employ a variety of strategies or methods to entice, retain, and improve its
personnel. Below is a detailed discussion of Two of them.
Motivation Theories
A person's motivation can be defined as the instinctive factors that originate from within them
and assist them in exerting the necessary effort and achieving their goals. A motivated employee
is going to be efficient than a discouraged one, which is significant from the perspective of the
organisation(Collings, et.al, 2021). Morrisons typically hosts workshops to keep employees
motivated, but if the proper technique is not applied, these could occasionally dissuade the
individual. Different theories of motivation use different approaches:
Content theory
This model is built on the items that individuals believe they must have in order to live.
Understanding the 'what' of motivation is the decisive factor in content theory.
Mclelland's Theory of needs
The psychological needs of people are the main focus of McLelland's Theory of Needs. This
theory proposes three different categories of requirements, which are described below:
• Desire for success
This aspect of McLelland's theory states that people in an organisation wish to accomplish aims
and want their identities to be associated with those successes. For instance, a representative for
Morrisons could desire to sell a certain quantity of things to meet his goals.
• Power is required
This aspect of McLelland's thesis states that people typically want to be in a position of
leadership over others. According to this notion, those who possess this need make excellent
leaders. Morrisons should therefore be sure to employ this motivational strategy.

• Desire to affiliate
According to this hypothesis, people feel the urge to establish social ties with particular
individuals. The notion that others are friendly and helpful to them serves as incentive for these
people(Macke and Genari, 2019).
Process Theory
This theory of motivation relies on the observation that only a small number of behaviours have
the ability to influence how people think and behave. The process theory of motivation comes in
a variety of forms. Goal setting theory is one of them.
Goal setting theory
According to the goal-setting philosophy, the objectives assigned to the staff should be
reasonable. It explains that only quantifiable, defined goals can be successfully attained by
humans. There are five guiding ideas in goal setting theory:
• Clarity
Unambitious objectives could cause misperceptions among the workforce. Therefore, the
objectives specified for the staff should be detailed enough for them to achieve.
• Challenge
The objectives must always be capable of challenging and motivate the staff to achieve them in
addition to being clear.
• Commitment
Employees won't be totally committed unless they believe that the objectives they are working
toward are ones that they themselves endorse.
• Task difficulty
The management must make sure that the objectives are not overly complicated so that the
workers become lost and lose interest in working.
• Feedback
Morrisons must ensure that they listen to employee feedback on their goals, whether they
succeed or fail. The best approach to understand the skills and expectation of staff is through
responses.
Scientific Management Theory

Frederick Taylor created the scientific management theory, which is utilised to use science to
enhance employee performance. According to the hypothesis, if employees' performance is poor
within an organisation, it is because of the poor working circumstances. According to the
hypothesis, replacing the conventional methods of employee monitoring with ones that take into
account how people actually carry out their jobs will ensure that everyone is working
effectively(Richards and Sang, 2021). Although this hypothesis has flaws, it has removed the
unfavourable aspects from their performances. Morrisons ought to make use of some scientific
findings as well to improve the precision of their assessments.
Scientific management principles-
• Science, not generalisations
This method asserts that scientific procedures, rather than generalisations, should be used to
assess an organization's effectiveness. It claims that even the tiniest task can be planned using
science, saving time in the process(Piwowar-Sulej, 2021).
• Peace, not strife
According to this view, there should be good communication between management and
personnel. Any conflict between the management and the staff is likely to detract from the
organization's aura.
• Revolution in the mind
Mental revolution denotes the need for management and workforce mindset changes. They can't
have a beneficial impact on the business unless they have a feeling of belonging in their minds.
• Teamwork rather than individualism
Morrisons needs to encourage cooperation among its employees rather than individualism in
order to raise overall performance rather than just that of its individual employees.
• Enabling each person to reach their full potential
The effectiveness of the personnel also affects the organization's overall performance. To boost
total production, it is crucial to develop the competencies and skills of the workforce.
Conduct research and use contemporary knowledge to support evidence for emerging HR
developments.
A company like Morrisons may use efficient HR to improve the lives of its employees. However,
the business must implement new HR innovations in their structure in order to remain relevant in
the present environment and keep up with changing trends(Parry and Urwin, 2021). These new

HR advancements are crucial because employees are increasingly focused on achieving their
own goals, and good staff management is essential for businesses to function effectively. The
new developments that Morrisons needs to use include the following:
• Mixed workplace culture
Morrisons needs to establish a culture in which working is always done in a hybrid manner.
Almost all organisations converted from their old working methods to online ones throughout the
outbreak. However, now that the issue has been resolved, many businesses have begun to need
their employees to return to the office, and as a result, many workers are finding it challenging to
adjust after working from home for so long. Morrisons has to switch to a hybrid working style so
they can keep the personnel they want without sacrificing the organization's productivity. In
many large organisations, including Sainsbury and Marks & Spencer, the hybrid working culture
has proved successful.
• The use of technology in hiring
Technology is a key component of the new HR development's toolkit. In order to boost
flexibility and access more data, Morrisons's HR departments should employ technology more
frequently. Morrisons has to upgrade its recruitment job to make it more technologically savvy
than it was previously. The top applicants can even be chosen throughout the hiring process
using only the data from their prior work by automatically comparing them(Armstrong and
Brown, 2019). The majority of businesses have already started revolutionising the hiring process
with technical solutions. The organisation has already switched from using newspapers and
brochures as the conventional means of posting job openings to using online services. This
method has made it incredibly simple for job seekers to find and apply for positions, which is
especially crucial. Additionally, to speed up hiring, the first selection procedures might be
completed online, saving HR staff members' time.
• Greater attention to employee experience
Since this is the finest technique to motivate employees to work really hard, it is crucial to place
a lot of emphasis on their experience and contentment in this contemporary period of
organisational behaviour. Morrisons has numerous competitors because it is in the retail market,
and employees won't have to second-guess themselves if they experience workplace discomfort.
One of the largest businesses in Europe, Morrisons is likely to adopt a variety of actions to keep

its staff content. Morrisons must maintain an inclusive workplace culture to maintain the quality
of the employee experience(Al-Hanawi, Khan and Al-Borie, 2019).
• Increasing HR capacity
The performance of the organisation is greatly influenced by the HR department's several tasks.
These duties include hiring, choosing, managing a positive environment, etc. However, it is
insufficient for the organization's efficient implementation because HR must be provided more
full rights for improved performance management. To fully understand the competencies and
attitudes of employees, it will be crucial to expand the HR department's abilities. Additionally,
new trends have demonstrated a correlation between productivity and HR's engagement in the
business(Mariappanadar, 2019).
Evaluate how organisational design has to respond and adapt to change management and the
relationship that exists between the two using a specific organisational situation.
The coordinated strategy that is focused on the transformation of organisational goals and
procedures is known as change management. It is highly vital for firms to conduct appropriate
organizational change as it assists the companies to remain relevant in the present and future
scenario. Plans should be made to ensure that the change won't have a negative influence on the
organisation in order for the change to be successful there. Along with training and motivating
personnel, change management also involves keeping an eye on any after-change tasks that
might arise.
Change management theory and models
In order to improve organisational outputs, people and processes must be transitioned using a
framework from change management theories. To correctly execute the change, it is crucial to
adopt the appropriate change management model. Lewin's change management model is among
the most significant and well-known change management models. This concept is renowned for
its flexibility, which is covered in more detail below(Kravariti and Johnston, 2020).
Lewin's Change management Model
Based on this model, change is viewed as a process that involves numerous misconceptions, and
in order for a corporation to successfully implement change, it must first unfreeze, change, and
then freeze the process.
• Unfreezing

The decision-making process for change management is a crucial stage. Morrisons must utilise
the platform to assess its current procedures and determine what needs to change.
• Change
Morrisons must carry out the transition at this point and inform the staff of the potential it will
present for the business(Purnomo, et.al, 2020).
• Freeze
Morrisons needs to ensure that the transformation has become viable in the overall organisation.
They should also acknowledge the advantages the transition is bringing to the business.
Role of HR in management of change and organisational design
In an organisation, human resources are crucial for initiating change, restructuring the business,
and maintaining the ideal organisational structure. All of the employees' and management's
knowledge is typically kept by HR, giving them the chance to play a key role in the changes that
will be implemented throughout the entire organisation(Randev and Jha, 2019). The
responsibility of HR is to ensure that changes are implemented correctly and that they are
tailored to the organization's workforce. The following is a discussion of some of the most
significant roles played by HR within the organisation:
• Understanding
If HR is required to participate in the organization's changing situation, it must have a better
understanding of the potential for change than anybody else.
• Planning
The HR department must plan the procedures and standards to implement the change after fully
comprehending it. They won't be able to create feasible shift parameters without the right
preparation.
• Implementing
The implementation of the change properly with management support is thus the most crucial
responsibility.
• Communicating
After implementation, it is crucial that the change be thoroughly explained to the staff in order to
give them the necessary understanding of the upcoming procedures.
Types of change

• Wide-scale organisational transformation
This is the type of change that occurs on a very big scale and has the potential to affect the
organisational structure as a whole. Morrisons might employ this kind of modification to
reorganise their procedures.
• Change that is transformative
It is the kind of change that is employed to address potential influencing elements in the
transformation of change(Rana and Sharma, 2019).
• Staffing changes
It is the kind of transformation that calls for the organization's personnel to change. Morrisons
may gain from this type of transformation by hiring or firing personnel.
• Unexpected change
That particular shift occurs without being anticipated. These can be used right away when things
start to get out of hand.
• Correctional action
This is the adjustment that occurs to improve organisational functionality. Morrisons may be able
to increase productivity with this adjustment.
Relationship among the organisational design and change management.
The strategic planning and change management have a close relationship. The Morrisons
organisational structure can be changed or kept the same using the change management process.
Morrisons must develop plans if they wish to bring about change in the company.
Recommendations
• A good suggestion for Morrisons's decision-makers is to ensure that there is good
communication regarding the shift between the management and the workforce(Stankevičiūtė
and Savanevičienė, 2018).
• It is also suggested to them that before the implementation of changes at Morrisons, the staff,
particularly the HR, should have a participation in the execution.
Conclusion
When an organisation wants to expand or outperform its current capabilities, change is crucial.
Additionally, the organisational structure plays a crucial role in the implementation of change.
These organisational reforms might take many different forms, and companies like Morrisons
could employ them to increase efficiency and performance.

CONCLUSION
From this study, it can be inferred that strategic planning theory is extremely significant when
discussing organisational structure and achieving organisational goals. Following that, the many
methods and strategies for managing and inspiring the workforce were explored using the
Motivation theories and Scientific management theory. The next section discusses innovative HR
advances that Morrisons could apply to raise staff productivity. The conclusion of the entire
report included a Presentation slides that explained the organisational architecture, its effects on
change management, and the recommendations.

REFERENCES
Books and Journals
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