Management Style and Functions of Marks and Spencer CEO

This report analyzes the management style and principle functions of Marks and Spencer CEO, Steve Rowe, and explores the change in organization structure to achieve higher performance. It also discusses the leadership styles of the CEO, the effect of power, conflict, and influence at M&S, and different types of motivation used in the company.

INDIVIDUAL CASE STUDY
ANALYSIS

Table of Contents
INTRODUCTION...........................................................................................................................1
A:Management Style and Principle Functions of Marks and Spencer CEO...............................1
B:Change In Organization Structure To Achieve Higher Performance:.....................................2
C:The leadership Styles of the CEO that improve the organisational effectiveness...................4
D:Elaboration of the effect of power, conflict or influence at the M&S.....................................5
E:Elaboration of different types of motivation in M&S..............................................................6
F:Corporate Example and Literature for Justification.................................................................7
G:Recommendation or Suggestions.............................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Management style help different organization and employees to work effectively in
different cultures and natures. This report will help to describe and analyse the management style
of Marks and Spencer CEO Steve Rowe. It is famous retail brand, and global, multi-channel
retailer which provide high quality product and goods to its customer. Marks and Spencer have
1300+ stores worldwide (Reuters, 2020). This report will help to examine the management style
and principle and function of management which is used by Marks and Spencer CEO. It also
helps to analyse the steps taken by CEO to change organization structure in better way to achieve
objective and goals of the company and also explain how the change help in high performance of
the organization. It also describes different leadership styles of The CEO of Marks and Spencer
that increase organization effectiveness, It also helps to analyse the effect of power of the CEO.
This report also explain different types of motivation which use by company and it also give
summary of the report and in the end it will give recommendation or suggestion to Marks and
Spencer to increase its organization performance.
A:Management Style and Principle Functions of Marks and Spencer CEO
Management is defined as the coordination of employees to achieve Marks and Spencer
goals and objective. They follow pyramid structure in this their roles and decision are depend on
CEO Steve Rowe. Management style apply different theories of successful business. It also help
to define appropriate styles which followed by Marks and Spencer. In company there are two
types of benefits are offered to employees such as financial rewards and learning and
performance training for higher position. For these benefits company adopted the “Theory X and
Theory Y” of Mc Gregor (Scott, and Walker, 2017). This theory help Marks and Spencer to help
their employees in effective work.
Theory X: In this theory id employees are lazy they company give temptation of money to
motivated them. By this theory company need to regularly motivated its employees by financial
rewards.
Theory Y: In this theory employee are willingly wants to work on organization. In this theory
company needs to give training to such employees who want to do work for company
betterment.
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Management Style: In the way Marks and Spencer face different situation will all depend on
management style which followed by CEO Steve Rowe. They use Bureaucratic Management
Style to manage Marks and Spencer.
Bureaucratic Management: In this style company confirmed that task, rules and procedure of
production and manufacturing of product and service are followed according to organization
structure. It helps Marks and Spencer CEO Steve Rowe to fulfil company goals and objectives
(Leite, 2020). In this style Marks and Spencer looked for conformation from employees rather
than commitment and direction provided by managers. This style help Marks and Spencer to
complete its task step by step and follow given procedures according to company.
Principles and Functions:
Principles: Marks and Spencer CEO Steve Rowe followed different principles to guide their
teams. Such as,
Find your Passion: Steve help their employees to find their passion. It helps Marks and Spencer
to grow their business effectively.
Value Relationship: It is important to establish positive relationship between employees and
Manger. Steve Rowe used this principle to make positive environment in company to motivate
employees for their work.
Functions: It is very important for Steve to follow various functions such as communication,
leading development, maintaining awareness etc. for Marks and Spencer growth in market and to
maintain its image in market.
B:Change In Organization Structure To Achieve Higher Performance:
In Marks and Spencer Steve needs to change organization structure to achieve high performance
of the company. To change in organization Steve follow Handy's model of organizational culture
to change Marks and Spencer culture. This model is defined in different types such as Poer,
Role, Person and Task. Marks and Spencer follow this factors to change its organization
cultures.
Power Culture: To change in organization Steve Rowe must use power culture in effective way
so the Marks and Spencer can give higher performance. Steve must follow power culture riles
and regulation for effective output. In this factor if someone has power than they must use this
effective way so that company can get positive result (Hawthorne, and Logins, 2020). In Marks
and Spencer Steve have power to control employees for better work efficiency, they can make
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effective rules that follow bureaucracy management style, So that company get higher
performance from employees.
Role Culture: In Marks and Spencer role culture related with rules. To change organization
structure Steve must ensure that employees are following the rules, and they also update rule
time to time according to requirement. In role culture company employees follow their roles and
responsibilities and it is determined by CEO for higher performance of the company. Role
culture help Marks and Spencer to build detailed organization structure and it will company to
achieve it goals and objectives. In this culture employees are clearly official emissary with
defined structure. It also defines with respect to bureaucracy management style. Role culture also
drive power.
Task Culture: It helps Marks and Spencer to change their organization structure for effective
result. Task culture help in team management and specific task in which effective progress is
required. For modification in organization structure Steve can form teams for specifics task and
problems and also teams can develop their own goals and objective to complete the task
effectively. Task culture is important for Marks and Spencer because its maximum tasks and
projects are depends on teams and team members (Posadzińska, Słupska, and Karaszewski,
2020). Task culture is effective for company because its give higher performance and effective
results to the company.
Person Culture: This factor helps Marks and Spencer individual employees because company
exist because employees are working so this culture is important and Steve must update some
rules for benefits for the employee so that they can work with motivation. Marks and Spencer is
a collection of individual employees that work to maintain its image in market and to give higher
performance to the client. Steve can make teams of person who have same skills and knowledge
in particular field so that they can give their 100% to the company.
This factor help Marks and Spencer and its CEO Steve Rowe to change organization structure
for higher performance, for effective results and to attract more customers.
C:The leadership Styles of the CEO that improve the organisational effectiveness.
Leaders are consider as the most important person for business and every CEO of business
should need to follow some leadership styles in order to run the companies successfully. There
are now different leadership styles that many companies used in their management as per the
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needs or requirement of its functions. Lets discuss the leadership style of Steve Rowe, CEO of
Mark & Spencer.
Transactional : This leadership styles is prove to be effective because it try to motivate its
employees with using techniques of rewards system. Transactional leader also take inputs of its
employees so that it implement the necessary changes. This style is also known as managerial
styles because its more focus on supervision or team performance (Pucheta Martínez, Bel
Omsand Olcina Semepre, 2017).
The Steve Rows is currently following the transactional leadership styles in M&S so that it
will benefit in achieving goal of company through ensuring that the high performance are
maintain from its workforce continuously at every level of hierarchy. CEO will encourages its
employees by rewarding or punishing them so that it increases the efficiency in all performance.
The major impact that it will bring to M&S is that they able to achieve the short term quickly. It
clearly define the rewards or punishment for employees correctly. The need of this leadership is
arriving globally. Specifically for all the Multinational companies where all the workers did not
have the knowledge of same language. It also provides a clear structure for M&S, all methods
that need the repetitive tasks and balanced environment (Qadir,and Yeşiltaş 2020). The
application of this type of leadership is very clear and easy and does not require any kind of
specific training. So, this is much used by many organisation as its approach is easy to
understand.
Transformational : This leadership style is effective and should be used by the M&S in future
for better growth opportunities. It is most widely used leadership styles as this styles is
motivating employee to make the changes in the organisation. This type of leader inspires its
employees to participate in the development of organisation through innovative or creative ideas
or sharing values. Transformational leader have a vary clear gaol, ethics or values that set the
common objectives for the company and it lead its employees passionately with the help of open
communication or providing mentorship chance so that all employees work together towards
achieving common goal (Aithal, andMaurya2017).
D:Elaboration of the effect of power, conflict or influence at the M&S.
Power can be define as vital source that has capability of an individual or could be a team to
control other people. Power or influence is having greater impact on the overall performance of
its workforce.
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French or Raven's and its five forms of power:
Legitimate: This refers to a power where a person is holding the belief that it holds right to
make demand or expect that other person should agree and behave in an obedient or mature way.
For example, CEO of M&S is having legitimate power an making the biggest decisions. But this
power is unstable in nature and if the position lose than this power is automatically disappear.
Reward: In this power, people is giving rewards that includes promotion, more opportunities
for training, providing compliments etc. However, the reward become useless when rewards
don't carry its perceived value. M&S used this often if performance is not up to the mark.
Expert: An individual in this power is purely based on its skills, abilities or knowledge. M&S
may be utilized this power if any major decisions is taken (Swaffield,Evans,and Welch 2018).
Referent: This power holds on the basis of attractiveness, liking or respecting another person. In
workplace of M&S, an individual with power of referent makes an effort for everyone to feel
good.
Coercive: This power define that the person should be able to punish other person if there is
non-compliance action is found in them. M&S can use this power if any misconduct or breaking
of law is occurred.
Conflicts – It creates a huge impact on the efficiency of organisation. There are so many ways
for causes of conflicts in M&S. Firstly, lack of communication in team member often leads to
conflicts, for example, if a person misunderstands information or messages from other person, it
may create a respond of anger for other person. It may affect in M&S in decreasing overall
efficiency in task. Secondly, differences in individual that includes, in opinions, traits or skills,
abilities (Amilin, 2017). How a person is dealing with conflicts also create an impact for
instance, dominance, aggressive behaviour or potential of tolerance can influence conflicts in
many ways. Hence, all these behaviour may decide whether effect of conflicts will be big or
small or conflicts is not created at all. As a result of this, employees of M&S will feel stressed
and depressed which is not good for their professional work life. Lastly, interdependence in
working criteria can create greater impact, it may likely be possible that level of conflicts is
greater if the goals or objectives is totally different from one another, because the
interdependency within all task makes difficult in avoiding conflicts earlier. All of above
conflicts may decrease the productivity level of M&S and it results in lowering in overall sales of
its product or services.
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E:Elaboration of different types of motivation in M&S.
Motivation is define as tool in order to provide the self-satisfaction to all its employees with
various methods. There are different types of motivation that M&S can use in its operations.
Financial or non-financial :
Motivation can be defined as financial or non-financial through which the M&S should motivate
its employees. In financial motivation the monetary rewards is used by M&S and usually
tangible in nature like giving bonus, incentives to employees in order to provide encouragement
and do more in their job. While, non-financial incentives is intangible in nature and not that
effective in terms to motivate employees (Locke,and Schattke2019). For example, promotion,
provide more responsibility, upgrading roles and values etc. Both the motivation is basically
depend upon the culture or surroundings of M&S like culture to encourages the workforce,
foster of collaboration or entertainment at workplace.
Intrinsic or Extrinsic :
Intrinsic is used in M&S to provide the motivation within the organisation. Fro instance, working
with the brilliant or inspiring leaders, or in those working areas where employees have interest.
While on the other hand, many of the employment work with other techniques of motivation
where it will come from outside and work as per the extrinsic rewards in which candidates
bought and later commanded.
Maslow's Need Hierarchy theory: Maslow's theory generally display in pyramid structure that
accurately describe all the level of needs in hierarchy.
Physiological needs – It define the most basic level of need that a person needs for survival like
water, air and food and explains that human body or mind not be able to function properly if
these need are not fulfilled (Fırat,Kılınç, and Yüzer 2018). These need are the most ruling one as
compare to all other, therefore if an individual has nothing in life than all these basic
requirements will become a form of major motivation for them, and that is most likely be
fulfilled from physiological needs than any other.
Safety or security – If a person is self-satisfied with physiological need than another need is
appear that is the safety need. The more peaceful, safer or secure society that results in making
everyone feel safer enough from murder, criminal activities or other catastrophes etc. that happen
in society. In M&S, safety needs may involves choices for insurance policies, security of job
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and opening of savings account. Safety and security may further include the financial or personal
security, health security (Kristensen,and et.al 2021).
Belongingness and love – The need of love and belongingness come into priority when both
need are satisfied. As per this theory, a person needs to feel love and accepted by their social
circle whether it is small or big. For example, if a person does not feel satisfied than it may leave
or try to eliminate the lack of friends or partners.
Esteem – M&S use this theory in order to provide satisfaction, valued its employees, provide
appreciation for their work so that this requirement is fulfilled.
Self- actualization – M&S will provide satisfaction to employees with the help of providing
more opportunities, challenging positions or provide flexibility of innovative or creative task.
F:Corporate Example and Literature for Justification
According to the Gershon, (2018), management style are important for Marks and
Spencer to improve its performance, productivity and to increase its profitability. Management
style also help to analyse the Marks and Spencer culture and help to improve it for higher
performance. As per the view of author leadership style must be followed by Marks and Spencer
CEO Steve Rowe because it helps him to organize company in better way. If Steve use
Transactional leadership style then it will be more beneficial for Marks and Spencer because it
helps them to increase it sales and profit. They evaluate Marks and Spencer different powers
which can be used in different ways for organization success, and they can also use powers to
overcome conflicts. They also discuss different motivation which is used by Marks and Spencer
to motivate its employees for effective work.
It is justified that if Marks and Spencer use Transactional leadership style then it will be
helpful for the company and for the clients. In transactional style company give rewards and
punishment to employees according to their performance. This style impact on company
performance and its growth in positively. It also gives benefits to the employees if they improve
their performance. Transactional style also helps to improve Marks and Spencer management
for higher performance.
G:Recommendation or Suggestions
From above report discussion and explanation its recommended that Marks and Spencer
must follow management styles because it helps to improve its employees performance and
productivity. It also recommended that Marks and Spencer CEO Steve Rowe can also shift on
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Transformation leadership style to overcome conflicts and issues which they are facing in
organization, and they can also use different powers such as rewards and legitimate this power
helps organization to create positive environment, so they should use these power effectively.
They can also use these powers to overcome conflicts. Marks and Spencer management can use
its power effectively by changing its products and management rules according to time and
environment. It is a suggestion that they can also use different types of motivation to improve
employee performance and work efficiency. This recommendation and suggestion help Marks
and Spencer to increase it growth in market and also attract more customer towards its products.
CONCLUSION
To conclude, the above report elaborate about the different styles of management that any
company use this to properly guide its framework, the various principles or functions of
management like planing, staffing, controlling or organising in which the company can manage
its operation accurately. The major steps that is taken by CEO so that it take necessary
improvement in the organisation so that it able to achieve high level of performance and its
positive impact on its workforce. Further, the two main leadership styles is explained that is
necessary for the success of any organisation and that the CEO of any company should use this
in order to increase the organisational effectiveness. Later, the impact of power or its influence is
describe along with the major impact of conflicts towards its hindrance in sustainability. The
motivation types is explained and how its used by organisation in order to increase performance
of its employees, with Maslow's theory of motivation.
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REFERENCES
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Online
Reuters., Marks and Spencer Group PLC 2020, [Online]. Available through:
<https://www.reuters.com/companies/MKS.L>
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