Manage Change in Response To The Organisation

Manage change in
response to the
organisational
restructures

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Introduction to the organization.............................................................................................3
Introduction to the organizational structure...........................................................................3
Importance of organizational design theory in the context of organizational structure and
fulfilling organizational strategy with examples....................................................................4
Application of two approaches to ensure that the HR function contributes to the design of the
organization............................................................................................................................6
Critical analysis of different approaches and techniques to motivation, human capital and
knowledge management using different examples.................................................................7
Evaluation of emerging HR developments and how the chosen approaches would adopt HR
practices..................................................................................................................................9
Valid conclusions and recommendations supported by a synthesis of knowledge and research
information to be made.........................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Changes are undefined situations for an organization which occurs to sustain the business
in the dynamic market. Every organization requires to change their structures and policies so as
to keep updated with the trends of market. The main aim of this report is to study the change
management with response to restructuring the organization. The organization taken in this
report is M&S in which they encountered different changes when managed restructuring of their
organization. This is a multinational organization which is headquartered in Westminster,
London, UK (Alvesson and Sveningsson, 2015). In this report, a discussion is made on the
importance of organisational design to the delivery of sustainable performance. Apart from that,
an analysis of requirement to develop motivated, knowledgeable and experienced individual and
teams. Contemporary knowledge and research is applied to support emerging HR developments.
In the end, relationship between organizational design and change management is evaluated.
TASK
Introduction to the organization
Marks and Spencer is a multinational organization having its headquarters in
Westminster, London. This company deals in clothing, luxury food items and home products.
The company was founded in 1884 by Michael Marks and Thomas Spencer. Across UK, the
company is having 979 stores out of which 615 are operating in only food products. On 22nd May
2018, it had been confirmed that company is planning to closing its 100 stores till 2022 (Closing
of stores, 2019). This indicates to the change across the organizations structures and policies.
Introduction to the organizational structure
Organizational structure is the contribution, allocation and coordination of tasks to
achieve the objective of organization. Structure of organization is directly related to its functions
and operations (Analoui, 2017). There are many organizational structure which companies
follows according to their objectives and tasks such as matrix, functional, divisional etc. In case
of M&S, the company is following flat organizational structure. This organizational structure has
limited number of relationship links between higher authorities and front line employees. Flat
organizational structure is helpful in involving the employees in decision-making process. It is
used by the organizations to develop the decision-making skills of employees within company.
This increases their involvement towards the company strategies. In addition to this they feel

important themselves for being a part of decision-making within company. This leads to increase
in the productivity of employees also.
Importance of organizational design theory in the context of organizational structure and
fulfilling organizational strategy with examples.
Organizational design is the way through an organization is structured and operated by its
members. Planning and processing are included in the designing process of organizational
structure (Barton and Ambrosini., 2013). The designing of an organization depends upon many
factors such as formulations of strategy, structure of company, human resource management,
reward systems, business processes and lateral links. All these factors are directly related to the
designing of organizational structure. A design of organization is directly related to its structure
therefore formulations of design should be done by keeping structure in mind.
Illustration 1: Flat organisational structure

As stated above the structure of M&S is flat. This structure is helpful in involving the
employees in the decision-making process of organization. Apart from that, there is a less level
of management between the administration of company and front line employees. Therefore, in
order to support organizational structure, the designing process of company is important. The
mission and vision of company are formulated to support the structure of organization
(Blackmore and Sachs, 2012). In case of M&S, the mission of company is to make inspirational
quality which is accessible to all and the vision statement states that it wants to set a criterion
which others will use a benchmark. As per the structure of company, the employees are engaged
in the decision making process. Their engagement will motivate them enough to increase their
productivity and thus achieving the mission and vision statement of company.
Apart from that, management of human resource within the company also motivates the
employees to work harder in the interest of M&S. By taking the responsibility HRM department
provides training and development sessions to the employees so as to utilize their potential. This
also help the company in following its objectives. In the designing process of organizational
structure reward systems also plays an important role. When employees get rewards on the basis
of their performance, it will increase their morale and allowing them to work hard for the
company. This will surely take the workforce to fulfil the strategy of M&S. In the end, the last
factor of organizational design theory is business process and lateral links. This process also
helps the company in achieving their objectives and strategies. Organisational strategy of this

company is based on the objective to provide fullest satisfaction to their employees. This strategy
is fulfilled by the organisational design theory as it allows the company to focus on its priorities
by proper segregation (Cameron and Green, 2015). In this process, the management of teams
and employees is done effectively so as to gain maximum from them. This will result into
achieving the strategies of M&S.
From the above discussion of organizational design theory, it is observed that due to the
flat structure of organization management is taking longer time in the decision-making process
of organization. Therefore, it has been recommended that M&S should take appropriate
involvement of employees in some specific matter. In general process of decision-making, the
company should take decisions of its own. This will reduce the time of making decisions and
thus the strategies of company can be achieved faster. This will deliver sustainable performance
of employees within organization also.
Application of two approaches to ensure that the HR function contributes to the design of the
organization
Following are the two approaches which are used by M&S to ensure the contribution of
HR functions.
Contingency approach
This approach is one of the best approaches of management which is focusing on the
situation rather than adopting a rigid style of approach. This approach will be helpful for M&S to
attract, maintain, develop and reward human resources within company as employees will
develop a positive perception about the company that management of M&S believes in
situational norms rather than rigid policies which are ultimately a burden on workforce.
According to this approach, the HR manager is free to pay attention to both the situation and its
own style of work at the same time. This ensures effective implementation of a specific
approach. In case of handling employee retention within M&S, the HR manager can use this
approach by rewarding on the basis of employee's performance. This will help the company in
employees’ retention, attraction and development as per their motivation level.
Behavioral approach
This approach is used by the HR manager when it is confused with the behavior of an
employee. This approach helps the manager to motivate the employees by fulfilling its needs. In
case of M&S, the HR manger can motivate the employee by fulfilling the needs of their work

force. This approach will help the company in attracting, maintaining, developing and rewarding
the employee as it helps the manager in designing of organization.
Critical analysis of different approaches and techniques to motivation, human capital and
knowledge management using different examples.
Motivation technique
Motivation is the process of encouraging employees but sometimes individual can also
use some of the techniques which will them help it in achieving its target and work with its
potential. Following are the techniques of motivation technique:
Count what counts:
This technique is helpful for the employees who are involved in negative practices. In
order to be positive, the employee of M&S should write the positive actions undertaken by them
in the whole day (Doppelt, 2017). This technique will help the employee to increase its focus on
the positive actions done by it. Therefore, it can satisfy itself with the actions performed.
Although, internal analysis of motivation could be wrong for the employee but if the employee is
loyal towards its performance, this technique will help it in building more balanced views and
increasing the confidence also.
Little steps for little feet
This approach is helpful for the employees who wish to deal with the overwhelming
tasks. The employee of M&S should divide the tasks into smaller ones using time limitations. By
using smaller tasks, the employee can lead it with confidence. Apart from that, it will also help it
in getting major things done incrementally. Although, this technique will take time in the starting
phase of employee but as the time goes, employee will get used to with it. This technique will
help it in motivating itself by doing complex tasks with ease.
Human capital management
Approaches for managing the human capital are as follows:
Drive workforce strategy at top level
Every high performance organization use to prioritize the issue of employees to the top
level. Resolving the human capital issues as soon as possible will allow M&S to win the faith of
employees (Jansson, 2013). Employees feel important themselves for the organization and
increase their performance. Although, prioritizing some of the employees can result into conflicts
among the employees. Instead, the organizations should focus on preserving the rights of

employees. Since employees are the asset which can provide benefit to the organizations
therefore their strategies should be prioritize at top.
Prioritize training
Training is a process which not only allows the employee to grab necessary skills but also
help the organization to motivate them. Every performing company supposed to provide required
skills so as to increase productivity of its employees (Holten and Brenner, 2015). Training
session should be provided to each employee according to their demand of knowledge otherwise.
Providing training t some of the employees specially leads to increase conflict-ion among them.
Effective training sessions will help the company in increasing productivity of company.
Knowledge management
Knowledge management is the process of creating, sharing and managing the knowledge
gathered by organizations. In case of knowledge management tools are explained below:
Critical knowledge grid
This is a technique or tool which is used to integrate the knowledge of an organization. In
case of M&S, the department of company such as Marketing, HR, finance share their knowledge
on this platform and then integration of knowledge is done to meet the objective of organization.
Although, this tool is higher in cost and time consuming but it is also helpful to M&S in
integrating the entire knowledge and deliver the time to be applicable within company.
Finance Marketing IT HR
Information This department
have enough
funds to regulate
new strategies so
as to increase the
profitability of
firm.
The department is
looking to
increase the
knowledge of
customers about
their products and
services.
The company is
looking to send
same messages
for the customers
while shopping,
in order to put
advertisement for
their products.
The requirement
of human
resource will be
managed by this
department so as
to perform any
activity.
Objective The main
objective of
finance
The department
has objective of
advertising
The IT
department is
looking to explore
The HR
department has
the main

department is to
provide funds for
the company by
protecting the
legal aspects.
products and
services of M&S
as much as
possible.
new and
advanced
technology which
will help the
customers to
satisfy their
needs.
objective of
increasing the
potential of
employees to take
maximum out of
them.
Achievable time 2 weeks 8 months 1-1.5 years 3 months
Evaluation of emerging HR developments and how the chosen approaches would adopt HR
practices
M&S has adopted various emerging HR developments. The company is now decided to
give equal rights to women employees also. It is decided that the salary of men and women will
be equal (Georgalis and et. al., 2015). This practice will help the company in motivating the
women employees to increase their potential and encourage equality. This decision will result in
increased expenses of wages for the company but it will also help in enhancing the productivity
and profitability of company in future.
Apart from these HR developments, various HR practices are also engaged by M&S in
their human resource functions. Changes are important to ensure the sustainability of an
organization. M&S requires to have fresh mind of employees which can provide them new and
innovative ideas. Internal environment of M&S demands that company requires fresh and new
employees in their workforce. In order to recruit new employees, company has conducted
campus placement as their HR practice. This internal activity will help the company in gaining
advanced technology and innovation.
Apart from this, external environment of M&S demands that companies should focus on
overall development of their employees due to which management of M&S has decided to
conduct a HR practice that states, the company should provide training to the employees outside
of the organization as well which is known as off the job training. This will help them to adopt
the technologies and trends of the rivals. In order to implement both these activities in HR
management uses approaches which are stated as below:
Contingency Approach

This approach is helpful for the HR manager to be ready for the future contingencies.
According to the internal aspect of environment, the company should prepare themselves for the
future needs of company (Fugate, Prussia and Kinicki, 2012). They require fresh and active
brains which can provide them new and innovative ideas so as to accomplish organizational
goals. Therefore, company should be ready for future by applying contingency approach in
internal environment.
Behavioural approach
In case of this approach, organisation focuses on fulfilling requirements of needs and
demands of its employees. Although the HR manager of company can provide rewards and other
aspects but training is a matter which can help the employee in understanding the things easily.
Apart from the internal training sessions, the company can allow the employees to develop their
skills outside of company. This will help them in gaining necessary skills and knowledge and
fulfilling their needs.
Valid conclusions and recommendations supported by a synthesis of knowledge and research
information to be made.
Overall from the above task it can be concluded that managing Organisation restructure is
essential for business so as to transit from its current state to some desired future state. In
addition to this is important to minimize employees’ resistance and cost to the organisation as
well as to maximise the effectiveness of the change effort. Moreover, in the above task there are
two approaches of HRM which is being considered. In the above discussed organizational design
theory, the structure of organization limits in taking a longer time in the decision-making
process. Therefore, it has been recommended that M&S should take appropriate involvement of
employees in some specific matter. In general process of decision-making, the company should
take decisions of its own. This will reduce the time of making decisions and thus the strategies of
company can be achieved faster. This will deliver sustainable performance of employees within
organization also.
CONCLUSION
In this report, it can be concluded that in order to implement the changes within an
organisation study of organizational design is necessary. Part from that, proper communication is
required among different department so as to confirm the successful changes. Importance of

organizational design is helpful in implementing the changes. Apart from that, requirement of
motivation, knowledge and experience will help in adopting the changes by organisation. In the
end, HR evidence also help in understanding the concept of HR in managing changes.

REFERENCES
Books and Journals
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
Analoui, F., 2017. The changing patterns of human resource management. Routledge.
Barton, L. C. and Ambrosini, V., 2013. The moderating effect of organizational change cynicism
on middle manager strategy commitment. The International Journal of Human
Resource Management. 24(4). pp.721-746.
Blackmore, J. and Sachs, J., 2012. Performing and reforming leaders: Gender, educational
restructuring, and organizational change. Suny Press.
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Fugate, M., Prussia, G. E. and Kinicki, A. J., 2012. Managing employee withdrawal during
organizational change: The role of threat appraisal. Journal of Management. 38(3).
pp.890-914.
Georgalis, J. and et. al., 2015. Change process characteristics and resistance to organisational
change: The role of employee perceptions of justice. Australian Journal of
Management. 40(1). pp.89-113.
Holten, A. L. and Brenner, S. O., 2015. Leadership style and the process of organizational
change. Leadership & Organization Development Journal. 36(1). pp.2-16.
Hughes, M. and Wearing, M., 2016. Organisations and management in social work: Everyday
action for change. Sage.
Jansson, N., 2013. Organizational change as practice: A critical analysis. Journal of
Organizational Change Management. 26(6). pp.1003-1019.
Online
Closing of stores. 2019. [Online]. Available through:
<https://www.theguardian.com/business/2018/may/22/marks-spencer-close-stores>.
Flat Organisational Structure. 2019. [Online]. Available through:
<https://www.learnmanagement2.com/flat%20structure.htm>.