Human Resource Management Techniques used in Morrisons

Introduction:
Morrisons rolled out a new "more contemporary brand image" across the board, including stores,
vehicles, and distribution hubs. The familiar 'M' logo was replaced, but the fundamental
'Morrisons' signage and color scheme were kept. Bettabuy, the low-cost in-house brand, was also
renamed Morrisons Value before being renamed M Savers in January 2012. The former yellow
and black logo was changed, and the strap phrase 'More Reasons To Shop at Morrisons' was
replaced with 'Fresh Choice For You.' In 2010, the strapline was replaced with 'Eat Fresh. Pay
Less.' In 2013, it was changed to 'More Of What Matters.' The original Morrisons signs were
also changed, as was the external signage.
Background of the company named Morrisons:
This unit 18 human resource management assignment Morrisons was completed with the goal of
gathering sufficient knowledge about human resource management techniques and associated
facts in order to gain a better grasp of the subject. Human resource management refers to the
individuals who are engaged in the various levels and activities of an organization, and it also
refers to the management of that personnel, depending on the organizational environment. The
success of a company is not exclusively determined by market conditions and competition. It
also relies on human capital as a valuable asset. An organization requires excellent human
resource management, which aids in the formation of a solid team of professionals to work with.
This management's main responsibilities include hiring, training, and motivating staff, as well as
workplace communication and assessments. Wm Morrison Limited was founded in 1899 by
William Morrison, who started off as an egg and butter salesman in Rawson Market, Bradford,
England.
Types of Morrison Performance and threatening issues:
One of the most challenging aspects of managing people is not when they are performing well,
but when they are not. In this part, we'll look at some real-world performance concerns and how
to deal with them.

1. Constantly late: While we all know that flexible schedules may help us achieve a better
work-life balance, managing this flexibility is crucial. Some employees may take
advantage of the situation and undertake non-work-related things instead of working
from home.
2. Too much time spent doing personal things at work: Most businesses have a policy
prohibiting employees from using their computers or phones for personal use. Personal
usage is OK at most firms, but it might become an issue if someone doesn't know where
to draw the line.
3. Inability to handle proprietary information: Many businesses deal with sensitive
customer and patient information. The capacity to keep this information secret for the
sake of others' safety is critical to the company's success.
4. Theft: The number of people who have been victims of employee theft is astounding.
The United Kingdom Marketing Association estimates that employee theft costs $10
billion per year, while the FBI estimates that it costs up to $150 billion per year1. Clearly,
there is a serious personnel problem that must be resolved.
The key concepts of organizational behavior:
The study of how individuals behave in organizational work situations is known as
organizational behavior (OB). "Field of research that explores the effects that individual groups
and structure have on behavior inside organizations, with the goal of using such information
towards enhancing an organization's success," according to Robbins, Judge, Millett, and Boyle
(2014, p. 8). Culture, politics, power, and motivation are all important aspects of organizational
behavior, as stated below:
Organaizationa Culture:
The organizational climate, or workers' shared impressions of their company and work
environment, is created by organizational culture. In one research, organizational climate was
shown to support and/or restrict the exhibition of specific behaviors, and organizational climate

is frequently seen as a surface-level indication of the employee/organizational environment
relationship's functioning.
Organizational Power:
In wrapping off this part on power and politics, it's also important to discuss the dark side, in
which organizational members who are persuasive and strong enough may be prone to abusing
equity and justice norms and hence engage in unethical activity. Deception, lying, or intimidation
may be used by an employee who takes use of her position of authority to further her personal
goals. When it comes to investigating interpersonal injustice.
Organizational politics:
The capacity to employ power techniques to persuade people in order to further one's personal
goals is known as political skill. Furthermore, a politically savvy individual has the ability to
influence another without being recognized (one reason why he or she is effective). People who
are skilled in politics instill a sense of trust and honesty in those they contact with. In order to
create an effect on his or her target, a person with a high degree of political skill must first
comprehend the organizational culture in which he or she is exerting influence.
Organizational Motivation:
Motivation is the final, although far from insignificant, the issue at the individual level.
Individual differences and the situation in which a person works have an influence on his or her
motivation, just as they have for each of the other topics discussed thus far. Motivation refers to
the factors that explain a person's intensity, direction, and perseverance in pursuing a goal. Work
motivation is commonly conceived of as a set of energy components that influence the shape,
intensity, and length of behavior. Another way to define motivation is perseverance toward a
goal.