Organisational Theory and Practice: Analysis of Marks & Spencer

This study analyses the Organisational theory of Marks & Spencer. It includes an analysis of the managerial style, changes in the organisation structure, leadership style, effects of power, influence and conflict, and various types of motivation strategies used by the organisation. The study is relevant to the subject of Organisational Theory and Practice and is applicable to the course code and college/university where the subject is taught.

Organisational theory and practice
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Table of content
Table of Contents
Introduction......................................................................................................................................3
TASK A...........................................................................................................................................3
Analyse the managerial style adopted by CEO of the organisation using a managerial model..3
TASK B...........................................................................................................................................4
Explain the various changes that have been introduced by the CEO towards the organisation
structure in order to enhance the performance and further analyse the organisational culture
brought out by the CEO and its influences on the employees....................................................4
TASK C...........................................................................................................................................6
Explain the leadership style that has been adopted by the CEO in order to enhance the
organisational effectiveness........................................................................................................6
TASK D...........................................................................................................................................7
Explain the effects of power, influence and conflict at the chosen organisation........................7
TASK E............................................................................................................................................8
Explain the various types of motivation strategies used by the organisation.............................8
TASK F..........................................................................................................................................10
Literature Review......................................................................................................................10
TASK G.........................................................................................................................................10
Suggest and Recommend strategies that can be adopted by the organisation to enhance the
organisational performance. .....................................................................................................10
CONCLUSION..............................................................................................................................11
References .....................................................................................................................................12
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Introduction
Organisational theory is referred to the study of organisational structure, relationships and
designs. The organisational theory focuses upon various dimensions such as level of
organisation, standardisation, specialisation, size, strategies, goals, authority and formalisation.
The dimensions help the organisation in providing a way to measure and analyse the
organisation. The modern organisational theory considers the organisation as an open system that
reflects that organisations are capable of operating in multiple environments while interacting
with various stakeholders. Organisational theory emphasises upon people in the organisation and
the ways in which they are treated. The theory facilitates the leaders to apply the various
principles into practices in order to accomplish the organisational goals and objectives (Bloom
and Śliwa, 2021).
The study focuses upon the Organisational theory of Marks & Spencer. Marks & Spencer
is a UK based multinational organisation that deals in sales of apparels, home products as well as
food products. The headquarters of Marks & Spencer is situated at London, England. Marks &
Spencer was founded by Michael Marks and Thomas Spencer in the year 1884 at Leeds. The
CEO for the organisation at present is Steve Rowe. The stores of Marks & Spencer are located at
approximately 1500 locations across the globe.
TASK A
Analyse the managerial style adopted by CEO of the organisation using a managerial model.
Management style is referred to way in which an organisation reacts to the various
situation that will be faced by the organisation. The way the organisation reacts to the various
situations will depend upon the management style that has been adopted by the CEO of the
organisation. A good manager is not just about telling the people what they are supposed to do
but an ideal manager must also involve the right approach and management style as per the
appropriate situation (Caldwell and Dyer, 2020). There are various management styles among
which one can be chosen by the CEO of the organisation as per the needs and situations. There
are basically three types of management styles such as Democratic management style,
Bureaucratic management style and autocratic management style. The styles are discussed below
in detail-
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 Democratic management- Democratic Management is also known as Participative
management style. In the democratic management style, the authority and the power lies
with the managers wherein the employees are involves and consulted in the decision
making process of the organisation (Davidse, 2019).
 Autocratic management- Autocratic management is also known as authoritarian
management. Under Autocratic management, the total control and authority regarding the
decisions is held by a single person. The task completion and the decision making
processes are solely managed by the superior authority of the organisation in order to
work in accordance with a specified plan.
 Bureaucratic management- Bureaucratic management is referred to a managerial style
wherein the tasks, rules and procedures are followed in accordance with the
organisational structure that is followed by the organisation. Bureaucratic management
has a first step to structure the organisation into an hierarchy and further the members are
monitored in accordance with the rational decision making rules.
It is very important for an organisation to choose an appropriate management style in order to
accomplish the organisational goals and values. The appropriate management style will help the
organisation to sustain its image in the increasing competition within a dynamic environment.
The management style adopted by the CEO of Marks & Spencer is bureaucratic style of
management. The management style will help the organisation to accomplish its organisational
goals and objectives. The organisation following a bureaucratic management style is more likely
to look for compliance rather than commitment from their employees. The managers of Marks &
Spencer tend to guide the employees towards a specific direction in consideration to tasks and
further monitors the performance of each employees during the operational process.
TASK B
Explain the various changes that have been introduced by the CEO towards the organisation
structure in order to enhance the performance and further analyse the organisational culture
brought out by the CEO and its influences on the employees.
Various changes have been introduced by the CEO of marks and Spencer in the organisational
structure in order to enhance the business performance of the organisation (Enya, Pillay and
Dempsey, 2018). The various changes introduced by the organisation comprises of changes in
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the responsibilities of the various Marks and Spencer executive directors. The organisation
appointed Patrick Bousquet- Chavanne as the executive director of Marketing, Customer and
M&S.com. Further the International business of the brand will be under the CEO Steve Rowe
and Helen Weir who is the CFO of the organisation, will be looking after the strategy
implementation at Marks and Spencer. Marks and Spencer has started operations of a new
committee that will be locking after the day to day business activities along with the
development and execution strategies (Gunasekaran and et.al., 2018).
Change is a common practice that is required by all the organisations irrespective of size
and the industry of the organisation. In order to introduce change, Marks and Spencer can go
with Lewin's change management model. The Lewin's change management model states that
motivation must be generated before the changes actually occur in the organisation. The
components of change management model are Unfreeze, Change and Refreeze. The components
of the change management model are explained in the aspect of Marks and Spencer below.
Unfreeze
Unfreeze is the first step of the change management process wherein the Marks and
Spencer is required to determine the various changes that can be made in order to enhance the
performance or productivity of the organisation. The process of unfreezing comprises of
conducting surveys of the organisation to understand the actual situation of the organisation.
Further, it requires the organisation to understand the reason for making changes.
Change
Change comprises of various components wherein the change can be brought in through
proper and effective communication. It will require the organisation to plan and implement the
changes while conveying the importance of the changes. It further requires to explain the impact
of the changes upon the employees and provide training to them as and when required (Karpen,
Gemser and Calabretta, 2017).
Refreeze
The refreezing stage will require the organisation to implement the changes in the culture
or the organisation. It helps in identifying the factors that will support changes at the organisation
along with the barriers that can hinder the change process at Marks and Spencer.
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TASK C
Explain the leadership style that has been adopted by the CEO in order to enhance the
organisational effectiveness.
Leadership is referred to an art of convincing others to make them do the things that the
leader considers as important to be done. Leader is referred to a person who is capable of
inspiring and influencing its followers. The act of leaders and their impact are always in
accordance with the leadership styles that are adopted by them (Larson and Foropon, 2018).
There are basically three types of leadership styles namely Transformational, Transactional and
Laissez faire leadership style. An organisation chooses chooses a specific leadership style in
accordance with the nature, employees and their duties as well. The various types of leadership
styles that can be chosen by the organisation are discussed below-
 Transformational leadership style: The transformational leadership style aims to
inspire the individuals to be active so that development of the organization can take
place. The engagement of the employees can be enhanced with the help of motivation
and sharing values and innovative ideas in order to increase employee participation.
The transformational leadership is referred to a relationship of mutual simulation that
occurs as a result of engagement between two or more people. The engagement is
practised in a way that leaders and followers helps each other in rising to another level
of motivation.
 Transactional leadership: Transactional leadership style is referred to a leadership
style wherein the organisational performance of the employees increase efficiently. The
tactics that can be used to enhance the productivity of the employees at the organisation
are motivation through the reward system (Magassouba, 2020).
 Laissez faire leadership style: Laissez faire leadership style is referred to the
leadership style wherein the employees of the organisation are allowed to perform their
tasks freely without any intervention. The employees under the laissez faire leadership
work in the organisation under the minimum guidance and and supervision. This helps
them have a feeling of empowerment at the work place.
It is very important for an organisation to choose an appropriate leadership style in order to
accomplish the organisational goals and values. The appropriate leadership style will help the
organisation to sustain its image in the increasing competition within a dynamic environment.
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The leadership style adopted by the CEO of Marks and Spencer is Transactional
leadership style. This way the organisation is more likely to have a commitment towards the
achievement of the goals and objectives of the organisation. This will help the organisation to
ensure that high performance is being achieved by the teams at each hierarchical level. This
leadership style helps the organisation to identify a defined routine task at the organisation and
also suits the nature of the organisation in accordance with the retail sector. It facilitates the
organisation to motivate the employees through various reward systems in accordance with the
size of the organisation (Nast, 2020).
TASK D
Explain the effects of power, influence and conflict at the chosen organisation.
Power is basically an ability or potential of an individual that has an impact over the
behaviour of other people. This skill is affected by various number of factors like personality,
knowledge as well as authority. Power is evolved by building expertise by advanced training and
education. Power can have various effects upon Marks and Spencer. The various impacts of
Power upon Marks and Spencer are discussed below.
 Power can help the individuals to monitor the talent of the employees and delegate the
authority accordingly at the workplace.
 Power can help in changing the work conditions of the employees and further support
development.
 Power will enhance innovation and creativity at the work place among the individuals.
Influence is referred to the behaviour that aims to bring changes in the behaviour of an
individual. Influence is applicable to one or more power base. Influence is a process through
which the organisation can achieve its objectives and it operates in all the directions like up,
down and across the hierarchy of the organisation. The effects of influence upon Marks and
Spencer is discussed below.
 Influence generates a feeling of commitment towards work among the employees.
 Influence leads to compliance among the employees at the work place through which the
individuals adhere to rules and policies (Odengo and Kiiru, 2019).
 Influence facilitates lower resistance of employees at the organisation.
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Conflict is referred to a problem that arises when there is a contradiction between two or
more individuals or groups due to goals philosophies, ideas during the decision making process
of the organisation. The conflicts at the organisation can have a negative as well as a positive
impact over the organisation. The effects of conflicts at Marks and Spencer are discussed below.
 The conflicts can have an impact over the productivity of the organisation and further
lead to losses as well. The reason behind the impact upon the productivity is that due to
the conflicts the employees may not finish the tasks on time as lack of communication
might occur.
 High amount of conflicts might become distractive for the organisation and the managers
as it will reduce the concentration levels of the employees at the work place and might
have an impact over the employee morale (Reyes-Rodríguez, 2021).
 Conflicts can help the organisation to bring a change at the workplace by re-examining
the corporate goals and the priorities of the organisation.
 Conflicts can also help the employees to have a fine tuning at the workplace.
TASK E
Explain the various types of motivation strategies used by the organisation.
Motivation strategies is basically referred to the techniques and tactics that are required in
order to encourage the employees at the workplace to perform better so that the organisation can
accomplish its goals in an effective manner. Motivation is defined as the energy level and
enthusiasm that is brought in by the employees of the organisation in order to complete the tasks.
The motivational strategy used by Marks and Spencer is Maslow's Hierarchy Need theory in
order to motivate employees at work. The motivational theory of Maslow's Hierarchical needs in
aspect of Marks and Spencer is explained below-
Maslow's need hierarchy theory was introduced by Maslow in the year 1943. Maslow has
defined five different levels of needs namely physiological needs, safety needs, social needs, self
esteem needs and psychological needs (Rincon-Roldan and Lopez-Cabrales, 2021). The various
needs are explained below.
 Physiological needs: Physiological needs is referred to the basic needs that are required
by an individual for a survival needs. The basic survival needs comprise of food, water,
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shelter and clothing. Until and unless the basic needs are not required, a person will not
opt to work in the organisation.
 Safety needs: The next level of needs after the physiological needs are the safety needs.
Once the basic needs of the individuals are accomplished, the individual shifts upon the
safety needs which are more complex. In order to retain the employees at the
organisation, Marks and Spencer will have to fulfil the safety needs of their employees
such as job security, health and safety needs.
 Social needs: As soon as the safety needs of the employees are met, the social needs of
the individuals arise at the work place. The social needs are mandatory to be met at the
work place. The various social needs of the employees comprise of friendships, family,
love, etc. The social needs are important to be met in order to avoid situations like
depression, loneliness, anxiety, etc.
 Self esteem needs: Self esteem needs basically arise when the social needs of the
employees are met at the organisation. The self esteem needs are basically the needs
where the employees crave for importance and recognition. At this level the employees
aim to gain respect and appreciation from others. Marks and Spencer can plan awards and
recognitions in order to motivate the employees (Roscoe and et.al., 2019).
 Self Actualisation needs: Self actualisation needs are basically the psychological needs
that are at the pinnacle of the pyramid. These needs are not necessarily met by all the
employees.
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TASK F
Literature Review
According to Mary-Ann Russon, 2020, Marks and Spencer has been facing the trouble
due to pandemic situation. The sales of Marks and Spencer has fallen rapidly in the recent years.
It can be considered that the reason behind downfall of Marks and Spencer is that the
organisation didn't make up to expectation of the customers or the market trends. The customers
found the clothes and products of Marks and Spencer as boring. The organisation has considered
that it has made bad decisions several times that led to the negative impact upon the organisation
and its performance. The organisation also did not focus upon the latest Human resource
practices and by the time the organisation adapted to the practices, the competitors had evolved
with their advanced practices. It has been observed that Marks and Spencer did no pay attention
towards its customers and their needs and demands. It is very important for the organisation to
engage and interact with their customers that Marks and Spencer was lacking. The above
discussed factors have been the reason behind the downfall of the organisation.
(M&S: Five reasons the retailer is struggling, 2020)
TASK G
Suggest and Recommend strategies that can be adopted by the organisation to enhance the
organisational performance.
An organisation can use various strategies in order to enhance the organisational performance.
The strategies that can be adopted by Marks and Spencer in order to enhance the organisational
performance are discussed below-
 Make use of Human resources- Humans or the employees of the organisation are the
biggest asset of each organisation. The human resources of an organisation plays a crucial
role in enhancing the organisational effectiveness. Human Resource personnel help the
organisation to achieve its organisational growth as the department can help Marks and
Spencer to hire the employees with huge potential that can help in accomplishing goals
(Sathasivam, Abu Bakar and Che Hashim, 2021).
 Focus on Education and Growth- Marks and Spencer can help the organisation to
enhance its success in terms of organisational performance. Marks and Spencer can focus
upon providing required knowledge and skills to the employees that will facilitate the
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organisation to enhance the productivity that will further facilitate the organisation to
accomplish its organisational effectiveness and efficiency.
 Keep the customer in mind- The organisation must keep the needs of the customers in
the mind while operating its business. As a part of retail sector industry, Marks and
Spencer needs to focus upon the needs and requirements as well as the demands arising
in the market. If the organisation will supply the high demand products in the market the
revenues will increase and hence it will enhance the performance of the organisation as
well (Turner and Merriman, 2021).
 Use technology- The organisation can use advanced technology in order to enhance the
organisational performance. If marks and Spencer uses updated technology, it will save
the efforts, time and cost of the organisation. This will increase the revenues of the
organisation and contribute towards profit. This is how the technology can help Marks
and Spencer to enhance its organisational performance.
CONCLUSION
It can be concluded from the study that organisational culture plays a significant role in
the success and the growth of the organisation. The study has explained the various types of
managerial styles that can be adopted by the organisation such as democratic, autocratic and
bureaucratic managerial styles. The study has highlighted the bureaucratic style as the style used
by the primary organisation. The report has discussed the various changes brought in by the
organisation in its organisational structure along with the Lewin's change management model.
The report has discussed the effects of power, influence and conflicts upon the organisation
along with the literature study to justify the research. In the ned, the report has suggested some
measures to enhance the organisational performance of the business in context of the business
organisation.
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References
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Organizational Change Management.
Davidse, M., 2019. Designing Organisational Revolution: Exploring the role of design in the
quest for progressive organisations.
Enya, A., Pillay, M. and Dempsey, S., 2018. A systematic review on high reliability
organisational theory as a safety management strategy in construction. Safety, 4(1), p.6.
Gunasekaran, A. and et.al., 2018. Bridging humanitarian operations management and
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Karpen, I.O., Gemser, G. and Calabretta, G., 2017. A multilevel consideration of service design
conditions: Towards a portfolio of organisational capabilities, interactive practices and
individual abilities. Journal of Service Theory and Practice.
Larson, P.D. and Foropon, C., 2018. Process improvement in humanitarian operations: an
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Magassouba, M.T., 2020. Perceived human resource management practices on organisational
commitment mediated by a perceived psychological contract.
Nast, J., 2020. A Theoretical Perspective: Localised Fields, Organisational Habitus and
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Odengo, R. and Kiiru, D., 2019. WORK LIFE BALANCE PRACTICES AND
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Reyes-Rodríguez, J.F., 2021. Explaining the business case for environmental management
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Rincon-Roldan, F. and Lopez-Cabrales, A., 2021. Linking organisational values and
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Roscoe, S. and et.al., 2019. Green human resource management and the enablers of green
organisational culture: Enhancing a firm's environmental performance for sustainable
development. Business Strategy and the Environment, 28(5), pp.737-749.
Sathasivam, K., Abu Bakar, R. and Che Hashim, R., 2021. Embracing organisational
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Turner, L. A. and Merriman, K. K., 2021. Cultural intelligence and establishment of
organisational diversity management practices: An upper echelons perspective. Human
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Online
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M&S: Five reasons the retailer is struggling, 2020. [Online]. Available through:
<https://www.bbc.com/news/business-53478403>
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