Organisational Theory and Practice: Analysis of Managerial Style, Organizational Structure, Leadership Style, Power and Motivation Strategies at Marks & Spencer

This report analyses the managerial style, organizational structure, leadership style, power, influence, conflicts, and motivation strategies used by Marks & Spencer to enhance organizational effectiveness.

Organisational
Theory and Practice
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Table of Contents
Organisational Theory and Practice.................................................................................................1
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
A) Analyse the managerial style of the CEO using suitable managerial model..........................3
B) Examine of any step was taken by CEO to bring out change in organization structure for
achieving performance and also analyse organization culture brought about the CEO of firm to
influence people...........................................................................................................................4
C) Leadership style of CEO of Marks& Spencer to enhance organizational effectiveness........6
D) The effects of power, influence and conflicts at the chosen company...................................7
E) Determination of different types of motivation strategies used by chosen organization........8
F) Use of appropriate corporates examples and literature for justifying research.......................9
G) Suggestions/ Recommendations to Marks & Spencer for increase organizational
performance...............................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCE................................................................................................................................11
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INTRODUCTION
Organizational theory refers to framework of interrelated concepts that shows behaviour of
individual or groups that are used to develop the business performance. This is important for
organization to understand what is running in business environment and how each function is
operating for the purpose of developing their business performance. The organizational theory
studies the effect of social relationship between individuals and management so that each work
could be maintain properly. To run a business there is need to analysis the internal and external
environment that can help bring the changes and manage productivity. To understand about this,
Marks & Spencer has been selected that is British multinational retailer with headquarter in
London, England (Paais, and PATTIRUHU, 2020). The organization is specialising in selling
clothing, food products and home products that develop the organizational sales. The present
report covers managerial style of CEO, change in organizational structure, leadership styles,
types of motivation strategies, literature and suggestions.
MAIN BODY
A) Analyse the managerial style of the CEO using suitable managerial model
Managerial style is the way, used by management to accomplish their objectives and
develop organizational performance. This is important for each organization to decide the goals
and share with employees so that each work will be manage properly (Alobaid, Gosling,
Mckenna, and Williams, 2021).
About Steve Rowe
Stephen Joseph Rowe is a British businessmen and CEO of Marks & Spencer since
April 2016. This person was born in 1967, and started to work in the age of 18. This person have
good knowledge and skills which used by management for the purpose of becoming a successful
business concern and attaining good performance. The person also belongs to different
managerial style that supports to regulate the business and attain higher profitability.
Different types of managerial style by following management model
Autocratic managerial style – This can be explained as most controlling of management
style that used by organization for the purpose of managing all functions and activities. This is
like rigid style in which decision are made by management only. Communication in autocratic
management style is one way and hierarchy structure is follows. If Steve Rowe possess this style
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then it has to ignore employees ideas and opinions that make feel them bad. This also create the
challenges for organization as employees does not get ready to work in such environment.
Democratic managerial style – This is effective management style which used by
management by considering own as well as employee’s decisions. This can help to make feel
staff part of organization who contributes in each functions as their opinions are involved by
management to run a business effectively. The variations of management style involve
participative, consultative, collaborative, and others that are followed to operate a business. Steve
Rowe can use use this management style where it needs to collaborate with all staff and know
their opinions that helps to make right business decisions (Abdul-Halim, Ahmad, Geare, and
Thurasamy, 2019).
Laissez- faire management style – This style relates to running a business without
interference from management. The employees who are working at workplace does not need any
kind of supervision and highly skilled that allows management to make right decisions and solve
problems that arises while working. This style can be adopting by Steve Rowe by giving rights to
their staff to make decision and perform well. The disadvantage of such style is loss of direction
due to hands off management style where employees do not connect with management.
Democratic managerial style is opted by Steve Rowe who is the CEO of Marks &
Spencer that share organizational goals with employees and gets work done timely. Herein,
employees feel free to work and become responsible for their decisions that can help to operate a
business regularly.
B) Examine of any step was taken by CEO to bring out change in organization structure for
achieving performance and also analyse organization culture brought about the CEO of
firm to influence people
Organization structure is the system that highlights how some activities are directed to
achieve the business goals and manage the performance. To manage functions, performing roles,
and responsibilities structure is needed as it shows how information flows between level in the
company. Steve Rowe in Marks & Spencer following the organizational structure that are as
following as:
Hierarchical structure – This is pyramid shape structure where chain of command goes
from top to down and all staff has supervisor that guides to work well. The senior management is
responsible to make decision by sharing information from management to employees. This can
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be follow by Marks & Spencer by defining level of authority and responsibility. This gives each
employee a speciality that motivates to work and develop the organizational performance.
Divisional Structure – This structure is based on classification of different department
that requires to be done in managing organizational performance. This is used to control over
resources, capital and activities for the purpose of operating a business and developing
productivity. The division are IT, sales, finance, marketing, HRM, and others that should be
followed in order to manage all function. This could be used by Steve Rowe for dividing the
roles and responsibilities of employees in to different division that can help to manage work and
develop the business performance (Sunny, Suryana, Sumantri, and Soemaryani, 2019).
Functional structure –This is similar to hierarchical organization structure that starts
with position along with high level of responsibility. In organization there are different
department, operates their business by understanding the goals of organization and perform their
roles effectively. This can be used by Steve Rowe to show their specific skills and functions
which can help to develop the organizational performance. This encourages employees to focus
on their role and help team to feel good in doing any work.
A Divisional organization structure following by Steve Rowe for the purpose of running
their business. In this flow of information remains in top to bottom in large companies. This
person allocates the roles and responsibilities of their employees in to different section that can
help to reach the organizational goals. This also helps to increase organizational performance
effectively.
Organization culture
Organization culture is the collection of values, practices, and expectations that guides
and informs team members to take right action. If organization is having great culture, then it
impacts positively and helps to improve performance. The important task for industry is to
understands culture and follow it properly which develop the organizational productivity. A
Handy culture model is used to analyse the different organizational culture that are as explained:
Role – The basis of role culture is delegation of roles and responsibilities that can be used
by Steve Rowe to work proper by accepting changes and managing organizational functions.
Person – This culture shows that employees are more important than industry where
individuals focus on themselves only. The management and employees do not work properly as
they understand important themselves in Marks & Spencer.
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Task – To operate a business and increase performance task culture follows by
organization that can help to reach targets and maintaining functions. Steve Rowe can use this
culture by allocating the task between employees as per their skills and interest.
Power – This culture states power remains in the hands of few people only, make
decision to operate the business. This can be used by Steve Rowe by making single decision and
allocating work between employees as per their skills (Sari, Sudiarditha, and Susita, 2021).
From the above Task Culture is following by Steve Rowe in Marks & Spencer where task
is delegated between employees by analysing their skills and abilities to work. This can help to
bring the changes at the workplace and maintain higher performance by influencing people. This
also encourage staff to gets task done and achieve business goals continuously.
C) Leadership style of CEO of Marks& Spencer to enhance organizational effectiveness
A concept relates to models and methods used for specific applications for the purpose of
getting work done is known as leadership. Leader is a person who have good knowledge and
skills to understand organizational goals and guide their employees to work well by managing all
functions and activities. The leadership model explains that how to lead staff and complete
organizational goals in certain period of time.
Team oriented leadership – This leadership style is based on team work by creating a
collaborative team environment in which it focuses on individual strength of each team members
and develop the organizational performance. It is difficult to say that a person can manage each
function or task perfectly as it needs guidance and member who can contribute their efforts to
perform well. The style of model is coaching, affiliative, and participative which are used for
common purpose. The CEO of Marks & Spencer can use this style by building an effective team
that could ready to work anytime by accepting changes. This can help to operate a business and
managing all functions effectively.
Authoritarian leadership – This leadership is related to autocratic leaders where
decision is taken by single person who have authority and power. The basis of authoritarian
leadership is task oriented in which task is allocated between employees as per their ability to
work. This style becomes effective in some urgent situations only as top management have full
control over their work. In case of using Authoritarian leadership by Steve Rowe in Marks &
Spencer, leading lower motivation, lack of employee satisfaction, and high employee turnover
due to making decision independently (Ghasemzadeh, Nazari, Farzaneh, and Mehralian, 2019).
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Bureaucratic leadership - This leadership style model is based on clear chain of
command, confirmation by its followers, and strict regulations that needs to follow in business
organisation for running its properly. This leadership can adopt by management of Marks &
Spencer who could maintain better administration and supports to increase organizational
performance. This style focus on result and performance of individual and shareholders who
contributes to complete the business activities.
Steve Rowe in Marks & Spencer follows Team oriented leadership style that used to
allocate the work or task between team members and perform well. This person possesses
leadership qualities that helps to analysis market and introduce better quality of products and
services in changing environment. This can help to attain the competitive advantages and
increase organization effectiveness.
D) The effects of power, influence and conflicts at the chosen company
Organizational power can be explained as ability that have in individual to influence the
behaviour of other people or stakeholders in the organization. Power is the term which used by
people to show their roles and making decision which can help to operate a business. Marks &
Spencer is following best power strategy as it follows French and Raven model that based on
power and described below:
Coercion – This consider forcing someone to do something as they don’t want. This
based on coercion where people are punished for non-compliance. In case of using this, Steve
Rowe cannot retain their staff for long period as they make leave decisions.
Reward – When people are doing well and performing their roles then reward should be
given to them that encourage to work more. Steve Rowe can use this power to say thanks as they
work well and manage each task properly.
Expert – This power derives from experience and abilities of an individuals that can help
to make them trustworthy and influence others. This can help Steve Rowe to analysis skills and
traits of employees and allocate work accordingly by influencing employees resulting, higher
performance.
Referent – This power is based on being liked and respected as an individual who ready
to work and perform well. Steve Rowe is also a social media influencer that maintain a good
position in market and run business properly.
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From the above Reward Power using by Marks & Spencer that used by management to
analysis the employee’s performance and give them rewards for performing well. This influence
the number of employee to work more and get rewards that make feels them part of organization.
This also helps to increase the confidence level and maintain higher performance (Pour Aali, and
Meijiao, 2019).
Influence – All employees influenced with the power of Reward which is adopted by
Marks & Spencer where different changes introduced by management and used to adopt for
managing all functions. All employees feel highly motivated after receiving rewards on their
efforts and thinks to work more efficient in less period.
Conflicts – To opt reward power sometime created the conflicts between employees that
affected the organizational productivity. Marks & Spencer is large size fashion retailer where
conflicts arises due to providing rewards to some employees where rest staff feel embraced and
do not work properly.
E) Determination of different types of motivation strategies used by chosen organization
Motivation is critical thing in effective management and leadership that used by managers
to develop the organizational productivity. This comes from the word motive as it deals with
movement and support their staff to work well and attain business goals. If employee is
motivated, then it became an opportunity for organization to grow their business and attain
business goals. Marks & Spencer is following the different models to motivation that are as
explained:
Maslow’s hierarchy of needs – This theory proposed by Abraham Maslow, for stating the
human motivation in different term. Marks &Spencer is using Maslow theory to motivate staff
such as:
Physiological needs – This is also known as biological requirement for human being to
survival such as air, food, water, warmth, sex, and sleep. Marks & Spencer make efforts to
satisfied such needs which can help to operate business function optimally.
Safety needs – Once filled physiological need, individual look towards security and safety
that make salient such as medical, schools, police and others. Management of chosen
organization improve the health of their staff by providing employment and social welfare.
Love and Belonging – After fulfilled of basic and safety needs human being needs social
involvement and belongingness feeling that helps to work properly. The employees of Marks &
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Spencer feel good connection from the side of management and others that motivates to work
more and develop organizational performance (Tarba, and et.al., 2021).
Esteem – This level of motivation relates to self- respect, accomplishment and worth
which should have in employees as it supports to work longer. By following this, employees of
chosen organization feel self-respect or dignity that can help to managing all functions and
attaining higher performance.
Self- Actualization – This refers to realization if individual’s potential, self-fulfilment, and
personal growth that lead to higher satisfaction. In relation to Marks and Spencer, employees
accomplish business goals as they feel fully satisfied and manage each function.
Vroom’s Expectancy theory – This model is used by management to motivate employees
and develop the higher productivity at the workplace. The basis condition of such model is
people believe it is likely that their efforts will lead to successful results and those people will be
rewarded to their success. The management of Marks & Spencer maintain good relationship with
their employees by putting their efforts in organizational activities and brings changes that can
help to develop the organizational performance in changing environment.
F) Use of appropriate corporates examples and literature for justifying research
As per opinion of Kanter (2019), Leadership is the important aspects which used by
organization for the purpose of getting ready their staff and maintaining higher performance.
Without leadership style it become difficult for company to accept change and run their business
appropriately. For example, Marks & Spencer is using team oriented leadership style in which all
team member works collectively by using their skills and abilities that can help to accomplish
business goals. The leader of organization guides or provide right direction to their employees
which can help them to work properly and accomplish goals. This also build confidence level to
managing work and control functions.
Another example is Tesco, in which management follows Role culture, and democratic
managerial style that can help to allocate the work between employees and make efforts to
perform well. This can help to increase the organizational performance and productivity at the
workplace by managing all functions as well as activities.
According to Beltran (2020), Motivation is needed at everyplace as it is strategic tool, used
by management to influence employees and retain for long period. For example, Management of
Bentley motors and Marks & Spencer uses different models to motivation that uses to influence
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employees and gets work done properly which supports to accept the changes and develop the
organizational functions properly.
G) Suggestions/ Recommendations to Marks & Spencer for increase organizational performance.
 Marks & Spencer should be follow effective management style that can help to work by
accepting challenges. Team oriented management style would help to work collectively
and attain common goals in changing environment (Sung, and Kim, 2019).
 The management should understand problems of their employees and provide right
suggestion which can help to build confidence level to work.
 The Maslow need theory and Vroom expectancy theory should be used by Marks &
Spencer which helps employees to feel good and work effectively. This can help to
increase the organizational sales and profitability.
 The management of selected organization should behave politely with staff and allocate
the work as per their skills which can help to develop their interest to work and increase
organizational productivity.
CONCLUSION
From the above report it has concluded that organization culture is related to beliefs and
expectations that arises in organization for managing each work. The whole explanation is about
leadership style, managerial style, and motivation where different models and theories are used
by chosen organization to improve their organizational performance. The management requires
to analysis employee’s performance and provide right suggestion that can help to develop the
business productivity.
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REFERENCE
Books and journal
Paais, M. and PATTIRUHU, J. R., 2020. Effect of motivation, leadership, and organizational
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Alobaid, A., Gosling, C., Mckenna, L. and Williams, B., 2021. Gendered organizational theory
and glass ceiling: Application to female Saudi paramedics in the workplace.
Kanter, R. M., 2019. The future of bureaucracy and hierarchy in organizational theory: a report
from the field (pp. 63-93). Routledge.
Sung, H. and Kim, S., 2019. The effect of organizational culture on supply chain management in
uncertain environments. Asia Pacific Journal of Marketing and Logistics.
Beltran, A., 2020. Organizational Culture and its Effects on Employee Performance (Doctoral
dissertation, CALIFORNIA STATE UNIVERSITY, NORTHRIDGE).
Tarba, S. Y., and et.al., 2021. The impact of organizational culture differences, synergy potential,
and autonomy granted to the acquired high-tech firms on the M&A performance. Group
& Organization Management. 44(3). pp.483-520.
Pour Aali, M. M. and Meijiao, Y., 2019. International Recruitment and Cross-cultural
Adaptation: With a Focus on Organizational Culture.
Ghasemzadeh, P., Nazari, J. A., Farzaneh, M. and Mehralian, G., 2019. Moderating role of
innovation culture in the relationship between organizational learning and innovation
performance. The Learning Organization.
Sari, F., Sudiarditha, I. K. R. and Susita, D., 2021. Organizational Culture and Leadership Style
on Employee Performance: Its Effect through Job Satisfaction. The International Journal
of Social Sciences World (TIJOSSW). 3(2). pp.98-113.
Sunny, A.G., Suryana, Y., Sumantri, S. and Soemaryani, I., 2019, May. Organizational Culture,
Leadership, Organizational Commitment and Work Engagement of Local Government
Employees. In Proceeding Interuniversity Forum for Strengthening Academic
Competency (Vol. 1, No. 1, pp. 384-391).
Abdul-Halim, H., Ahmad, N. H., Geare, A. and Thurasamy, R., 2019. Innovation culture in
SMEs: The importance of organizational culture, organizational learning and market
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Online
Different types of leadership models. 2021. [Online]. Available Through:
< https://www.indeed.com/career-advice/career-development/leadership-models>
(Paais, and PATTIRUHU, 2020) (Alobaid, Gosling, Mckenna, and Williams, 2021) (Kanter,
2019) (Sung, and Kim, 2019) (Beltran, 2020) (Tarba, and et.al., 2021) (Pour Aali, and Meijiao,
2019) (Ghasemzadeh, Nazari, Farzaneh, and Mehralian, 2019) (Sari, Sudiarditha, and Susita,
2021) (Sunny, Suryana, Sumantri, and Soemaryani, 2019) (Abdul-Halim, Ahmad, Geare, and
Thurasamy, 2019)
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