Retail Employee Performance and Motivation

This assignment delves into the crucial aspects of employee performance and motivation within the retail industry. It examines various human resource management (HRM) practices, their impact on employee retention, and the role of leadership characteristics in shaping a positive work environment. Additionally, it investigates how employee engagement influences internal brand advocacy and overall organizational outcomes.

Organisations: Leadership
and Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Define and discuss difference between the concept of leadership and management..............1
2. Analyse one leadership theory................................................................................................4
3. Analyse management development program from the chosen business in UK retail sector. .7
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Leadership defined as setting of new direction and vision within a group that follow to
accomplish goals and objectives in right manner. Furthermore, with this regard management also
assists to control and directs people and resources in a particular group as per setting principles
and values that have been established in appropriate way (Mazzei and Quaratino, 2017). Main
difference between leaders and managers is that leaders have certain people who follow them
with work and direction. On the other hand, manager demonstrate their work which done in a
group with positive consideration. With strong team work, they are focusing on established and
work towards achieving those.
Present study based on international multi channel retailer which is known as Marks and
Spencer. The chosen business is one of the leading company of UK's retailers. They are
generally committed with making every moment is very special with high quality of brand food,
clothing and many home products as well. They are generally concentrates on offer products in
different areas of the world. In addition to this, the selected enterprise continuously making
growth which helps to expand operations and functions in different areas of the world. The
company considered launching of an ambitious transformation programme which design to
deliver step change to show that how the business is operated in response for changing customers
needs and face challenges of economic downturn.
For gaining insight information of the present study, it covers concept of management
and leadership and differences in it. Furthermore, it includes leadership theory which
comprehensively applied within the organisation to develop significant advantages in business.
Moreover, it analysis management development program in UK retail sector.
MAIN BODY
1. Define and discuss difference between the concept of leadership and management
Leadership can be defining as setting of new direction that assists to accomplish vision
that followed by group. In this way, leaders mainly focuses on spearhead for new direction that
helps to Marks and Spencer to determine several activities. In addition to this, it can be defined
as the process which execute, direct, guide and influence behaviour of others towards
accomplishment of goals (Gonzalez-Loureiro, Dabic and Furrer, 2015). On the other hand,
management controls and direct people and resources in a group as per principles and value
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which are established to ascertain desired and positive outcomes. Along with this, management
in the chosen business ascertained with discipline of managing things in the best possible
manner. It is an art or skills of getting the work done through others. It can be generally found in
all the field such as retail, hospitality, etc.
Difference between concept of leadership and management
Basis Leadership Management
Meaning Leadership can be define as setting of
skills which helps to leading others
towards business goals.
However, management refers as an
art of systematically organising and
coordinating things in appropriate
manner.
Basis Leadership generally based on trust. Beside this, management is
generally based on controlling.
Emphasis on Leadership emphasis on inspiring
people to lead with success.
On the other hand, management
activities emphasis in process to
attain goals and objectives (Renton,
Daellenbach and Davenport, 2016).
Power Power of leadership defined as influence
to other people in right way.
As compare to this, power in
management aspect can be defined
by the rule to attain overall positive
outcomes.
Focus on Leadership generally focuses on
encouraging change.
However, management focuses on
bringing stability.
Strategy Leadership adopted proactive strategy. Beside this, in management reactive
strategy adopted to accomplish
goals.
Formulation Leadership formulate with principles
and guidelines which assists to lead in
desired level of business (Dievernich,
Tokarski and Gong, 2016).
In this aspect, policies and
procedures adopted successfully in
management activities.
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Perspective Leadership in the business requires good
and effective foresightedness.
Management must have considered
short range perspective in the
business.
Concept of leadership
Leadership concept can be defined as the inter-personal process where leaders
influencing and guiding workers towards accomplishment of business goals.
Leadership in Marks and Spencer denotes few qualities that present in a person which
considered intelligence, maturity and personality.
It is the group process which involve two or more people interacting with each other
(Sung, Rahim and Lee, 2018).
Concept of leadership also defined as involvement in shaping and moulding behaviour of
group for achievement of their goals and objectives (Almajali, Masa'deh and Tarhini, 2016).
According to transactional leadership concept, it can be stated that this theory
characterised by exchange between leaders and their followers. People generally want to increase
pleasurable experiences which helps to minimise unpleasant aspects. In Marks and Spencer,
leaders are using rewards and punishment to get their members to carry tasks.
Concept of management
Concept of management can be defined as the human relations which determined art of
getting things done..
Body of knowledge can be defined as the management which ascertained with discipline
to determine objectives of the organisation (Gonzalez-Loureiro, Dabic and Furrer, 2015).
Productivity in the management can be defined with art of securing maximum
productivity in Marks and Spencer.
With integration of management concept, it can be stated that co-ordination of human and
material resources ascertained with business goals and outcomes (Touzani, Hirschman and
Salah, 2016).
Managerial personnel ascertained their effectiveness with management concept in group
of managers in the chosen business.
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2. Analyse one leadership theory
Leadership theory seek to explain about certain people who become successful leaders. In
this kind of theory, generally often to focus on characteristics of leaders and attempt to identify
behaviour that people can adopt in Marks and Spencer. In this regard, contingency theory of
leadership considered which emphasis on effectiveness that dependently matching leader’s style
in particular right situation (Oh, Weitz and Lim, 2016). This theory generally studying in context
of several leaders. It is inadvertently assumed that style are behaviours that cannot be easily
modify or influenced. It is contradictory to situational leadership which stressed so that leaders
need to adapt particular situation in right manner. It is generally complex combination of three
factors in contingency theory. This theory also emphasis importance of leader's personality and
situation in which leaders successfully operated. It has been studied that in variety of context,
mostly there are different models based on research and findings (McCracken, Currie and
Harrison, 2016).
Marks and Spencer consist part of the transformation programme so that they can be able
to build capability of their senior leaders. Therefore, organisation wanted to create fresh impetus
with leaders to drive business forward in the market. In order to accomplish it, the chosen
business developing challenging and innovative leadership development programme that helps to
encourage collaborating working to focus on customer (Banerjee and Mishra, 2017). With
respect to leading in success, the organisation successfully develop solution with solving this
issue and problem in right context. With the help of successful leadership activities, the chosen
business can easily deal with building goals and objectives. In this consideration, connection of
leadership develop across the organisation by developing capability of leaders in a line with
certain values and attributes. With the help of meaningful connection, leaders lead with change
that resulted to increase productivity and cost saving (Laureani and Antony, 2017). Certain
program also successfully lead to gain encouragement towards collaborative work and setting
clearer accountability.
This theory generally puts forth and important idea that is effective and used by the
leader to control over the situation. In order to gain success, it is important to maintain strong
member and leader relations. Leaders must present tasks clearly with goals and procedure
outlined (Itam and Singh, 2017). They need to focus on ability to hand out punishment and
rewards. This particular theory also fits into situation where groups closely supervised on team
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based performances. It also considered uses a least preferred co-worker scale to help and
determine type of employee who work with leader. This theory is emphasis leader's disposition
as main trait which defines ability to lead. Task oriented leaders are most effective when
positional power is high and task structure considered to accomplish goals (Onorato and Zhu,
2015).
These three factors are related with leader member relations, task structure, position
power.
Leader-member relation: It is a measure of leadership acceptance between organisational
hierarchies. When subordinates have trust on employees, confidence, etc. they are feel
adequately motivated by their superiors which is positive (Itam and Singh, 2017).
Task structure: Task structure is measure of clarity of project and tasks so that in this method
end product easily accomplished. There are different kinds of clear guidelines that need to follow
and progressed in easy manner.
Positional power: It is a measure of amount of authority which influence leader and productivity
of the followers whether leader can reward or punish them (Gaudet and Tremblay, 2017).
Positional power can be weak when subordinates not directly report to the leader.
Contingency theory model
Contingency theory model tries to match leader's style which is evaluated to particular
situation. Leaders are predominantly task oriented and more effective in particular situation. This
theory implies that leaders are not effective to pursue and handle all situations. Therefore, stress
level considered to solve issues and problems regarding unfair and wrong decisions that are
resulting in negative outcomes. With respect to refine organisational structure of Marks and
Spencer, managerial philosophy can be successfully determine in its effectiveness. As a result, in
popular way it implements contingency theory of management that premised with idea in
multiple ways for managers to take right decisions in the enterprise (Mazzei and Quaratino,
2017). There are different factors considered which develop with flexibility and consist as
important part of managers to evaluate particular situation. Consequently, applying contingency
theory of management require stay alert and relying on rules, policies and tradition. With respect
to improve productivity and employee morale, managers need to understand importance of
contingency theory which positively implement at workplace (Albrecht and George, 2018).
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In Marks and Spencer, contingency theory helps to respond for certain causes towards
individual problems instead of overreacting to problem. Instead of focusing on results, it is
essential for managers to understand importance of the theory which seek to understand
influence which led into problem and issue (McCracken, Currie and Harrison, 2016). It is
important for this theory is to extend way of managers to think about consequences in decision
that are relates in entire business. Manager's actions also reflect on culture, commitment for staff
safety and well-being (Imna and Hassan, 2015). Importance of contingency theory extend to way
in which managers think about consequences in particular decision which is relates with entire
business.
In order to implement contingency theory, it can be stated that appropriate functioning
will be develop that helps to lead with significant advantages at workplace. In this consideration,
top-down and flat organisational structure implementing decisions ensure that employee remain
committed to specific goals. Contingency theory generally provides range of ways to react
problem which helps to allow managers to bend their policy in right way (Dievernich, Tokarski
and Gong, 2016). As a result, managers must pay proper attention which interpret policies and
regulations loosely. It is also adhered to the company's value and vision which assists to make
better decisions. Business owners are generally giving freedom to managers that results with
increased their confidence in decision making. In addition to this, they are also feel empowered
with trust to do their job with constant approval. According to this model, it can be stated that
effectiveness of this procedure is generally depends on number of aspect in situation to maintain
quality and acceptance with relevant amount of information (Sung, Rahim and Lee, 2018).
Common objectives of contingency model
With regard to accomplish common objective, it can be stated that building relationship
matters when there is mistrust and insecurities with leadership develop with intentions and
methods.
With the help of highly structured tasks, it can be stated that it is relatively independent
with either relationship or positional power.
Low structured tasks can be accomplished by either directive or participative leadership
style (Touzani, Hirschman and Salah, 2016).
Low positioned power required by leaders to use their people skills that influence final
outcomes.
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Strength of contingency theory
It is generally supported with vast amount of empirical studies which has been tested
extensively.
Contingency model is well defined method which is helps to evaluate in LPC and
situations.
It helps to reduce amount of expectations towards leader, as compare to focuses on
matching their task.
Generally, it focuses to create leadership profile in the organisation so that valuable
instrument recognised with management change. Hence, new organisational structure can be
matched to profile of the leaders (Almajali, Masa'deh and Tarhini, 2016).
Criticism of contingency theory
Contingency theory fails to explain model that is developed empirically and it is unable
to provide reason for leadership effectiveness in different situations (McCracken, Currie and
Harrison, 2016).
LPC scale is generally debatable so that it is hard to understand evaluation of co-worker
which reflect upon own leadership style.
Contingency theory is not leadership development process while it is good to get best out
of a leader. Career growth of leader ascertained with adapt changes in the style. As a result, it is
productive at higher level of organisation. Managers are generally promoted to perform well at a
particular level since it is not fit with new responsibility to lead overall effectiveness (Banerjee
and Mishra, 2017).
3. Analyse management development program from the chosen business in UK retail sector
In retail sector of UK, it can be stated that transformation programme successfully leads
to build capability with senior leaders in Marks and Spencer. This is because, organisation
wanted to create fresh impetus to drive business forward in the whole market. Hence, in respect
to accomplish it, the chosen business need to developing their challenges with innovative
leadership development programme that encourage with collaborative working to focus on
customer and their clearer accountability (Laureani and Antony, 2017).
Solution for accomplish positive success in the retail sector is to signify resulting
programme which helps to lead with success that is closely aligned to organisation strategic
objectives. In addition to this, targets development with 30 most senior leaders who work in the
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business and developing challenging learning opportunities which would helps to increase
success and programme successfully launched in February 2009 (Leading to Succeed at M&S,
2014). It is still going today with new leaders who are become part of top 350. As part of the
programme, M&S defined own leadership brand which drawing core attributes of effective
leaders. Along with this, the chosen business considered leadership brand with its unique
distinguishing attributes of driving innovation, achieving quality and build trust as well.
On the basis of successful plan, it can be stated that leaders of Marks and Spencer
combines face to face learning, business simulations with professional role-players and feedback
undertaken from pre-course assessment. In preparation, participants complete their 360 degree
assessment and profiling questionnaire in right manner (McCracken, Currie and Harrison, 2016).
Ongoing coaching ensures that individual define their own goals in line with strategic objectives
of firm. It also gives support to help individuals embed learning and accomplishment of goals.
Participant understand principles and advantages of great leadership to individual and
organisation. It increases awareness of leadership style and preferences as well as develop
positive communication and influence skills (Oh, Weitz and Lim, 2016). Along with this, leading
to success can be gain with participants who develop strategies that encourage staff for effective
decision making. By the end of module, each participant has created an individual leadership
development plan which continue build on and review by them throughout the programme.
Second module helps to develop understanding and skills to manage team dynamics, lead
team and drive team development. In this, participants learn about how to maximize
collaboration between and within team to drive organisational performance. (Albrecht and
George, 2018). It is also focuses on developing creativity and innovation among others with
leading change, building relationship and maintain effectiveness. In third module, participants
understand the organisation as dynamic system to develop strategies that operate successfully in
complex, changing and competitive environment. Participants of programme learn about
organisational culture and leader's role, their influential power and the way firm can influence
them. Basically, this learning generally focuses on customers and participant needs to align their
activities and themselves with business activities (Touzani, Hirschman and Salah, 2016).
In forth and final module provides participants with several opportunities that assists to
identify and review key learning from the programme. Participants make a presentation among
members of Marks and Spencer with executive committee that highly impact on business. It
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helps to demonstrate return on investment. Along with this, participant also share their
experience of successful learning implementation to celebrate completion of programme
(Almajali, Masa'deh and Tarhini, 2016). Each individual participant leaves with clear vision to
focus on leaders' effectiveness. Lead to succeed considered as the key component with its people
strategy. This programme has resulted in sustainable success so that it has strengthened
capability of senior leaders to lead with change. Along with this, a million of pound worth of
financial benefits have been identified as results of programme. It is defined as combination of
increases in productivity with reducing external recruitment cost and cost savings (Mazzei and
Quaratino, 2017).
Significant behavioural change has been noted and firm has witnessed considerable
change in the manner that participants tackle challenges. Evaluation shows that leaders of Marks
and Spencer demonstrate brand value of the business which helps to accomplish desired level of
goals in positive consideration. Positive programme also receives with high rating of participants
which consistently develop that positively impact on results. Improved performances also
continuously expanded in business. Hence, similar percentage show that the attitudes of
participants have positively changed about something or someone (Boyle, 2017). Lead to success
brings together people from commercial and operational areas of business. Majority of delegates
agreed that it create one of the greatest benefit which is development of meaningful working
relationship and connections all across the company. The programme has focused on attention
of leaders which specifically done to move business forward and drive with shareholder value. It
also encourages them to focus on own accountability within team members. Programme helps to
provide several tools which assists themin developing teams that delivers high performances.
Delegates also spend time to focus on leading change within team that led to ascertained more
proactive in whole planning (Gonzalez-Loureiro, Dabic and Furrer, 2015).
There are several opportunities in programme for leaders to build skills and confidence to
challenge in respect to improve performances. For instance, in Marks and Spencer final module
of programme gives participants the opportunities to provide feedback to superiors and discuss
what support they require to take their proposal forward. In order to take proposal forward,
support is one of the important aspect which resulted in robust and challenges conversation about
certain things which need to work in the future (Gaudet and Tremblay, 2017). These type of
conversation not generally based on regular basis but prior to programme. As a result, it
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supported in number of delegates to challenge at a particular workplace. It helps to give
confidence and skills in more effective way. Leaders are encouraged to control situation and
ensure they are getting positive outcomes which increase right decisions. Many participants also
shared example of situations which undertaken different approach in challenging situation to
resulted in successful outcomes (Almajali, Masa'deh and Tarhini, 2016).
In the whole programme, delegate support with each other's development, it ascertained
with buddy relationships. It enables leaders to build their skills and confidence as a coach with
real time practices that are undertaken in the business. Many participants have continued these
relationships after completing programme (Itam and Singh, 2017). Overall this programme is
tremendously successful instance of how changing leadership behaviour and building capability
in line with organisational goals and values can lead to long term sustainable change. In this
consideration, it can be stated that leadership and skills play very important role in growth of the
enterprise. As a result, it is process that influencing the behaviour of people to accomplish group
goals. Therefore, it strives willingly and enthusiastically accomplishment in group objectives.
Leaders must ascertained their ability to maintain good personal relations with their followers
and subordinates (Sung, Rahim and Lee, 2018). In Marks and Spencer, it helps to accomplish
organisational objectives that ascertained with desired level of outcomes.
There are several features of leadership considered in the chosen business which pursue
with ability of an individual that generally influence behaviour to accomplish purpose and goal.
Hence, people are willingly take participation to maintain co-operation with each other for
fulfilment of these goals and objectives (Dievernich, Tokarski and Gong, 2016). Along with this,
interpersonal process between leaders and followers consist to maintain relationship between
leaders and followers of Marks and Spencer. In order to meet with goals, the chosen business
will ascertain their functions to develop and lead with success. In this consideration, attainment
of common goals and objectives requires make efforts together. Leadership is also important and
continuous process in which leaders guide their employees to monitor and make sure that efforts
are going in same direction which is not deviating among goals. Group process generally include
two or more people together who interact with each other. Leaders generally denotes that work
with following and leading in systematic manner (Renton, Daellenbach and Davenport, 2016).
On the basis of above discussion, it can be stated that Marks and Spencer considered their
successful operations and functions with multi-channel retailer which operates in more than 50
10

territories in worldwide. They are working with more than 82,000 people so that company has
ambitious with transformation programme to designed and deliver change that helps to operate
with positive response which deal with changing needs of customers and challenges in economic
downturn (Onorato and Zhu, 2015). Transformation can be demonstrate as quality, value,
services, innovation and trust. Resulting programme lead to success is closely aligned to the
organisation strategic objectives that helps to target development of 350 most senior leaders. In
the selected business, there are different programme combines to increase face to face learning
so that the organisation simulations with professional role players. In preparation of participants,
it can be stated that 360 degree assessment tool and profiling questionnaire lead with success in
business. Hence, business objectives will be accomplish to lead with innovative functions and
operations in systematic consideration. It provides support to help individual which embed
learning and achieve goals (Imna and Hassan, 2015).
CONCLUSION
From the present report, it can be summarised that leadership and management plays
important role in business success. In this consideration, within a group, retail sector business
operate to accomplish group goals. It is effectively applying to set new direction and ascertained
with improvements in appropriate manner. In this way, management also play important role that
control and direct people with different resources in a group. There are different principles and
values ascertained which established in Marks and Spencer to provide appropriate direction.
Furthermore, it concluded about concept of leadership and management which can be
successfully implemented in the business.
Moreover, it discussed towards leading business success with different objectives and
goals. It can be successfully applied in the organisation to focus on managing different activities
such as setting new direction, leading with vision, etc. Leadership maintains positive
performances with proactive strategy that is generally adopted to attain targets and effectiveness
as well. Short range of goals in the business enterprise lead to managing creativeness that helps
to focus on Marks and Spencer success. In the selected business enterprise, different elements of
short and long term targets helps to attain overall effectiveness in the business. As a result, issues
and problems solve which would be helpful to deal in leading with success.
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In addition to this, report provide discussion on contingency theory which had been
applied on Marks and Spencer to attain overall effectiveness. It helps to accomplish different
goals with different facilities that are aligned to exchange goals and objectives.
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