Analysis and Findings of Transformational Leadership in Marks and Spencer

This report presents the analysis and findings of the impact of transformational leadership on organizational efficiency and employee motivation in Marks and Spencer. The report includes statistical tables and graphs to depict the responses of employees regarding their understanding of transformational leadership, its positive impact on the organization, and ways it can improve organizational efficiency. The report concludes that transformational leadership has a positive impact on employee motivation and organizational performance.

MAR0426 Business Dissertation Individual
Dissertation Executive Summary

Table of Contents
CHAPTER 4 ANALYSIS AND FINDINGS..................................................................................3
Frequencies..................................................................................................................................3
Frequency Table..........................................................................................................................4
REFERENCES................................................................................................................................1

CHAPTER 4 ANALYSIS AND FINDINGS
Frequencies
Statistics
Age Gender Q.1. Do you
understand the
concept of
transformational
leadership?
Q.2. Do you think
transformational leadership
is being followed in Marks
and Spencer?
Q.3. Do you
agree that
Transformational
leadership
impact positively
on performance
of organization?
Q.4. Do you
think
transformational
leadership helps
in encouraging
employees at
workplace?
Q.5. Is
there any
other
leadership
followed
in Marks
and
Spencer?
Q.6. Do you
agree using
transformational
leadership has
improved
employee
motivation?
Q.7. What are
the ways
transformation
leadership
improving
organizational
efficiency?
Q.8. Do
you agree
by using
this form
of
leadership
Marks and
Spencer
can inspire
people to
achieve
their goals
and
ambitious?
Q.9. What are
the chance of
having negative
impact of
transformational
leadership on
organization
effectiveness?
Q.10.
Are you
satisfied
with the
leadership
style
followed
by Marks
and
Spencer?
N
Valid 30 30 30 30 30 30 30 30 30 30 30 30
Missing 0 0 0 0 0 0 0 0 0 0 0 0
Mean 2.0000 1.7333 1.8333 2.2667 2.1333 2.2000 2.4667 2.1333 2.0000 2.5333 2.3333 2.0000
Std. Error
of Mean
.14384 .12625 .15225 .16563 .18404 .17551 .13333 .18404 .14384 .20191 .12066 .17940
Median 2.0000 2.0000 2.0000 3.0000 3.0000 3.0000 3.0000 3.0000 2.0000 2.0000 2.0000 2.0000
Mode 2.00 2.00 1.00 3.00 3.00 3.00 3.00 3.00 2.00 2.00 2.00 1.00a
Std.
Deviation
.78784 .69149 .83391 .90719 1.00801 .96132 .73030 1.00801 .78784 1.10589 .66089 .98261
Variance .621 .478 .695 .823 1.016 .924 .533 1.016 .621 1.223 .437 .966
Kurtosis -1.355 -.770 -1.487 -1.577 -2.062 -1.858 -.303 -2.062 -1.355 -1.316 -.620 -2.063
Std. Error
of Kurtosis
.833 .833 .833 .833 .833 .833 .833 .833 .833 .833 .833 .833

Range 2.00 2.00 2.00 2.00 2.00 2.00 2.00 2.00 2.00 3.00 2.00 2.00
Minimum 1.00 1.00 1.00 1.00 1.00 1.00 1.00 1.00 1.00 1.00 1.00 1.00
Maximum 3.00 3.00 3.00 3.00 3.00 3.00 3.00 3.00 3.00 4.00 3.00 3.00
Sum 60.00 52.00 55.00 68.00 64.00 66.00 74.00 64.00 60.00 76.00 70.00 60.00
a. Multiple modes exist. The smallest value is shown
Interpretation:
From the Statically table it can be concluded that mean is (2.00) which indicates that majority of
the workers are female in Marks and Spencer. Along with this, highest number is (3.00) which
depicts that transformational training has helped workers in increasing their motivation and has
positively impacted on the performance of company. Also through median (2.00) it can be stated
that majority of the employees are satisfied with leadership style used by Marks and Spencer.
Moreover, through mode (3.0) it can be depicted that transformational leadership is being
followed in company.
Frequency Table
Age
Frequency Percent Valid Percent Cumulative Percent
Valid
18-25 9 30.0 30.0 30.0
25-40 12 40.0 40.0 70.0
40-60 9 30.0 30.0 100.0
Total 30 100.0 100.0

Interpretation: It can be depicted that majority of the employees are young adults in Marks and
Spencer as their age group lies between (25-40). Along with this, neutral response regarding age
group of (18-25) and (40-60) has been found.
Gender
Frequency Percent Valid Percent Cumulative Percent
Valid
Male 12 40.0 40.0 40.0
Female 14 46.7 46.7 86.7
Other 4 13.3 13.3 100.0
Total 30 100.0 100.0

Interpretation:
From the graph it can be concluded that majority of the employees were female and male in
Marks and Spencer.
Q.1. Do you understand the concept of transformational leadership?
Frequency Percent Valid Percent Cumulative Percent
Valid
Yes 13 43.3 43.3 43.3
No 9 30.0 30.0 73.3
Don’t known 8 26.7 26.7 100.0
Total 30 100.0 100.0

Interpretation:
The above mentioned bar graph depict details regarding awareness of concept related to
transformational leadership in Marks and Spencer. Along with this, it can be stated that
majority (12.5) of employees have idea regarding what is transformational leadership and
they are with favor of having such style in company (Purwanto, Bernarto and Sijabat, 2021).
Moreover, moderate result like (8.5) have slight idea about transformational leadership such
as they have knowledge regarding meaning and the way it can be beneficial and non-
beneficial for the company. In addition to this, (7.5) participant were not aware with the
concept of leadership as they are remote workers and it only work for the organization
during season so they are not very much concern about company.
Q.2. Do you think transformational leadership is being followed in Marks and Spencer?
Frequency Percent Valid Percent Cumulative Percent
Valid yes 9 30.0 30.0 30.0
No 4 13.3 13.3 43.3
Maybe 17 56.7 56.7 100.0

Total 30 100.0 100.0
Interpretation:
The above mention bar graph show details regrading does transformational leadrship is being
followed in Marks and Spencer. Most of the participant has opted for maybe which frequency
lies bewteen (16.5) and the reason behind it because some of the employees are not aware with
the concept of transformational leadership concpet. Along with this, various groud floor
employees are not aware with type of leadership as there perspective was it is work of
management team rather than groudn staff. Along with this, (12.5) participant has stated that
yes company follow leadership style and very few (4.5) workers has opted for No.
Q.3. Do you agree that Transformational leadership impact positively on performance
of organization?
Frequency Percent Valid Percent Cumulative Percent
Valid
Agree 13 43.3 43.3 43.3
Neutral 17 56.7 56.7 100.0
Total 30 100.0 100.0

Interpretation:
The above bar graph result regrading transformational leadership positive impact has been on
the performance of the organization. Along with this, majority of the participant has stated
neutral as there prespective is it can impact both positevely and negtaively on the company
growth. In addition to this, (12.5) agreed that there is positive impact on the organization as
employees ae very motivated and it help them doing the work more effectively (Eliyana. and
Ma’arif, 2019). Moreover, some of the participant stated that if leader of the company enhance
their employees moral than it will be able to accomplish ther set goals in appropriate manner.
However, none of the employees disagree with the question.
Q.4. Do you think transformational leadership helps in encouraging employees at
workplace?
Frequency Percent Valid Percent Cumulative Percent
Valid Yes 11 36.7 36.7 36.7
No 2 6.7 6.7 43.3
Don’t know 17 56.7 56.7 100.0

Total 30 100.0 100.0
Interpretation: From the above bar graph it can be concluded that majority of the workers
stated that they are confused wether transformational leadership has helped them in increasing
their motivation. As they are in favour of democratic style of leader and stated that it has helped
them in encouraging them because they were easily able to share their thoughts and ideas with
their superior. Along with this, minority of the participant has stated Yes because they think
transformational leaership style helps in setting challenging goals for the workers and give them
responsibility to help them improving their level of demand.
Q.5. Is there any other leadership followed in Marks and Spencer?
Frequency Percent Valid Percent Cumulative Percent
Valid
yes 4 13.3 13.3 13.3
no 8 26.7 26.7 40.0
Dont know 18 60.0 60.0 100.0
Total 30 100.0 100.0

Interpretation:
From the above bar graph it can be concluded that majority of the employees of Marks and
Spencer are not aware the type of leadership used by company because there is change in style
because of working environment. Along with this, some of the workers agree with No as they
administrative workers and not very much concerned with working style.
Q.6. Do you agree using transformational leadership has improved employee
motivation?
Frequency Percent Valid Percent Cumulative Percent
Valid
Agree 13 43.3 43.3 43.3
Neutral 17 56.7 56.7 100.0
Total 30 100.0 100.0

Interpretation:
It can be concluded that majority of the participant has responded for neutral and they both
agree and disagree that transformational leadership helps in increasing and decreasing their
neutral rate. Moreover, most of the employees were able to attain their goals and link with
organization performance because leaders explain vision and mission of company very clearly
(Abu-Rumman, 2021). In addition to this, 12.5 frequency has been recorded for agree as due to
transformational leadership helps them in developing intrinsic motivation as well as allow them
to build indirect association between employees.
Q.7. What are the ways transformation leadership improving organizational efficiency?
Frequency Percent Valid Percent Cumulative Percent
Valid
Building professionalism within
workplace 9 30.0 30.0 30.0
Motivating employees 12 40.0 40.0 70.0
Overcoming challenges 9 30.0 30.0 100.0
Total 30 100.0 100.0

Interpretation:
From the above graph it can be concluded that majority of the workers (11.5) stated that
trasnformational leadership has helped them in increasing their motivation and enhance their
overall growth. Along with this, there were almost neutral frequency because some of the
participant think transational leadership has helped them in overcoming challenges as well as
builidng professioalism within workplace.
Q.8. Do you agree by using this form of leadership Marks and Spencer can inspire people to
achieve their goals and ambitious?
Frequency Percent Valid Percent Cumulative Percent
Valid
Agree 6 20.0 20.0 20.0
Strongly Agree 10 33.3 33.3 53.3
Disagree 6 20.0 20.0 73.3
Strongly disagree 8 26.7 26.7 100.0
Total 30 100.0 100.0

Interpretation:
From the above bar graph it can be concluded that majority of the workers strongly aggreed that
trasnformational leadership will help them in achiving their aims and objectives. The reason
behind is tranformational leadership present clear organizational goals to employees define
mission and vision as well as motivate them to work toward defined idea (Kotamena, Senjaya
and Prasetya, 2020). Along with this, most of participant agree with it because employees ate
more focused and try to accomplish company objectves and perform better. However, some of
them disagree and strongly disagree as trasnformational leadership cause disruption and
confusion which may lead to lower productivity.
Q.9. What are the chance of having negative impact of transformational leadership on
organization effectiveness?
Frequency Percent Valid Percent Cumulative Percent
Valid
Higher 3 10.0 10.0 10.0
Moderate 14 46.7 46.7 56.7
Lower 13 43.3 43.3 100.0
Total 30 100.0 100.0

Interpretation:
It can be conluded from the above bar graph that negtaive impact of trasnformationa
leadership is not very much higher as the frequency lies between (2.5). According to such
participant there is lack of focus by trasnformational leadership as motivating employees can
lead to lack of focus on important task. Moreover, highest frequency(12.5) has been recorded
for moderate option as participant thinks that tranaformtaional leadership helps in employee
success however if workers are not receiving any external motivation then it will feel
overworked. Along with this, lower (11.5) participant opted for this option as they think
trasnformational leadership has improved their focus and enhance motivation.
Q.10. Are you satisfied with the leadership style followed by Marks and Spencer?
Frequency Percent Valid Percent Cumulative Percent
Valid
Satisfied 14 46.7 46.7 46.7
Dissatisfied 2 6.7 6.7 53.3
Neutral 14 46.7 46.7 100.0
Total 30 100.0 100.0

Interpretation:
It can be concluded from above bar graph that there is equal range of frequency for satisfied and
neutral as most of the workers have opted for this two option. The reason for this is half of the
employees were from senior management level and they think they are making use of good
leadership style according to working environment of Marks and Spencer (Siangchokyoo,
Klinger and Campion, 2020). Along with this, few of them were from administration level and
they have been treated some time with strictness. Thus their response was neutral as they were
both satisfied and dissatisfied. However, only few number of employees were dissatisfied with
leadership style adopted by Mark and Spencer.

Appendix
Questionnaire
Demogrpahic
Age
 18-25
 25-40
 40-60
Gender
 Male
 Female
 Other
Q.1. Do you understand the concept of transformational leadership?
 Yes
 No
 Don’t known
Q.2. Do you think transformational leadership is being followed in Marks and Spencer?
 Yes
 No
 Maybe
Q.3. Do you agree that Transformational leadership impact positively on performance of
organization?
 Agree
 Disagree
 Neutral
Q.4. Do you think transformational leadership helps in encouraging employees at workplace?
 Yes
 No
 Don’t know
Q.5. Is there any other leadership followed in Marks and Spencer?
 Yes

 No
 Don’t know
Q.6. Do you agree using transformational leadership will improved employee motivation?
 Agree
 Disagree
 Neutral
Q.7. What are the ways transformation leadership improving organizational efficiency?
 Building professionalism within workplace
 Motivating employees
 Overcoming challenges
Q.8. Do you agree by using this form of leadership Marks and Spencer can inspire people to
achieve their goals and ambitious?
 Agree
 Strongly Agree
 Disagree
 Strongly disagree
Q.9. What are the chance of having negative impact of transformational leadership on
organization effectiveness?
 Higher
 Moderate
 Lower
Q.10. Are you satisfied with the leadership style followed by Marks and Spencer?
Satisfied
Dissatisfied
Neutral
Q.11. Recommend the best strategies which will improve M&S performance

REFERENCES
Books and journals
Abu-Rumman, A., 2021. Transformational leadership and human capital within the disruptive
business environment of academia. World Journal on Educational Technology: Current
Issues. 13(2). pp.178-187.
Buil, I., Martínez, E. and Matute, J., 2019. Transformational leadership and employee
performance: The role of identification, engagement and proactive
personality. International journal of hospitality management. 77.pp.64-75.
Eliyana, A. and Ma’arif, S., 2019. Job satisfaction and organizational commitment effect in the
transformational leadership towards employee performance. European Research on
Management and Business Economics. 25(3). pp.144-150.
Kotamena, F., Senjaya, P. and Prasetya, A.B., 2020. A Literature Review: Is Transformational
Leadership Elitist and Antidemocratic?. International Journal of Social, Policy And
Law. 1(1). pp.36-43.
Purwanto, A., Purba, J.T., Bernarto, I. and Sijabat, R., 2021. Effect of transformational
leadership, job satisfaction, and organizational commitments on organizational
citizenship behavior. Inovbiz: Jurnal Inovasi Bisnis. 9(1). pp.61-69.
Siangchokyoo, N., Klinger, R.L. and Campion, E.D., 2020. Follower transformation as the
linchpin of transformational leadership theory: A systematic review and future research
agenda. The Leadership Quarterly. 31(1). p.101341.
Online references
A, B., 2018. [Online]. Available through <>
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