Value and Contribution to Organisational Success

This assignment discusses the value of organisational design theory in relation to organisational structure and strategy. It explores various techniques and approaches to attract, maintain, and develop human resources for a dedicated workforce. The assignment also examines emerging human resource developments and the manner in which organisational designs respond and adapt to change management in specific business situations.

VALUE AND
CONTRIBUTION TO
ORGANISATIONAL
SUCCESS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse value of organisational design theory in relation with organisational structure and
fulfil organisational strategy by using specific examples.......................................................1
TASK 2............................................................................................................................................3
P2 Mention about various techniques and approaches to attract, maintain and develop human
resources to sustain a dedicated workforce............................................................................3
TASK 3............................................................................................................................................5
P3 Carry out an appropriate research and utilise contemporary knowledge to support the
evidences in emerging human resource developments..........................................................5
TASK 4............................................................................................................................................6
P4 Analyse the manner in which organisational designs give response and adapts change
management and their relationship in specific business situation..........................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Organisational designing is defined as the alignment of multiple departments in a
company so that expected goals and targets can be achieved efficiently. If organisational design
of a company is not good then performing activities and operations in a systematic manner is not
possible (Al-Haddad and Kotnour, 2015). Changes in organisational design leads to change in
operational and productivity efficiencies. To acknowledge and identify the change in
organisational design, manager of a firm are needed to determine the need of change. This
assignment report is prepared in context with Marks and Spencer which is a multinational
corporation, headquartered in Westminster, London and deals in food, home products, clothing
etc. This company operates their activities in global manner. This assignment is going to discuss
about merits of organisational design theory and its assistance in organisational strategy. Also,
various approaches to attract, maintain and retain HR resources is discussed. Other than this,
emerging HR developments are mentioned and the manner in which organisational design adapt
change management in different situations is discussed.
TASK 1
P1 Analyse value of organisational design theory in relation with organisational structure and
fulfil organisational strategy by using specific examples
In order to achieve desired outcomes and results, each organisation is needed to have
efficient organisational design. With the help of appropriate organisational design, business
activities can be performed with highest efficiency and carrying out organisational changes will
became easier. As M&S is a global organisation which serves their customers worldwide, this
company uses divisional organisational structure (Cho, Park and Dahlgaard-Park, 2017). In this
structure, entire organisation is divided into different divisions and each division posses their
separate functions. Due to this, no division is dependent on each other and perform their work
without any interference. There are three theories associated with organisational structure i.e.
classical, contingency and neo-classical theory. These theories are mentioned below:
Classical theory: It is considered as one of the oldest theory of organisational design.
This theory includes aspects of administration theory, bureaucratic theory and management
theory. In this kind of theory, skilled and expertise people are given a specific task so that
expected outcome can be gained out of it. In classical theory, division of labour and work takes
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place in a systematic manner. This is the reason. Carrying out organisational changes in
accordance with this theory is a difficult process. Under classical theory concept, entire
information about workers is needed and motivational factors are mentioned to encourage them
for standardised work (Dajani, 2015).
Neo- classical organisational theory: This organisational theory is basically an extended
version of classical theory in which behavioural science is involved along with management.
This theory states that a business firm is a social system and its working performance gets
impacted by the actions of human. This is the reason, it is also known as behavioural theory of
human relations. In those organisations which follow this organisational design, management is
given as highest authority and carrying out organisational changes are very different. Concepts of
this theory leads to equilibrium maintenance and it is the role of manager to bring equilibrium at
workplace.
Contingency theory: It is the best organisational theory in present time as this theory
provide flexibility to deal with customers in difficult situations. As time is getting advanced,
needs and expectations of customers changes at a fast pace. Due to this, contingent situations
takes place on regular basis. This theory helps in dealing with contingent situations in an
efficient manner. When a change in operation takes place, this theory helps in maintaining a
balance at workplace (Hottenrott, Rexhäuser and Veugelers, 2016).
By using these theories, it is very easier for the manager in M&S to acknowledge the way
to finish task in an appropriate manner. In case of M&S, manager uses contingency theory of
organisational design with the divisional structure so that they can identify, understand and
evaluate organisational changes in a proper manner. Change in working and operations of a
company takes place on regular basis, hence contingency theory will help them in choosing
alternatives for a particular problem. As company works in division and employees are given
work according to their functions, it is not easy to carry out change in firm. If changes will take
place randomly, then organisational structure can became disruptive. Hence, manager is needed
to adopt contingency theory if company wishes to operate under divisional organisational
structure (Ji-fan Ren and et. al., 2017).
Both organisational structure and design are important as they specifies the best way to
solve a complex situation in a simplified manner. By this, attainment of goals and targets is very
easy due to which organisational productivity rises significantly. Organisational design theory is
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very important as it helps an organisation in gaining all the required information about an
activity or task. When business operations are analysed and completed properly then manager in
M&S can define the role of different employees in a proper manner. For example, if M&S needs
to hire four employees for marketing department, it is the duty of HR manager to select those
people which have good research and interaction skills. But as time is changing, manager is
needed to give preferences to those people which are highly active in using internet so that
digital media can be used for market research rather than traditional methods (Kempster, Higgs
and Wuerz, 2014). In this way, contingency theory will supports organisational functions to
perform in a comfortable manner. Also, it is essential for the manager in M&S to hire skilled
personal so that strategic advantage can be gained in tough situations. By preparing useful
strategies, organisational productivity in M&S can be maintained.
TASK 2
P2 Mention about various techniques and approaches to attract, maintain and develop human
resources to sustain a dedicated workforce
Workforce is considered as the main resources which assists an organisation in attaining
their expected goals and targets in a standardised manner. Skilled employees have the efficiency
to manage their work and tasks in a productive manner so that high profits can be attained. When
a change takes place in a process or activity, then skilled employees employees are able to deal
with them more efficiently in respect with unskilled workers (Liozu and et. al., 2014). There are
some approaches and techniques by which employees in M&S can be attracted, retain and
maintain in company for a longer time span. These approaches and techniques are stated below:
Approaches for maintaining, attracting and developing workforce Strategic approach: As per this approach, people are treated as a strategic asset in a
business firm. Skilled employees posses core competences due to which gaining
competitive advantage is easier. Human resources are combination of skills and talent.
Some of the employees skill are inborn and other are learned due to appropriate learning.
Strategic approach of HRM emphasize on the individual management programs ad
solutions to overcome workforce issues. By this, queries of employees will be sorted out
easily and they will be attracted and retained in M&S (Lozano, Nummert and Ceulemans,
2016).
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 System approach: This approach is basically an aggregation of interrelated elements
which have separate features and characteristics. These separate elements work together
so that a unique goals of firm can be attained efficiently. In this kind of approach, HR
department in M&S will procure, train, reward and appraise their workforce so that they
can feel encouraged and deliver their best performance. This approach states that all the
activities like training, appraisal, rewarding are different and posses distinct elements.
But, these are interrelated with each other and helps M&S in achieving their objectives in
an advantageous manner.
Approaches to maintain, attract and develop human resources Employees engagement- It is essential for M&S to motivate its employees to involve or
engage in different business activities so as to get aware about company’s aims and
objectives. Providing opportunities to employees to participate in decision-making
process brings motivation among employees to create new and innovative ideas that can
drive organisation towards desired goals and objectives. It will bring positive result to
company in terms of sustainability and profitability (Mir and Pinnington, 2014). Decision making power- It is important for management of M&S to provide power to
employees to make decision on their own so that new and innovative ideas can be
generated which can further help company in growing faster. Using this power facilitate
employees to get reward if their decision gets positive result in future otherwise they
should be liable for any failure. Thus, such power of making decision is allotted to
experienced employees who have knowledge about the market and past performance
level of an organisation.
 Fair policies- Employees are considered as valuable asset for an organisation whose
efforts can decide the possibilities of achieving organisational goals and objectives within
pre-determined time frame. Thus, the management of M&S must require to adopt various
HR policies such as training and development programs, rewards and compensation,
implementation of employment acts including equality act, 2010 etc. which maximises
the performance level of employees (Pedersen Gwozdz and Hvass, 2018). This will
result in increasing retention rate of employees which indirectly supports an organisation
in achievement of its desired goals and objectives.
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TASK 3
P3 Carry out an appropriate research and utilise contemporary knowledge to support the
evidences in emerging human resource developments
Human resource policies in a company are one of the main factor as it helps in
conducting business operations in a smooth manner. There exist multiple kind of changes that
takes place in external business environment and it is the duty of HR department to train their
workforce to deal with those changes in a proper manner. As demands and opinion of customers
changes at a fast pace, it is essential for M&S to interact with their customers on regular basis
(Riratanaphong and van der Voordt, 2015). By this, only desired services can be given to the
clients. HR manage in M&S can select employees with the help of campus placement, workers
contract etc. so that only desired applicants can be selected from large pool of customers.
Various HR developments which are emerging in M&S are discussed below:
Enhancing employee experience: In comparison with the past years, in present time,
more focus is given to the experience of employees while working in an organisation. When an
individual is working at a company, if employers will identify their expectations and needs,
experience of workers with company will be smooth. At the time of recruitment and selection, it
is essential for the HR department to define the working norms and procedure to workers so that
they can comfortably adjust in company and retain themselves for maximum time. In M&S, HR
manager takes regular feedback of employees to acknowledge if their experience with company
is positive or not.
Usage of artificial intelligence: This is one of the most famous HR development that is
emerging in business organisation. In today's time, use of AI and internet is increased
considerably due to which use of computerised call to interact with customers have became very
common. Employees in M&S are required to learn about this technology so that they can use it
properly for business purpose. In this context, HR manager and other employees of HR
department in M&S trains and guide their employees to use AI so that organisational
productivity and customer satisfaction rate can be enhanced significantly (Waddell and et.al.,
2019).
Autonomy to the workers: As time and business environment is changing and getting
advanced, one of the important human resource development that is emerging is giving
autonomy to employees. This power allows the employees to take business related decisions and
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formulating policies as per their comfort zone. In case of M&S, a change in division and
authority of work takes place as opinion of employees are given more preference. This has
benefited the company in taking right business decisions. Earlier, only manager use to perform
decision-making due to which dissatisfaction of employees impacts organisational productivity
in negative manner. Authority to employees benefits the company in retaining workers for
maximised time period (West, 2017).
With the advent and change in time, a change in working style and management of
human resources is needed so that varying need of people can be fulfilled in a proper manner. It
is summarised that change associated with external environment impacts HR policies due to
which trends in HR practices take place regularly. In this changing dynamics, workforce of a
company also needs to fulfil their expectations and demands (Zerfass and Sherzada, 2015).
Emerging developments in M&S are very specific which will help the firm to attain expected
outcomes and targets in in a proper manner.
TASK 4
P4 Analyse the manner in which organisational designs give response and adapts change
management and their relationship in specific business situation
(Covered in Presentation Poster)
CONCLUSION
In accordance with the given information, this has been concluded that organisational
designs are very essential in appropriate implementation of organisational and business structure.
By improvising organisational design as per requirements, business activities can be performed
in a systematic manner. By this, consumers can be served in an efficient manner. In order to
attract, motivate, retain and develop workers for maximum time period, approaches like strategic
approach and system approach can be used. Also, techniques like decision-making power, fair
policies etc. will help in retaining employees for maximised time. Also, new HR development
trends which are emerging in marketplace are use of AI, autonomy to workers etc. These
developments helps in performing organisational work more productively so that high
competitive advantage can be gained.
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REFERENCES
Books and Journals
Al-Haddad, S. and Kotnour, T., 2015. Integrating the organizational change literature: a model
for successful change. Journal of Organizational Change Management. 28(2). pp.234-
262.
Cho, I., Park, H. and Dahlgaard-Park, S. M., 2017. The impacts of organisational justice and
psychological resilience on employee commitment to change in an M&A context. Total
Quality Management & Business Excellence, 28(9-10), pp.989-1002.
Dajani, M. A. Z., 2015. The impact of employee engagement on job performance and
organisational commitment in the Egyptian banking sector. Journal of Business and
Management Sciences. 3(5). pp.138-147.
Hottenrott, H., Rexhäuser, S. and Veugelers, R., 2016. Organisational change and the
productivity effects of green technology adoption. Resource and Energy Economics, 43,
pp.172-194.
Ji-fan Ren, S. and et. al., 2017. Modelling quality dynamics, business value and firm
performance in a big data analytics environment. International Journal of Production
Research. 55(17). pp.5011-5026.
Kempster, S., Higgs, M. and Wuerz, T., 2014. Pilots for change: exploring organisational change
through distributed leadership. Leadership & Organization Development Journal, 35(2),
pp.152-167.
Liozu, S. and et.al., 2014. Value creation and organisational practices at firm
boundaries. Management Decision.
Lozano, R., Nummert, B. and Ceulemans, K., 2016. Elucidating the relationship between
sustainability reporting and organisational change management for
sustainability. Journal of cleaner production, 125, pp.168-188.
Mir, F.A. and Pinnington, A.H., 2014. Exploring the value of project management: linking
project management performance and project success. International journal of project
management, 32(2), pp.202-217.
Pedersen, E. R. G., Gwozdz, W. and Hvass, K. K., 2018. Exploring the relationship between
business model innovation, corporate sustainability, and organisational values within
the fashion industry. Journal of Business Ethics. 149(2). pp.267-284.
Riratanaphong, C. and van der Voordt, T., 2015. Measuring the added value of workplace
change: performance measurement in theory and practice. Facilities, 33(11/12), pp.773-
792.
Waddell, D. and et.al., 2019. Organisational change: Development and transformation. Cengage
AU.
West, J., 2017. The Long Hedge: Preserving Organisational Value Through Climate Change
Adaptation. Routledge.
Zerfass, A. and Sherzada, M., 2015. Corporate communications from the CEO’s perspective:
How top executives conceptualize and value strategic communication. Corporate
Communications: An International Journal, 20(3), pp.291-309.
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