Marks & Spencer: A Case Study on HRM, Motivation, and Culture

This case study examines the human resource management practices of Marks & Spencer, a British multinational retailer. It delves into the application of various HRM theories, including those related to performance, recruitment, and organizational culture. The analysis highlights how Marks & Spencer utilizes Henri Fayol's principles of management to improve job performance and employee loyalty. The case study also explores recruitment strategies focused on hiring skilled employees and the importance of respecting cultural values using Hofstede’s cultural theory to foster a positive work environment. Furthermore, it discusses the application of Maslow's hierarchy of needs to motivate employees by addressing their psychological, safety, social, esteem, and self-actualization needs. The conclusion summarizes the company’s efforts to motivate employees, create loyalty, and maintain ethical conduct.

A CASE STUDY

Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Theory related to human resource, motivation, recruitment and culture.....................................1
CONCLUSION................................................................................................................................2
REFERENCES................................................................................................................................3

INTRODUCTION
Human resource management is the process used in organization for strategically managing
the employees working in firm so that goals and objectives can be achieved and competitive
advantage can be gained. Present report will lay emphasis on Marks and Spencer which is British
multination retail store specialised in selling food products, clothing and home appliances. Study
will focus on discussing the theory of Human resource and motivation. It will also discuss theory
related to culture and recruitment.
MAIN BODY
Theory related to human resource, motivation, recruitment and culture
In order to manage the employees working in firm Marks and Spencer is making use of
various human resource management models. It has assisted them in increasing motivation level
of workers and making the culture of firm better. It includes the following:
Theory of Performance: Henri Fayol has provided various principles of management that
can assist Marks and Spencer in more efficient and effective job performance. In this firm needs
to be engaged in dividing the work responsibly among the team members so that no chaos and
conflict exist (Brewster and Söderström, 2017). This can assist managers of firm in making
environment better. It will also assist them in enhancing motivation level of workers and they
will be able to create employee loyalty through this model. It has also been analysed that
company also needs to provide workers with authority so that sense of belongingness increases
among workers.
Recruitment theory: This theory of human resource management emphasise that Marks and
Spencer must be engaged in hiring those employees with high skills and talent. This can assist
firm in gaining productivity and also their operational efficiency can be increased (Tracey,
2016). HR needs to analyse the strength if employee so that firms goals and objectives can be
achieved. They must short list and screen right candidate on vacant position, so that company
can gain competitive advantage.
Hofstede’s cultural theory: It shows the effects of a society's culture on the values of its
members, and how these values relate to behaviour, using a structure derived from factor
analysis (Wehrmeyer, 2017). In this Marks and Spencer must be engaged in providing respect to
culture, value and thought process of all employees working with them. This will assist form in
creating employee loyalty and also turnover in firm will be reduced. It will also make company’s
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culture and environment better. In this firm also needs to be engaged in creating a long lasting
relationship with employees so that workers stays motivated.
Maslow’s motivation theory
It has been one of the important task of the management to motivate the employees and
of challenging their duties. This refers to the motivation theory for psychological process
stimulating the excitement & persistence of the voluntary actions which are aimed at goal.
Motivation is the best way of increasing the efficiency and productivity of the employees.
Managers of Marks & Spencer uses range of motivation techniques in the organisation for
keeping its employees happy and motivated. It is essential for the managers for assessing the
behaviours of the individuals for guiding them for achieving the organisational goals and
objectives aligning their individual goals.
Marks & Spencer applies Maslow’s theory of motivation in the organisation process.
It has given hierarchy of needs for the employees for motivating them.
Psychological needs
It refer to the needs for the survival of human like the food, air, shelter, water, clothing and the
sleep. Marks & Spencer accounts for fulfilling the psychological needs of the employees by
giving them good working conditions, adequate hours of working and providing them with
efficient facilities like washrooms and breaks. It increases the efficiency of their workforce.
Safety needs
It deals with providing the employees with safe and secure working environment. Every
individual working in the company y expects to have a safer working environment. Enterprise
should ensure that protection for the employees against the accidents, harmful environment and
chemicals are provided. Marks & Spencer provides its employees with a safe and secure working
environment with all the security protections like extinguisher, pollution control and equipments
and such other equipments. It also provides job security to it employees for making them
comfortable in the organisation.
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Social needs
Social needs refer to the sense of acceptance and belonging. They refers to fulfilment of the
social needs of the enterprise. Social needs ensure that employees working within the to have a
happy and joyful life. It refers to establishing a health working environment in the organisation
where the employees work together and establish a happy environment. This encourages the
ideas and thoughts of the employees and establishes teamwork among their employees.
Esteem needs
This refers to need for the respect and self esteem with the self respect which is more essential as
compared with gaining admiration and respect from others. Managers of the Marks & Spencer
accounts for esteem needs of its employees through offering the praise & recognition. Company
by praising the efforts of their employees motivates the employees for increasing their efficiency
and to take up new challenges. It also provides motivation by giving promotion and incentives to
its employees for achieving their goals and targeted objectives within time. Giving them
responsibilities allow them to take up new challenges and boost their confidence (Lucas and
Verry, 2016).
Self actualisation needs
This is refers to the ability of individuals to show their full potential. It involves giving them the
opportunities for proving them their abilities and efficiencies. Marks & Spencer provides its
employees with new roles and challenges for enhancing g their capabilities and gain recognition
in the company by achieving the go.
CONCLUSION
From the above study it has been summarised that company has been engaged in motivating
employees by fulfilling their psychological as well as basic needs. It has also been analyzed that
firm has been providing adequate resources to employees so that their motivation level increases.
This has assisted them in creating employee loyalty and belongingness. It has also been
summarised that company has been engaged in following ethical code of conduct in order to
retain workers.
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REFERENCES
Books and Journals
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Brewster, C. and Söderström, M., 2017. Human resources and line management 1. In Policy and
practice in European human resource management (pp. 51-67). Routledge.
Tracey, W.R., 2016. The human resources glossary: The complete desk reference for HR
executives, managers, and practitioners. CRC Press.
Lucas, R.E. and Verry, D., 2016. Restructuring the Malaysian economy: Development and
human resources. Springer.
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