Analyzing Leadership and Empowerment in Marks & Spencer

This report provides a comprehensive analysis of leadership within Marks & Spencer, focusing on leadership qualities, capabilities, and styles. It assesses the relevance of these qualities in building relationships and establishing trust, discussing whether the leader at Marks & Spencer displays these capabilities. Different leadership styles, such as democratic and transformational leadership, are examined for their strengths and weaknesses in the context of Marks & Spencer's current situation. The report includes a reflection on individual leadership capabilities and the potential application of transformational leadership within the company. Furthermore, it explores how Marks & Spencer could shift from a control paradigm to empowerment, detailing the implementation of an empowerment paradigm and improvements to leadership abilities. The analysis concludes with recommendations for enhancing leadership effectiveness within the organization.

LEADERSHIP IN
BUSINESS

Table of Contents
INTRODUCTION...........................................................................................................................1
LEADERSHIP QUALITIES AND CAPABILITIES......................................................................1
Leadership Qualities and Personal Characteristics.....................................................................1
Relevance of Capabilities in Building Relationships and Establishing Trust.............................2
Discussion if Leader in Marks & Spencer Displayed Above Capabilities.................................3
LEADERSHIP STYLE....................................................................................................................3
Leadership Styles........................................................................................................................3
Strengths and Weaknesses of Leadership Styles........................................................................4
INDIVIDUAL LEADERSHIP........................................................................................................5
Reflection of Own Leadership....................................................................................................5
Capabilities Required to be Developed.......................................................................................6
EMPOWERMENT..........................................................................................................................7
Discussion of how Marks & Spencer could shift from Control Paradigm to Empowerment.....7
Implementation of Empowerment Paradigm..............................................................................7
Improvement and Implementation of Leadership Abilities........................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Leadership refers to all the activities and processes which are adopted by the senior
management individuals of a company in order to lead an organisation towards achieving its
business objectives appropriately and effectively. In addition to this, it is an essential activity
which enhances the scope of success due to provision of better guidance, as well as effective
motivation. The report below is based on Marks & Spencer, which is one of the most renowned
organisations within the UK. The scope of leadership is getting quite thinner within the company
as the leadership is not in a very good shape. The reason for this is because the managing
directors of different departments, particularly of clothing, home and beauty, are seeing
ineffective results lately (Marks & Spencer CEO Fires Clothing Boss Following Poor Results,
2019). Apart from this, the report covers a brief discussion on leadership qualities and
capabilities of the leader within the company, along with the leadership style for the company. In
addition to this, the report covers an assessment of individual leadership, along with
implementation of empowerment within the organisation.
LEADERSHIP QUALITIES AND CAPABILITIES
Leadership Qualities and Personal Characteristics
There are several leadership qualities and personal characteristics which are shown by the
leader within an organisation (Salovaara and Bathurst, 2018). Some of these prominent
capabilities within leaders are discussed below:
Leadership Qualities: Active Listening: One of the major qualities within leaders of an organisation is that they
are active listeners. This means that they are very much attentive in listening to
grievances, problems or doubts of employees with respect to their job roles and provide
them valuable feedbacks or instructions to further strengthen the same.
 Motivation: Another quality exercised by the leaders in an company is their motivating
ability. This skill is very much utilised by individuals to get the best out of their
subordinates' skills and abilities. In addition to this, this allows the managers to
appropriately enhance the engagement of employees in the organisation, which adds to
the benefit.
Personal Characteristics:
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 Passionate: This characteristic is associated with staying committed and enthusiastic for
the organisation's work and objectives. This helps them to drive themselves and the
employees towards attaining better results (Paudel, 2019).
 Delegation: This trait and ability is related to delegating the work to responsible and able
individuals, which improves the quality within the organisation, along with enhancing the
scope of its success. Moreover, effective delegation also allows them to attain higher
opportunities in the future to apply their skills in a better and more effective manner,
along with exercising their abilities over a vast scale of individuals.
Relevance of Capabilities in Building Relationships and Establishing Trust
Relationship building and establishing appropriate trust is very important for an
organisation as it allows the firm to retain their employees, along with motivating them enough
to work appropriately in adherence to the firm's effective plans and policies.
Hence, in this respect, there are certain capabilities within leaders which are mentioned
above that could be quite relevant in context of building appropriate relationships and
establishing trust within the organisation. Therefore, these factors are elaborated below: Motivation: One of the biggest contributor in building relationships within the
organisation is the capability of leaders to motivate their subordinates in the company.
This reflects by the fact that enhancing the competence through better guidance and
directing them towards success helps the leader to establish positive relationships with
the employees. In addition, while the leaders work appropriately towards betterment of
the workforce, the latter starts to trust the formers' judgement, decisions and competence,
which ultimately leads to better outcomes (Allen, 2018).
 Delegation: Appropriate and effective delegation is very much important in building up
of relationships, along with establishing prominent trust. Reason behind this fact is that
through delegation, the leader transfers their responsibilities and part of their authority,
which helps the leaders in building up appropriate trust within the company, both from
the sides of the leaders as well as the subordinates. With respect to relationships,
delegation contributes in enhancing competence of subordinates and such transfer of
authority and responsibility promotes positive relationships in the company.
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Discussion if Leader in Marks & Spencer Displayed Above Capabilities
As per the case displayed before, the leader within Marks & Spencer displayed several
capabilities which are mentioned above. Hence, with respect to the organisation's working,
application of these capabilities are discussed below: Motivation: The leader of Marks & Spencer had been very much consistent in relation to
strengthening the workforce of the company. The leader had adopted effective
management and leadership practices, which helped in contributing towards effective
engagement and higher employee retention within the company. One appropriate way
through which the leader emphasised on was providing an appropriate direction by
setting up clear objectives for the subordinates to adhere to. This motivated the company
in achieving desirable results.
 Delegation: Another capability which the leader of Marks & Spencer displayed in the
company is appropriate delegation. Only right person for a particular job was allotted the
job, which increased the quality of product, as well as allowed the people to showcase
their skills and creativity in operations and functions of a company (Laureani and
Antony, 2019).
LEADERSHIP STYLE
Leadership Styles
Leadership Styles refer to different kind of approaches, which serve as a guide to leaders
in providing their expert service to the company and to its employees. In addition to this, these
styles have appropriate function in different situations of the organisation and are required to be
applied effectively in relation to ensuring higher rate of success within the organisation.
In context of Marks & Spencer, there are several leadership styles which are relevant for
the organisation are mentioned below: Democratic Leadership: One of the best leadership styles within the company that must
be adopted by the leaders is democratic leadership. This approach refers to effective and
essential involvement of employees within decision making. However, while the final
authority rests with the leader, each and every employee is held responsible towards
attainment of an effective decision (Bass, 2019). The reason it is one of the most
appropriate leadership style for Marks & Spencer is that authority within the company is
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equally and justifiably distributed amongst the employees and these individuals are given
opportunities with respect to enhancing their competence as per their future job roles. In
Marks & Spencer, while the leaders was appropriate in strengthening the workplace, it
was inwardly focused. Hence, this leadership style would allow people of the company to
participate in critical decision making, which might be effective enough to ensure
appropriate framework for the organisation (Bell and Harrison, 2018).
 Transformational Leadership: Another leadership style which is appropriate for Marks
& Spencer is Transformational Leadership. In this approach, transformation is highly
emphasised upon by the leaders, in order to ensure improvement in current shape of the
company. Additionally, the employees are constantly pushed outside their comfort zone
in order to ensure that betterment is constantly achieved within the company. The reason
for which this leadership style is justifiable within Marks & Spencer as the firm has
repeatedly failed to transform itself in recent times cause there were a high resistance to
change (Marks & Spencer failed business transformation, 2019). Thus, this leadership
style would contribute in terms of developing a vision and making consistent
modifications that are associated with achieving the set vision.
Strengths and Weaknesses of Leadership Styles
As per the above analysis, both the leadership styles are very much effective, as far as
Marks & Spencer and its current situation is concerned. However, there are prominent strengths
and weaknesses of each of the leadership styles specified above. Thus, this aspect is relatively
discussed as below:
Democratic Leadership: Strengths: As mentioned above, the leaders within the company have been quite
incompetent in managing the organisation in an effective manner. Hence, this calls for
the biggest strengths of this type of leadership. This is because this style could
appropriately be practised by almost any leader despite their competence. Another
appropriate strength of this style is that it helps in easing the complexity associated with
difficult operations, as creativity and innovation is very much contributed by employees.
 Weaknesses: As for weaknesses, this leadership style might make leaders ineffective due
to consistent transfer of authority. In addition to this, it can lead to disharmony because
opinions of various individuals are taken into account, which might lead to conflicts.
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In terms of its strengths and weaknesses, the strengths contribute in relationship building
and self management. However, the weaknesses, especially the one related with disharmony
overpowers the good aspects of this leadership style.
Transformational Leadership: Strengths: This leadership style contributes in enhancing the employee engagement as it
lowers the turnover cost. This is accomplished by leaders as within this style,
organisational objectives is quite effectively achieved along with the personal agenda of
individuals. Another prominent benefit in context of this leadership is that it boosts
productivity of each and every individual within the company as it amazingly recognise
the needs and demands of employees, which are accomplished appropriately through
application of this leadership style.
 Weaknesses: One weakness of this approach is that constant communication is required
within each department of the firm and their respective leaders which is quite challenging
to achieve on daily basis. Moreover, risk factor is quite high within the company which
could be ineffective in long term.
In terms of relationship building, this style is quite good as it works towards fulfilling the
personal agenda of the employees. In addition, it is also contributing in self management, as
leaders use their experiences and expertise in making complex decisions (Kempster, Maak and
Parry, 2019).
INDIVIDUAL LEADERSHIP
Reflection of Own Leadership
For an individual, it is highly essential that they reflect their own leadership style, which
is essential in terms of leading effectively by determining the strengths and weaknesses within
the approaches followed by an individual. In my context, there are several leadership capabilities
which I possess, that could allow me to succeed in my future career prospects. Moreover, some
of these capabilities are reflected below: Innovative: One capability which I possess is associated with creativity and innovation
ability. I tend to innovate approaches and ideas to make them more feasible and
applicable in a way that could give an organisation a long term benefit.
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 Adaptability: Another leadership capability within me is the adaptability. I am very
flexible when it comes to work under different scenarios and situations that require to
mould my practices and procedures according to the current environmental condition
(Moreno-Gómez, Lafuente and Vaillant, 2018).
However, there is one particular leadership style which I wish to appropriately and
effectively apply in context of Marks & Spencer, which is Transformational Leadership. Reason
for this is because in my perspective, this would allow me to channelise my expertise in a
positive manner. Furthermore, it would provide me the opportunity towards getting the goals of
the firm appropriately accomplished. Thus, this leadership style is very much effective for me to
exercise at Marks & Spencer.
Nonetheless, there are certain strengths and weaknesses within me with respect to this
leadership style. These aspects are highlighted below: Strengths: One of the most evident skill within me in context to this leadership style is
time management. This approach requires leaders to provide appropriate deadlines to
subordinates to finish a certain task. Hence, managing the time effectively is one of my
key competencies. Another strength with respect to this approach is that I am highly
adaptive, as mentioned above, which could contribute in positive transformations.
 Weaknesses: A weakness which could be threatening is that I lack in developing
prominent vision. This reduces my capability in developing effective goals which could
be a disadvantage in implementation of this approach. Another weakness in this respect is
that it requires an appropriate communication channel to be maintained, which is quite
challenging for me due to ineffective communication skills (Strielkowski and Chigisheva,
2018).
Capabilities Required to be Developed
One appropriate capability which must be developed by me to ensure effectiveness in this
approach is communication skills. This is because it would lead me towards better outcomes in
respect to managing time and better dealing with customers in terms of transformations in the
company. This would help my self management aspect within the company as communication
would help in perfectly acquiring feedbacks towards my leadership, which would further assist
me in enhancing the scope of improvement In terms of relationships, effective communication
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would be guiding me through acquiring insight of perspectives and needs of employees, which is
effective for me to be a better leader and establish positive relationship.
EMPOWERMENT
Discussion of how Marks & Spencer could shift from Control Paradigm to Empowerment
There are several ways through which the organisation could shift from the control to
empowerment paradigm. The former refers to the an environment and framework of work which
is related to exercising appropriate control over the company in terms of decision and manner in
which they work. In addition to this, the empowerment paradigm is the one where individuals are
empowered by giving them appropriate opportunities in context of enhancing their involvement
within the organisation (Hooper and Potter, 2019).
Marks & Spencer is an organisation which has known to exercise appropriate control.
However, with span of time, it is highly necessary for the company to shift onto the
empowerment paradigm. The organisation could do the same in a number of ways which are
mentioned below: Modification in Culture: One appropriate manner in which the firm could ensure the
shift is through modifying the culture of the company where it supports and empowers
people through acquiring their responses and feedbacks with respect to the functions,
operations and leadership in the organisation.
 Policy Changes: Another appropriate and effective aspect through which Marks &
Spencer could ensure the shift is related to changing its policies completely. This is
because the current policy involves people to an extent but is limited to empower them.
Hence, to ensure engagement of individuals, this must be an effective pathway to be
chosen by the company (Strielkowski and Chigisheva, 2018).
Implementation of Empowerment Paradigm
For any organisation, it is highly essential to implement he empowerment paradigm, in
relation to ensure better performance, retention and engagement of employees in he company.
For Marks & Spencer, the firm could implement empowerment paradigm by applying
Democratic Leadership, which would be increasing the role of the workforce in the organisation.
In addition to this, there are certain steps which could be followed by Marks & Spencer for
implementing this aspect. Hence, some of these steps are described below:
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 Employee Involvement: The very first step of the implementation phase is associated
with involvement of employees. This requires modifications at the lower level
management of Marks & Spencer. The goal of the firm must be to developing a culture
where the employees are voicing out their opinions appropriately, which contributes in
their considerations. Forming Participative Management: The second stage requires changes in middle level
management. This requires amalgamation of middle and lower level employees, which
helps in getting together quite effectively through amalgamation of several departmental
heads with their respective subordinates.
 Modification in Senior Management: The last step in this respect is related to changes in
senior management. This would be leading up to changes in policies of the firm by active
inclusion and participation of lower and middle level management on the strategic tactic
and decision of the company. Marks & Spencer is planning to transform itself from quite
some time. Hence, management could implement the empowerment shift by providing
and hearing the voice of employees who are and would be contributing towards uplifting
the company within the marketplace (Rosenbach, 2018).
With respect to reaction of employees towards changes, if the company has implemented
this process appropriately, then positive responses is are very well expected by the employees of
organisation. In addition to this, the firm must work towards ensuring that the policies and
practices are decided and agreed upon by the employees of the company to ensure a positive
environment within Marks & Spencer.
Improvement and Implementation of Leadership Abilities
Changes within a company requires an active role of leaders to manage the
implementation of the change as well as the employees in a better manner. It is because they are
responsible towards leading the organisation towards success and prosperity, which could be
accomplished by changes in the organisational settings.
Hence, in my context, there are several capabilities which could be improvised in order to
comply with the change. This could be done through several ways that are mentioned below: Training: One of the most primal ways through which improvement would be achieved
by me is through training. There are new methods of training available in the sector, such
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as simulations, which would help me in effectively practice my skills in mock situations,
that would be contributing in dealing with the organisational change.
 Seminars: There are several seminars where past managers are invited, where they give
insight to the audience about how they used to manage and lead the company with
respect to similar situation such as experienced within Marks & Spencer. Hence, this
would allow me to gain insight onto how to deal with different leadership issues and how
best to use different leadership styles in order to enhance my competence with respect to
implementing the change and work effectively with team as well as within the
organisation appropriately (Becker, 2018).
CONCLUSION
Thus, it is concluded from the report above, that leadership in business is a very
important and effective activity, which helps in better achievement of results within the
organisation. It is quite essential to determine leadership qualities and personal characteristics,
along with analysing their relevance and matching the same with leaders to determine their
effectiveness. In addition to this, it is crucial that effectiveness of each leadership style is
evaluated to choose the one which serves the organisation best. Personal reflection on leadership
helps in determining the effectiveness and limitations of individuals with respect to leadership.
Lastly, it is important that organisation effectively shift their organisation paradigm to
empowerment one and individuals must adhere to ways through which improvement in their
leadership abilities could be accomplished.
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REFERENCES
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257.
Bell, J. and Harrison, B.T., 2018. Vision and values in managing education: Successful
leadership principles and practice. Routledge.
Hooper, A. and Potter, J., 2019. The business of leadership: Adding lasting value to your
organization. Routledge.
Kempster, S., Maak, T. and Parry, K. eds., 2019. Good dividends: Responsible leadership of
business purpose. Routledge.
Laureani, A. and Antony, J., 2019. Leadership and Lean Six Sigma: a systematic literature
review. Total Quality Management & Business Excellence. 30(1-2). pp.53-81.
Moreno-Gómez, J., Lafuente, E. and Vaillant, Y., 2018. Gender diversity in the board, women’s
leadership and business performance. Gender in Management: An International
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Paudel, S., 2019. Entrepreneurial leadership and business performance. South Asian Journal of
Business Studies.
Rosenbach, W.E., 2018. Contemporary issues in leadership. Routledge.
Salovaara, P. and Bathurst, R., 2018. Power-with leadership practices: An unfinished
business. Leadership. 14(2). pp.179-202.
Strielkowski, W. and Chigisheva, O., 2018. Leadership for the future sustainable development of
business and education. Springer proceedings in business and economics. Springer,
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Strielkowski, W. and Chigisheva, O., 2018. Social, economic, and academic leadership for
sustainable development of business and education in the future: an introduction.
In Leadership for the Future Sustainable Development of Business and Education (pp. 3-
8). Springer, Cham.
Online
Marks & Spencer CEO Fires Clothing Boss Following Poor Results. 2019. [Online] Available
Through: <https://www.businessoffashion.com/articles/news-analysis/report-ms-
clothing-lead-could-depart>
Marks & Spencer failed business transformation. 2019. [Online] Available Through:
<https://www.cp2experience.com/this-isnt-just-a-failed-business-transformation-this-is-a-
marks-spencer-failed-business-transformation/5479/>
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