Leading & Managing Ethically: Performance Management at M&S

This report provides an analysis of ethical leadership and human resource management, focusing on performance management practices at Marks & Spencer. It identifies and explains relevant ethical theories, explores potential ethical problems and dilemmas within performance management policies, and examines the organization's current approach to managing these ethical concerns. The report discusses issues such as negligence, misinterpretation, discrimination, and lack of communication that can lead to ineffective performance management. It also highlights Marks & Spencer's approaches, including establishing goals, developing plans, and taking action to improve performance management. The report concludes with recommendations for adopting a more ethical approach in HRM to enhance business performance and employee motivation. Desklib offers this assignment and other study resources for students.

Leading and Managing
Ethically

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Within the selected area of human resource management, identify and explain ethical theories
.....................................................................................................................................................3
Policy or practice which represents a potential ethical problem or dilemma..............................4
Determine the organization’s current approach to this area of HRM and its management of the
ethical problem or dilemma.........................................................................................................7
Give recommendations as to how your organisation could adopt a more ethical approach in the
chosen human resource management area...................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is everything in order to manage the workforce and
maintain positivity in the internal business environment to accomplish highest of the
productivity. Human resource management is pertaining to working staff in a workplace,
wherein human resource manager has to shoulder different responsibilities right from delivering
equal and fair opportunities, rendering rewards and compensation, managing the performances,
and delivering a flexibility between well-being and work life so that the employees feels
comfortable and loyal towards the organisation. Human resource management is greatly in order
to maintain, develop and monitor the workforce of an organisation. This report is in the context
of Marks & Spencer which is a British multinational company based out of UK the company was
founded by Thomas Spencer and Michael marks established in the year 1884 in Leeds, UK. The
organisation is headquartered in London, UK. It is a multinational organisation delivering variety
of services Such as clothes, banking services, food services, home utility products, beauty
products, flowers. Taking Marks & Spencer as a chosen organisation and performance
Management as the chosen human resource area. This report delivers the ethical theories,
identification of the issue, the policy that represents ethical problem, approaches to the area of
HRM that the association follows in order to deal with the tickle problems and certain
recommendations that should be adopted by the organisation in order to improve the HRM
practices (Aviles and Dent, 2015).
MAIN BODY
Within the selected area of human resource management, identify and explain ethical theories
Ethical performance management supports the employees to value the objectives and
policies followed in the organisation. On the other hand, the organisation must also value and
respect its employees in order to deliver them positive working environment so that they deliver
efforts as per their potentials. It is important to both employers and employees to comply with
the legal framework and follow business ethics at workplace in order to manage the business
performance in the most transparent manner (Braveman, 2016). These ethical theories adopted
by the association for performance management are as:

Transparencies in managing the performance at work: Ethical performance management
theories followed in Marks & Spencer says managing the performances of the employees in the
workplace to the most transparent manner which includes that employers must formulate a
complete reporting system with transparent information in order to avoid any such biased results.
Business is one of the issue in performance management, the association complies with such
theories of performance management in order to deliver the most transparent and reliable
information of the employees. Wherein the human resource managers are delivered appropriate
training of how to evaluate the performances so that the HR manager has full knowledge about
performance evaluation.
To conduct the performance as per the code of ethics: This theory adopted by the association
states that there is certain code of ethics that is formulated by the business executives for
managing the performances which states that employers must comply with the code of ethics for
measuring the performances irrespective of any other discrimination factors such as age, gender,
religion or culture in workplace (Burnes, Hughes and by, 2018).
Equality to all the working staff: As per the quality theory followed by the association in the
organisation which states that employers must comply with equality in the organisation while
measuring the performances of the individuals where in the employees must not evaluate the
performance as per any personal differences, cultural factors but focus on majorly towards how
the performance of the employees. The employer must deliver equal and fair opportunities and
does not follow any such discriminational activities towards any employee.
Accountability and answerability towards the work: in case if any employer has failed to
measure performance management of the employees due to lack of knowledge about
performance measurement tools, such employers are fully accountable and answerable to
Business executives.
Legal compliance and adherence to the policies and ethical values: employer must comply
with all the legal norms framed by the government of UK in order to carry out the performance
management activities and giving it a legal shape. Compliance with the legal norms becomes
important Where in an employer in the association should be fully aware about the different legal
norms for managing the performance in the ethical manner (Clegg, Kornberger and Pitsis, 2015).

Policy or practice which represents a potential ethical problem or dilemma.
There are different practices that causes reason for ethical issues such as biased results in
performance management, these practices in the association are listed below:
Negligence
Employers in the association do not measure the performance inappropriate manner pair in the
use approaches of measuring the performances manually or by crosschecking some of the
projects or task assigned to the particular employee in order to save time and efforts. Such
negligence by the employer causes a huge loss to the business wherein the employer is not using
appropriate tools to measure each of the employee’s performance on the basis of time period,
task assigned per day and the overall performance till the date of joining to the present time.
Negligence by the employer negatively affects the business performance graph and employee’s
productivity where an employees feel demotivated. It also gives rise for using unfair and
unethical means of ineffective measurement of the performances in the workplace (Ehrich and
et.al., 2015).
Misinterpretation
Misinterpretation is one of the employees practices that leads to wrong conclusions.
Misinterpretation is a factor that results when wrong figures and performance metric tools are
used, wrong information pertaining to different individuals or omission occurs that’s what and
when misinterpretation of performance management results to. Misinterpretation is a major cause
that adversely impacts the performance management system in a business and leads to biased
results.
Discrimination
Discrimination is one of the major cause that results to failure in the performance management
system wherein employers Discriminates other employees on the basis of personal differences or
show favoritism to specific employees. Such measures let’s to biased results and in effective
performance management in the organisation.
Annual performance evaluation

Performance measurement and management should be evaluated and monitored on regular basis.
When the performances in monitored and evaluated on the basis of annual performance review
that means employees have to wait for a year for knowing their performance level. It also is a
major demerit for the business as right results are not measured and corrective plans are not
implemented on right time frame (Hodges, 2016).
Lack of communication
Employers and HR managers in Marks & Spencer sometimes they do not communicate
effectively the way they have to that becomes a major cause and practice for ineffective
performance management systems. Employers must effectively communicate because when
employees don’t the employees are not able to analyze the weak points on the gradients of their
performances this further leads to stagnant growth of the business performance. Communication
plays an important role where it is very crucial for the employers to effectively communicate the
feedbacks and the standards that each and every individual have to meet while working.
Ineffective or lack of communication in the organisation by the employers when the employees
do not precisely communicate the standards and the requirements of the task assigned and the
organizational objectives it leads to poor performance and further leads to losses to the business
(Kearney, 2018).
Over emphasizing recent performances
Employers in Marks & Spencer often overemphasizes recent performances of the employees that
leads to one of the reason of ineffective performance management. When it comes about
managing the performance the overall performance of each individual should be evaluated from
the time of joining till the current period as it is very important to get the accurate but the reliable
results of the business performance.
Process is not structured
This is one of the practices that causes in effective performance management. The employers in
The Association of and structure is the process in a way which is not appropriately designed that
further leads to ineffective for evaluating the overall business performance. The structure of the
performance management system should be designed in a way that covers the overall objective
and each and every individual of the Association. The well-structured performance management

System supports to understand and analyze the organizational objectives and motivate towards
working more productively (MacKian and Simons, eds., 2021).
When goals are not in the picture
It is important to evaluate the performance of each and every individual as per the real goal and
objectives of the organisation. The manager of the association sometimes uses such tools that
helps to analyze the performance but not as per the real quality standards of the organisation.
Determine the organization’s current approach to this area of HRM and its management of the
ethical problem or dilemma
In order to use effective Approaches of performance management, Marks & Spencer uses
step-by-step approaches in order to effectively manage the performances of them employees at
work. These approaches are discussed below in brief:
Establishing goal
Establishing goal is important to define the winning and the real objective that what the business
needs to expect by the end of certain deadlines. It involves defining the input and output with the
specific roles and timeframe. The human resource manager in Marks & Spencer clearly defines
the set of objectives before addressing the project at the task that is to be allotted to specific
teams and employees where in the HR manager clearly communicates in conveys the
expectations and the standards that have to be met and the requirements of the completion of the
project. This helps the HR manager to evaluate the performance as per the business objective that
how far a particular theme or a specific employee is able to Match the expectations level. It also
helps to analyze the weak points in the great points of each individuals and also the strengths and
opportunities of the internal Workforce in the organisation. Establishing goals also helps to
determine that the performances are met as per the organizational expectations which also helps
to reduce the bias results and ineffective performance management systems in the organisation
(Marques and Gomes, 2020).
Develop a plan
The HR manager discusses and formulates both short-term and long-term development plans.
These development plan includes the detailed structure and tools for performance management.

Right from communicating the objectives to measuring and then managing the performance as
per the working standards of the business. The development plans cover everything with specific
deadline and the working staff involved it helps to give a clear set of objectives and goals for
managing the performances of the business (Novak and et.al., 2019). The HR manager focuses
on short-term development plans because it helps to take flexible decisions and corrective
measures in the performance management systems, it helps to analyze frequently the
performance and the weak points or strengths. These development plans implemented by the
human resource manager of the association includes the detailed structure of different
technologies involved and other tools of measuring and monitoring the business performance.
Developing a plan helps to draw a clear structure that reduces the biased and measures of unfair
means wear in more Infosys is been paid to measure the performance as per the business
expectations with reliable and relevant information and performance metric tools.
Take action
Take an action is an approach where in the development plans are into real action. it includes
defining the tools and measures includes for managing and monitoring the performances. It also
involves delivering frequent directions and guidelines to the employees so that they are able to
channelize their energy into right direction for accomplishing the organizational objectives. The
employers in Marks & Spencer also delivers feedback in the ongoing project and task assigned
that helps to deliver right performance results and Changes that needs to be implemented. The
HR manager in the association also uses technologies such as artificial intelligence in order to
evaluate the performance rather than wasting time for going to each and every employee at a
time, technologies helps to bring efficiency in the HR works where in the performance is able to
be monitored and controlled properly with timely and frequently feedbacks and changes that
needs to be implemented in the business performance (Presbitero and Teng-Calleja, 2019).
Assess the performance
Assessing the performance is one of the most important approach and measure That human
resource manager of the association undergoes. The human resource manager in Marks &
Spencer assesses the performances of the employees by using technologies such as artificial
intelligence and other performance metrics schools that helps to deliver accurate results than
manual performance measurement. These performance metric tools or such software is

embedded in the HR systems that helps to draw clear data of each and every employee in the
association. These tools and technologies helps to analyze the performances of the employees
wherein the HR manager conveys the performance level of each employee with the help of
feedbacks and also delivering them proper recognition timely. Use of performance metric tools
and technologies dir assessing the performance pf different individual helps to deliver more
accurate a reliable results and reduces the chance of unfair means and biased results tat from
manual performance management (Schaltegger and Burritt, 2018).
Provide rewards
Delivering fair rewards is important because the employees who are performing very well they
are been acknowledged and valued in the organisation wherein they feel recognized for their
good performance. This acts as a motivational factor for other employees as well to pull up their
socks and work more dedicatedly towards organizational objectives and tasks assigned.
Give recommendations as to how your organisation could adopt a more ethical approach in the
chosen human resource management area
Here are certain recommendations that Marks & Spencer should follow in order to
manage and adopt more ethical approach for managing the performances of the employees at
work. These performance management approaches are discussed below in brief:
Develop a code
Marks & Spencer should develop a code of conduct and develop ethical performance a strategic
priority. This code of ethics should include policies with clear set of objectives and standards and
expectations that are relevant for ethical performance in the association. This code of ethics and
conduct must be formulated by the human resource manager that should be support ethical
performances and decision making. This ethical code of conduct will help the employee to
analyze and understand the performance expectations and the way one needs to react and
respond Legally acceptable and transparency for managing the task assigned. This code of
conduct will also help to the employers for enhancing communication and leadership in the
organisation by using fair means an unbiased measuring tools for managing the performances in
the organisation (Shields and et.al., 2015).
Set the tone from the top

The Top-level executives in Marks & Spencer should effectively communicate the ethical values
and significance of compliance of The ethical culture that will help the whole organisation to
adopt these ethical values. The top level executives should take stringent policies for managers
using unfair or biased tools for managing and monitoring the performance in the association.
These policies taken by the executive should include transparent communication and reliable
results in the organisation. The human resource manager must also comply with such ethical
values in order to avoid the instances of an equality and unfair treatment or showing favouritism
to any such employees while managing the performances. The performance management of the
organisation should only be focused over maximizing the productivity with the available
resources and least cost incurred.
Engage, communicate and give training to the working staff
It is most important aspect that human resource manager should train and promote effective
communication in the workplace. The employees must be trained and communicated about the
ethical culture that followed in the organisation and the code of conduct and standards that each
and every individual has to adhere to. Training and communication further promotes employee
engagement towards compliance of ethical values. These gives the desired results of business
performance and avoids or eliminates any instances of any quality in the organisation by
contribution of fuller efforts with transparency to promote positive working environment in the
organisation.
Provide support routes for working staff
The human resource manager in Marks & Spencer should convey and deliver clear set of routes
and systems for fraud and violation of organizational policies on ethical behaviour. The human
resource manager of the association should adopt a zero tolerance approach wherein both
employers and the employees has to comply and adhere to the ethical culture and values for
eliminating any such instances of unethical behaviour (Sturm, Vera and Crossan, 2017).
Measure effectiveness of ethics program
The human resource manager should measure the ethical performance of the Association by
adopting performance metric tools, technology plus open discussions so that a clear and accurate
results can be drawn which is free from any biased or unfair means. Open discussions with

employers and employees also will help to draw the weak points and one-on-one communication
on different negative performance and reasons that violates the ethical value of the association.
CONCLUSION
The above report clearly delivers the importance of human resource management in the
organisation that helps to manage different activities in the most ethical and legal manner
determined as per code of ethics. It is important to manage the business performance as per the
determined set of ethical values and compliance towards legal norms. The chosen prospects of
performance management which is crucial to adopt ethical theories and practices by the business
to reflect a positive working and adopt fair and equal chances opportunities to each and every
individual in the workplace and eliminating instances of inequality and discrimination.
Practicing human resource management in the ethical manner becomes essential as it further
determines the business performance in the external marketplace. A business must identify all
such practices that represents any potential ethical problem and implement such approaches in
order to tackle or handle with such problems and dilemmas.

REFERENCES
Books and Journals