Organizational Analysis: M&S CEO's Strategies for High Performance

This report provides a comprehensive analysis of Marks & Spencer (M&S), examining its management styles, functions, and principles within the retail sector. It explores the CEO's strategies for organizational change, focusing on improving high performance and fostering cultural shifts, while also considering the impact on employees. The report delves into various leadership styles, assessing their effectiveness in enhancing organizational effectiveness. Furthermore, it analyzes the effects of power, influence, and conflicts within the company, discussing different motivation types employed. The analysis is supported by corporate examples and a literature review, culminating in recommendations for enhancing organizational performance and addressing challenges faced by M&S in a competitive market. The report also touches on the impact of globalization, demographic shifts, and decision-making processes within the context of the retail industry.

Organisation theory and
practise(Analysis CEO)

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
A) Examine management style, functions and principle used in retail firm...............................1
B) Analyse of steps taken by CEO to change in organisation structure for improving high-
performance and also change in culture with it's impact on employee's....................................2
C) Leadership style for improvement in organisational effectiveness........................................3
D) Analyse the effect of power, influence and conflicts at the chosen firm...............................4
E) Discuss the various types of motivation used in organisation................................................5
F) Using appropriate corporate examples and literature review to justification.........................8
G) Discuss and debate that suggestions/ recommendation (strategies) for increase organisation
performance. ................................................................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The term retail is explicated as a process of selling consumer items, products and services
to buyer or consumer by use of multiple channel related with distribution with a motive of
earning profit. Retailers satisfy demand of consumers through providing small order to many
individuals. With understand the terms of UK retail sector, the turnover of industry is £394
billion (https://www.prospects.ac.uk/jobs-and-work-experience/job-sectors/retail/overview-of-
the-retail-sector-in-the-uk) and it encompasses shop, department store, supermarket and market
stall. Working environment of retail sector is engaged with local work areas and it largely
depend on role of company stakeholders (Antonacopoulou and et. al, 2019). This report is
written from perspective of M&S and it is a British multi-national retail organisation which
perform their work in retail industry. Moreover, this report highlights on management style,
principle and functions of management which is used by retail sector organisation. Steps that are
taken by CEO to implement change in organisation structure for accomplishing high
performance will also included in this report. Role of leadership style and analyse of effects
related with power, influence and conflicts will also be included to understand organisation
work. In the last, recommendation will also be provided which is based on theory and practice
(Bergström and Lindh, 2018).
MAIN BODY
A) Examine management style, functions and principle used in retail firm
Globalisation impact on business of all organisation including both large and small. The
major area which is related with popularity have fallen with retail organisation (Anderson and et.
al, 2017). According to existing market conditions pandemic condition impact on M&S
specifically it sale and popularity is reduced with analysis of generation of food and fashion. So
the issue which is related with management relates with selection and analysis of a target market.
In the present scenario, M&S face challenges and it impacts because the major issue faced by
retailer is demographic and it analyst that CEO develop management style that is more effective
and they slow issue of market. It define persons states about areas by which strength of
leadership is increased. Demographic leadership style is more appropriate according to CEO of
M&S because with respective style all employee's are engaged in organisation (Bigby and et. al.,
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2019). This aids individuals to minimise challenges for deciding a target market and it results
persons perform work for a specific target market.
Decision-making perform an important role for organisation and according to this
management understand and think about business decisions which is made by organisation from
previous years (Rupidara and Darby, 2017). A recent issue that arise due to ineffective decision
define and relate with Sparks card customer loyalty scheme. This is because organisation
implement aspects that make better decisions because they enter late in industry. It also point out
about sales due to which M&S business and they customer base is reduced. So to overcome from
the issue of scheme decision theory is implemented by management and this work as an
interdisciplinary approach that is most advantageous for a company environment (Hein and et.
al., 2019). Further, results are taken by management after understand of descriptive information
and it aids to develop appropriate decision-making by formulating decisions on basis of statistics,
psychology and mathematics.
Both of the above issue. selection of target market and decision-making that is related
with M&S demonstrate management techniques that create problems for appropriate decisions.
So this is important for organisation to implement accurate principles through which task are
managed in appropriate manner specifically for overcome from the defined issue. Division of
work is an appropriate principle because this aids management to complete all task with divide
of all factors (Karapitsanis., 2018). This also define decision theory is understand with
systematic manner and it define about develop of decisions that make rational results for
organisation to perform work with appropriate decision-making.
B) Analyse of steps taken by CEO to change in organisation structure for improving high-
performance and also change in culture with it's impact on employee's
The issue related with retail business define about repeat of dreams that are generated
with recreating of business model and it does not go into department stores. The CEO of
respective organisation consider that individuals face problems because it is no more an
enjoyable experience for customer to visit stores (Kurpayanidi, 2018). Creation of store define
about key part of transformation plan by which better results is generated. So Lewin's change
management model is implemented and this focus on development of generating a new world
through which transformation among stores is established. This consists of three steps which is
unfreeze, change and than refreeze. The rational behind implement of change management
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model define about key steps by which stores are designed in new way. This also depend on
generation of transformation plan and it helps M&S to perform their work by accelerate about
change aspect is developed for managing change that make output for designing about changes
in company plans. Retailer traded with concept of corporate social responsibility. It make
perspective for define of British firms that aids goodwill to complete task with new steps and
they are implemented for improving behaviour of employees.
Change in culture define about long term aspects and this helps in development of retail
industry. The retail organisation define about development of culture that is impacted due to
change in perspective related with roles. The analysis of M&S workplace specifically in UK,
states that male gender hold more authorities and pay as compare to same role of female. So it is
essential for management of respective organisation to reduce discrimination from the
workplace. Culture theory refer to method of study about cultural conflict (Moalusi and Jones,
2019). This makes a dynamic concept related with culture and it simultaneously create, sustain
and produce by institutions. It make institutional factor that avoid confusion of subjective and
viewpoints. Moreover, conflicts related with value manage interpretation that make incompatible
organisation forms. It also define about risk aspects that is concerned with risk of minimising
challenges related with workplace (Berman and Dalzell-Payne, 2018). Moreover, abstract
generate strength and boundary to generate structure which provide about four ideal type of
organisation. It define individual method is developed with various positions and it define about
specific attitude and value that institutionalised about culture pressure. With culture theory this is
easy for management to manage value through which task is completed by offering same level to
all employee's.
C) Leadership style for improvement in organisational effectiveness
According to retail experts this is understand M&S face major issue or problem from
organisational end. It define that company management does not listen about needs of customers.
Along with this management also not engage with demographic events and areas. It also define
management is not focused towards generating connection with buyers. It generate issue for all
departments because they don't know what customers want. Particularly this think about
decisions to remove challenges (Moloi, 2019). This is because retail market of UK is too
competitive and it generate problems for management to perform their work in proper manner.
All perspective suggest about development of roles that engage to generate successful brands in
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organisation. From perspective of M&S, leadership style generate long term results through
generating areas that generate appropriate experience for employers to understand and analyse
about customers. Leadership appear to do an art that appear to perform getting things done by
convincing individuals to engage it follower in a similar work. Moreover, with in context of
Marks & Spencer this is important for organisation to develop and implement similar work style
so all employee's perform there work towards a similar goal. Laissez-faire leadership style is an
appropriate aspects and according to this management perform their task with a free approach
(Ahmadi, Rahimi and Rezaei, 2018). Transactional leadership style is used by Marks & Spencer
CEO and it ensure that performance of organisation is constant and this is developed according
to hierarchy structure. It results that employee's are authorised towards development of goal that
focus on needs and wants of workers. It also results that engaged workforce perform task with
motive of analysing and understanding individual needs. By using leadership style management
also consider bureaucracy leadership style is more appropriate and it is dedicated towards
formulation of results that guide and supervised persons to drive results from point view buyer. It
define this is important for manager to listen and activate about consumer needs for formulating
guidance towards a right direction (Nachbagauer and Schirl-Boeck., 2019). Further, according to
present market conditions this is identified Laissez-faire leadership is more appropriate because
it helps for performing task according to supervision that maintain and design a specific routine
that empower about generation of hierarchy structure to make longer results that define reward
system for motivating individual that also engage company performance.
D) Analyse the effect of power, influence and conflicts at the chosen firm.
The meaning of power is to consuming ability and capability that enhance for
accomplishing towards certain task or objectives (Markovic and Salamzadeh, 2018). As the
power is having impact on basis for higher authority where individual one tend to perceive along
within their attributes that they evaluate in context of performance or situation. The impact is
influence towards generates facilitating by enhancing decisions on individuals or group to attain
competitive objectives. In perspective of Marks and Spencer company, the power is only
assigned towards top level management to reduces uncertainty that bring positive influence.
To illustrate in following French and Ravan power that highlight power types on Marks
and Spencer perspective sources which described below:
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 Reward Power: This is directly related within company rewards system which only
decides through mechanism where retailer to control the employees remuneration. The
reward to facilitates towards those employees who are tend to provide positive way of
influence towards gain high growth.
 Cohesive Power: It is opposite of rewards power because in this Marks and Spencer
where manager is consisting to knowledge that expect an unpleasant experience where
employees that tend to derives dismissal, suspension etc.
 Legitimate Power: As per this refers about for mutual agreement and positions and it
related towards authority that is delegated towards members who placed right in Marks
and Spencer influence employees.
 Referent Power: This based on interpersonal attractiveness because people that enables
to proceeds someone as an mental object which consequently upon definite time periods
(Nardelli and Broumels., 2018). In company Marks and Spencer consists about to assort
to concentrate on high performance with having strong knowledge and skills base.
Evaluation:
As per above theory of power is plays an essentials role because where assorting of
power in favourable working condition as well as effective management (Sharafutdinova and
Steinbuks, 2017). The individual assumes their self motivation and get highly satisfaction where
they developing and maintaining through full confidence towards their task and performance
within specified time period. In company like Marks and Spencer their manager is uses to follow
Reward power that helps to provide rewards or appraisal only when employees get to motivate
and generates better working outcomes.
Conflicts of Power:
The conflicts of power is generally assort only when there is necessity to control and
monitor uncertainty for better and effective control. As per Marks and Spencer is usually faces
high rate of conflicts that prevails to come up with better conclusion to get overcome employees
mind set from negative to positive (Noresson, 2020). There is chances to misusing power that
effectively commence to generate clashes when opposite manpower not get appraised,
discrimination factor takes places to solving the situational base consequences.
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E) Discuss the various types of motivation used in organisation.
Motivation is the process that enhance to effectively initiates, guides and maintained
towards goals oriented behaviours that helps to bring up positive flow of outcomes where it gain
towards more knowledge related with certain task and objective accomplish. Similarly, there are
some types of motivation that allows to represent behaviour better activate in positive manner in
context of Marks and Spencer venture: Achievement Motivation: It is drive to pursue and attain goals by highlight specific
objectives as an achievement wishes to accomplish where better objectives and advance
up towards ladder of success. Affiliation motivation: According to this where it relate on related towards social basis.
Some of person within affiliation where motivation that perform work that better they are
complimented for represent for their favourable, attitudes and co-operation (Shtal and et.
al., 2018). In this motivation factor money is not consider for increasing motivation level
to individual. Competency motivation: It is derive towards goods and motivation that major allows for
individual perform to having an high quality work (Priola and et. al., 2018). The
competence aspect of any motivation people where they seek for job mastery, take pride
is an developing along with assorting their problem solving skills to better creative
confronted with obstacles. Power motivation: It is drive to commencing good and fluctuates situations, this create to
motivate people that having impact on their organisation and which employees are
willing to undertakes risk for expecting high rate of productivity level.
 Attitude Motivation: This level of motivation is how people think where rewards are
generating self belief, confidence their belief in themselves and their attitude towards life.
For generally highlight through past experience where it measure that how person is react
on it.
Process Theory: This theory is system of ideas that explains how entity changes and develops
where process theory are often contrasted where significance theories which is system of ideas
that explains the variance in dependent variable based on one independent variables. There is
explaining about expectancy theory in Marks and Spencer company:
Vroom Expectancy Theory:
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 Expectancy: This is consists about contributing better efforts which generates
performance, through influenced through factor such as possession on performing skills
for job availability of right resources.
 Valence: It is emphasis about to significance that associated where individual report
which about to generates expected outcomes, some of actual satisfaction for employees
experts to receive possible way of outcomes to sufficient accomplishing goals.
 Instrumentality: It is faith where it perform better way on basis get to affected by
factor that believe in people who decides who receives outcomes on the basis positive
outcomes and having clarity of relationship between performance and outcomes.
Evaluation:
As in motivation types are discussed and Marks and Spencer is majorly that involves
more employees influence through motivation where company's leader is uses to follows
different motivation on the basis for situation (Rogers, Kinnafick and Papathomas., 2019). As in
Marks and Spencer company, their leader and manager achievement oriented motivation that
effectively highlight on basis for achieve objectives where leader or manager trained and
influence by increasing self belief and self confidence to attain competitive advantages.
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Illustration 1: Vroom Expectancy Theory, 2018
Sources:
https://expertprogrammanagement.com/2018/10/expectancy-
theory/

F) Using appropriate corporate examples and literature review to justification.
For considering the better corporate examples that allows to generates better literature
review for mapping situation in which company is generally faces high rate of complexities for
solving or increasing opportunities that mainly command about to justify (Saleh and Watson,,
2017). As per Marks and Spencer company they can suffer through employee grievances that
allows to having clashes over between other peer members to attain high objective outcomes.
Managers and leaders of Marks and Spencer, where main role for manager is forming policies
that helps to effective influence that follows by employees, different managerial activities like
employee engagement , performance appraisal conducts towards fair judgements (Seidel and et.
al, 2019). Similarly, Tesco is also retailer company where their staffs are confront issues related
work in that note company helps to better evaluate manpower relate problem that needed to
overcome by enhancing right amount of requirement that needed fulfilled.
Some of tools are rectify for using in business premises that needed to follows by
employees or other superior member that get to optimise better working outcomes where that
having more positive outcomes (Faghih and et. al., 2018). Different grievances of various
employees can needed to resolve for further benefits in terms of coordination, motivation
increased, performance improvement and better relationship to form more building excellence
contribute objectives. The major improvement operations of corporation get to develop more
flexible work that get to empowered member to get accomplish objectives cleared.
G) Discuss and debate that suggestions/ recommendation (strategies) for increase organisation
performance.
The suggestions and recommendation for above major for increase development
performance for employees that allows to get more productivity generates positive outcomes in
terms of handling overall situation that comprising to get involved for long term sustainability.
For Marks and Spencer company, they mainly faces employees grievances that emphasis more
complexities which company need to faces more working opportunities as well as challenges
(Holmqvist and Ruiz., 2017). To implement power is Reward Power that follows in Marks and
Spencer venture to facilitate appraisal and reward that enhance to get more general evidence.
Apart from it, motivation is generally assort to get more sufficiency self belief that enhance to
get obstacles that elaborates in individual perspective towards their needs get fulfilled (Smith and
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Mackinnon, 2019). Role of manager and leader is to provdie all resoruces and guidance that
increase to get more flexibility in positive outcomes.
CONCLUSION
From above report Organisation Design theory and practise allows different perspective
to follows through major outcomes generates that elaborates for highlight importance of working
culture in retail organisation that generates more work discipline as well as it fluctuates to get
involves better norms and principles to guide manpower for uplifted objectives. Major role of
motivation that commence to support for more fulfilment to get positive influence where it
creates major impact to get fixed in business perspective to highlight better outcomes for
competitive advantages gained. Vroom expectancy theory helps to identification that enables to
get optimise better working attributes improvement.
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REFERENCES
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