Marks & Spencer: Value & Contribution to Organisational Success Report

This report analyzes the organizational design and human resource practices of Marks & Spencer (M&S). It examines the importance of organizational design in shaping company structure and activities, particularly within a large retail context. The report explores the need for motivated, knowledgeable, and experienced individuals and teams, detailing motivational approaches like bulk hiring and training programs. It also applies contemporary knowledge and research to support emerging HR developments such as employee experience, talent management, employee engagement, and performance management. The report highlights how M&S adapts to these trends to improve employee satisfaction, talent retention, and overall organizational success. Furthermore, it discusses the relationship between organizational design and change management, concluding that organizational design plays a crucial role in achieving business objectives and maintaining a competitive edge in the marketplace. The report emphasizes the importance of strategic HR planning and employee involvement in the decision-making process.

Value and Contribution to
Organisational Success

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Evaluation of the importance of Organizational Design .......................................................3
Analysis of the need to develop motivated, knowledgeable and experienced individuals and
teams.......................................................................................................................................5
Apply contemporary knowledge and research to support emerging HR developments........6
PART 2............................................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
Books & Journals...................................................................................................................9

INTRODUCTION
In modern business world, it is essential for business associations to develop their
understanding over the own organizational value among the customers as well as other
associated people. This aware company about their several ways by which they can easily
develop their value among customer and attain success in quicker manner (Armstrong and et. al.,
2014). In order to develop its value among customers the respective company takes several
initiatives that could be in the form of change so that strong value of company can be created
among its related people. The present report is based on Marks and Spencer, UK based large
scale retail company. The company deals in various of areas of retail that is clothing, food and
home products but is mainly popular worldwide for its high quality clothes. The present report is
mainly divided into two section. In first section provides discussion on value and contribution to
organizational success that includes importance of organizational design, need of motivation
techniques and approaches in company and development of effective research for providing
support to emerging HR development in organizational context. The second section provides
description relationship between organizational design and change management.
PART 1
Evaluation of the importance of Organizational Design
Organizational design is termed as the effective process that is being adopted by business
association in order to shape up its structure and implement all organizational activities in the
smoother manner. It is considered as the combination of certain aspects that covers formulation
of team, its rotation pattern, communication medium and decision making process. While talking
about large scale companies, it can be said that organizational design is highly important for the
company in executing their work according to the proposed structure and process. It also ensures
that functioning of the company always remains in the running flow (Bhasin, 2012). On the other
hand, organizational design is also defined as the modification, changes and alteration executed
within the organizational based on present changing context of firm. It has been analyzed that
Marks and Spencer is the large scale company which is clearly poplar for its high quality
products and services. The respective company is not only famous in united Kingdom but it has
stronger customer base outside the UK because of its higher quality of products as well as
services. It can be said that manager of this company effectively make use of rightful

organizational design in order to ensures that their predetermined goals and objectives are
attained in quicker manner. Importance of organizational design for Marks and Spencer can be
seen in vast era. The main benefit for the respected company is that it improvises efficiency of
employees as they are having actual knowledge about the process as well as functioning of the
company. Int addition, another importance of organizational designing is that it boost up decision
making of manager that directly results in resolving all issues and problems in quicker manner
(Bradley, 2016). Apart from this, other benefit of organizational design for Marks and Spencer
that could be seen as its core importance are higher profits, safer and soothing working
environment, improved customer relations, effective improvement in the quality of goods and
services, self preparation associated with the future challenges, highly satisfied and motivated
workforce etc. It can be said that businesses association like Marks and Spencer should make use
of good organizational design when they are planning to incorporate major changes within the
company for attaining success in quicker manner.
Apart from this, it has also been determined that organizational design and organizational
structure both collaboratively plays essential role in the growth as well as development of Marks
and Spencer. Organizational structure is termed as the effective system that provides guidance to
business manager as well as employees so that they can effectively attain particular objective in
quicker manner. It also provides assistance to each and every employee about their job role on
the basis of their particular post in the company. There are several types of organizational
structures which are being used by top management team of the company as per their feasibility.
The main kind of organizational structure commonly used by companies are flat, matrix,
functional, divisional, hierarchical etc. With reference to the Marks and Spencer, the respective
company make use of divisional organizational structure. According to this, manager of the
company initially makes divisions on the basis of separate functions (Cegarra-Leiva, Sánchez-
Vidal and Gabriel Cegarra-Navarro, 2012). Here, each division gets its required resources as
well as instruction from the division head which leads them at national level. Incorporation of
this organizational structure makes it convenient for its respective manager to execute whole
work in appropriate manner without any kind of complication or confusion as a result, it
becomes easier for Marks and Spencer to attain competitive edge as well as success at
marketplace.

Analysis of the need to develop motivated, knowledgeable and experienced individuals and
teams
Manpower is considered as the essential part of every company that works hard for the
success of each and every firm. In order to boost up performance as well as motivation level of
employees HR manager of the company takes several initiative so that they can enhance interest
of employees in the organizational goals and objectives. These initiatives simply includes,
rewards, training and development sessions, development and career opportunities etc. It can be
said that motivation can be developed among employees from anywhere that means from their
personal values or it might develop from the influence of external. For instance: Employees get
motivated to perform their assigned work in timely manner or before that in order to achieve
their personal targets that will also provide them rewards or incentives. On the other hand, it has
been determined that many employees also gets motivated to finish up the whole work
effectively in order to avoid punishment in quicker manner. With reference to Marks and
Spencer, it has been determined that its manager effectively make use of different approaches in
order to motivate its existing workforce who will further work for the organizational growth in
appropriate manner. The main approaches among them are stated below:
Hiring employees in bulk: This approach simply states that manager of the company
will conduct more recruitment in the company as per their proposed change. This will allow
company in finishing their work in rightful manner as the newly hired employee will be having
required skill that will directly make it easier for them to execute the work in same manner.
Bringing fresh talent within the company will allow business manager in attaining their business
objectives in quicker manner that will also enhance their profitability in appropriate manner.
Training and development: It is termed as the another effective approach that must be
adopted by respective manager of Marks and Spencer at regular basis. Here, it can be said that
business manager of the company should conduct few training session for the employees
whenever they are planning to introduce any kind of new technology or process within the
company. This training session not only improvises performance of employees but also make
them capable of performing the same organizational work in appropriate manner. In addition to
this, it has been later determined that training sessions also makes employees realize that they are
valuable for the company and the firm still thinks about their growth and development in

effective manner. This simply boost up motivation level of employees and influences them to
perform organizational work in rightful manner.
Incorporation of these approaches within the company not only motivates employees to
perform well but at the same time it provides sustainability to organization with in the industry.
On the basis of overall evaluation, it can be said that manager of Marks and Spencer should
provide monetary benefits to employees on the basis of their performance so that they can attain
their respective objectives in the quicker manner.
Apply contemporary knowledge and research to support emerging HR developments
Human resource management is the multidisciplinary function as it describe few
assumptions from different fields such as management, sociology and economics. HRM is
responsible for employee motivation, training and development, employee satisfaction and many
more. HR planning is most crucial activity for HR managers as it include different dimensions
and bring new changes specially after globalisation. Some of the emerging trends of HR which
Marks & Spencer face are discussed as under:
Employee experience: Experience of employees is matter for an organisation as it helps
in getting new employees and retaining the existing ones. Organisations make modifications in
their HR department and functions to fulfil the needs of employees and provide satisfaction to
them. In past years, employees of M&S were not satisfied with their job and remain stressed
while working in the organisation. For this, company adopt new policies such as motivation,
compensation etc. which helps in developing motivation of employees and helpful for company
in retaining their best talent which improves the productivity and performance of company.
Talent management: In critical situations, many companies feel to cut down extra
expenses as downsizing could occur at any time at the time of merging the organisation. Talent
management is the science in which strategic human resource planning is improve in terms of
business and also improves the value to reach their goals and objectives. Recruitment and
retaining is the emerging challenge which is face by the M&S for this, company use talent
management strategies such as rewards and recognition, regular training and development,
creating career path and many more to function in an effective and appropriate manner to gain
competitive advantage for company and employees.
Employee engagement: Involvement of employees is an important function it improves
the success and growth of organisation and increases the productivity. Participation of workforce

in the functions of an organisation is essential because it develop a strong bond between
employees and management and because of this, employees feel valuable and worthy in the
organisation. By using this, function it improves the level of dedication and enthusiasm in their
work. In earlier time, M&S does not involve their employees in the functions of organisation and
because of this, company face drastic changes in its functioning and in return of this, nowadays
company include their employees in decision making process and because of this, employees feel
that they are important for an organisation and involvement helps in retaining them.
Performance management: This function of HR helps in analysing the overall
performance of employees with the use of specific technique and method. This function is
helpful in analysing their position in company and improving it in effective manner and helpful
in appraisal of employees. In early time, M&S use ranking method to manage the performance of
employees and on that basis, they get appraisal but currently, company use 360 degree method as
it helps in analysing the performance of employees from all the direction and getting actual
information about what employees do in their work. Thus, it is the emerging change which is
considered by company for managing the performance of employees.

PART 2
CONCLUSION
From the above mentioned report, it has been determined that every organisation aims to
develop their value at marketplace so that they can attain success in quicker manner without
facing any issue associated with it. For performing this in appropriate manner, it is important for
the business manager to incorporate several changes within the company so that they can
improvise functioning as well as business performance of employees in rightful manner. Along
with this, furthermore, it has been determined that organisational design helps company in
improvising their performance in such a manner that ultimately supports them in attaining
success in quicker manner. Employee engagement and performance management are identified
as most emerging trend in Human resource department that is beneficial for the organisation and
also contributes in attaining organisational goals in quicker manner.

REFERENCES
Books & Journals
Armstrong, G., and et.al., 2014. Principles of marketing. Pearson Australia.
Bhasin, S., 2012. Performance of Lean in large organisations. Journal of Manufacturing
Systems. 31(3). pp.349-357.
Bradley, G., 2016. Benefit Realisation Management: A practical guide to achieving benefits
through change. Routledge.
Cegarra-Leiva, D., Sánchez-Vidal, M.E. and Gabriel Cegarra-Navarro, J., 2012. Understanding
the link between work life balance practices and organisational outcomes in SMEs: The
mediating effect of a supportive culture. Personnel review. 41(3). pp.359-379.
Chudzikowski, K., 2012. Career transitions and career success in the ‘new’career era. Journal of
Vocational Behavior. 81(2). pp.298-306.
Cserháti, G. and Szabó, L., 2014. The relationship between success criteria and success factors in
organisational event projects. International Journal of Project Management. 32(4).
pp.613-624.
Fernández-Muñiz, B., Montes-Peón, J.M. and Vázquez-Ordás, C.J., 2012. Safety climate in
OHSAS 18001-certified organisations: Antecedents and consequences of safety
behaviour. Accident Analysis & Prevention. 45. pp.745-758.
Marchington, M., 2015. Human resource management (HRM): Too busy looking up to see
where it is going longer term?. Human Resource Management Review. 25(2). pp.176-
187.
North, K. and Kumta, G., 2018. Knowledge management: Value creation through organizational
learning. Springer.
Pettigrew, A., 2013. The Awakening Giant (Routledge Revivals): Continuity and Change in
Imperial Chemical Industries. Routledge.
Rasula, J., Vuksic, V.B. and Stemberger, M.I., 2012. The impact of knowledge management on
organisational performance. Economic and Business Review for Central and South-
Eastern Europe. 14(2). p.147.
Schwabenland, C., 2016. Stories, visions and values in voluntary organisations. Routledge.
Von Geibler, J., 2013. Market-based governance for sustainability in value chains: conditions for
successful standard setting in the palm oil sector. Journal of Cleaner Production. 56.
pp.39-53.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.
Zainuddin, N., Russell-Bennett, R. and Previte, J., 2013. The value of health and wellbeing: an
empirical model of value creation in social marketing. European Journal of
Marketing. 47(9). pp.1504-1524.