ATHE Organisation Behaviour Report: Analysis of Marks and Spencer

This report provides an analysis of organizational behavior, focusing on Marks and Spencer as a case study. It examines various organizational structures, including hierarchical, matrix, and horizontal structures, and their characteristics. The report also explores the impact of organizational culture, considering Handy's four types: power, role, task, and person cultures, and their influence on organizational effectiveness. Furthermore, it assesses the impact of learning on employee effectiveness, highlighting its role in improving productivity, skills, and attitudes. The report also evaluates the benefits of teamwork in enhancing employee effectiveness, such as fostering creativity, building trust, and resolving conflicts. Finally, it delves into different leadership behavior theories, including situational and contingency leadership, and their implications for organizational performance. The report concludes with an overview of leadership theories and their impact on organizational success.

ATHE ORGANISATION
BEHAVIOR

TABLE OF CONTENTS
ATHE ORGANISATION BEHAVIOUR.......................................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 An analysis of the characteristics of different organisational structures...............................1
1.2 An explanation of how the culture of an organisation can impact on the effectiveness of
the organisation...........................................................................................................................2
1.3 An assessment of the impact of learning on the effectiveness of employees.......................3
1.4 An evaluation of how working in teams can improve employee effectiveness....................3
TASK 2............................................................................................................................................4
2.1 Evaluate different leadership behaviour theories..................................................................4
2.2 Analyse theories relating to work relationships and interactions..........................................5
TASK 3............................................................................................................................................6
3.1 Analyse the benefits and issues with involving employees in organisational decision
making.........................................................................................................................................6
3.2 Explain different ways to motivate employees.....................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Marks and Spencer is British multinational which is in retail business. The company is
having its headquarter in Westminster, London. The company's founder is Michael Marks and
Thomas Spencer. The company is having the number of employee as 80000 plus. Revenue the
company is having is £10000 plus. The company is located in almost 1500 location over the
world. The company was founded in the year 1884. The financial performance of the company
kept on improving year on year which is really commendable. The chairman of the company is
Archie Norman. The organisation has a large impact on which structure the organisation is
following. Which leadership the organisation is following pros and cons of it(Xiang and et.al.,
2017).
TASK 1
1.1 An analysis of the characteristics of different organisational structures.
There are heterogeneous organisational structures which an organisation follows, each
structure is having its own characteristics. Here in the organisation Marks and Spenser, which is
a British multinational retail company. The company is having its operation in clothing and
which of high quality, home products and food products. Some of the organisation structures are
mentioned below:
Hierarchical Structure
Under this structure, which is very popular structure, All employees are having sole supervisor
which is common for all and all the employee are grouped with each and every employee. There
are few factors which on the basis of which grouping is done(Xiang and et.al., 2017). Some are
 Function, which can be finance, hr, it, etc.
 Product, which is the result of process or action.
 Geography, organising the peoples of the organisation in the location which is remote.
Matrix structure
There is no one supervisor here but different manager for different function, in which
people with the similar skills are placed for assignment of the work and one which will result in
reporting to more than one manager(Pasiecznik And et.al., 2017). This resutlts in making
chains of commond whch are two and and both are separate. The roles of the manager are
not fixed and are fluid which will is good for the manager who wants to work in a flexible
working environment.
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Horizontal/Flat structure
This structure is purely very beneficial for the small organisation and it will not work for
the large organisation. Here in this structure many of the middle level of the management in the
organisation are eliminated. This makes employees of the organisation to take much quicker
decision. This is also transparent for the small organisation and if the employees of the
organisation is well trained they can be productive in decision making using this
structure(Salzberg, Gough, and Suen, 2019). Which will help the company in quick doing of the
work and the chances of corruption will also decline. Because training of the employees of the
Marks and Spenser is everything and the company believes if the employees are well trained
they will bring effective and efficient result by increasing the productivity of the company.
Marks and Spenser, uses Horizontal/Flat structure because, the organisational is having
limited management levels between the administration level and the employees at the front line.
1.2 An explanation of how the culture of an organisation can impact on the effectiveness of the
organisation
The culture of an organisation can greatly impact on the effectiveness of the organisation,
Marks and Spenser, which is considered taking Handy model which includes four types of
organisational culture and they are as follows:
Handy Organisational culture considers:
 Power organisational culture, power remains in the hands on few individuals, which
influences the entire organisation, Marks and Spenser and its effectiveness(Pantaleo,
2019). In this structure all in the organisation is decided by the one who is having power,
for example if the employee is judged by what they have achieved rather than considering
the process of them to achieve that thing. This can results in making quick decision, So
the effectiveness of the organisation such as Marks and Spenser can decline due to this
and also can happen visa e versa if the ruling power is fair enough in decision making.
Because the Fair ruling power will take fair decision and which will result in fair
evaluation of the employees.
 Role organisation culture, in this type of cultural structure, which is based on rules, such
rules are made considering the details of the organisation's structure, which is tall and not
flat. It is like very bureaucratic to the organisation(Jena, and Pradhan, 2018). This can
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impact the organisation Mark and Spencer by clearing what are the roles and
responsibility of the employees in the organisation. If the roles and responsibility of the
employee is cleared then it will result in clearing the who reports to whom relationship.
 Task organisational culture, this is formed to address the problem which are specific. The
effectiveness of the organisation Mark and Spencer, will largely depend on the team
dynamic in task assigned(Fletcher, Carnicelli, and Snape, 2016). For example if the task
of Mark and Spencer is to sell more and more goods then the problem related with how to
do this, which is specific is considered.
 Person organisational culture, This type of culture the people in the organisation Mark
and Spencer, see themselves as superior and also unique. This is just a collection of
people who are happening to be working in for Mark and Spencer. This can impact the
organisation effecting the people working in the organisation, by giving them proper
incentives, reducing the work for the disabled persons working in the organisation. Etc.
Giving proper incentives to the employee will result in more motivation towards the
work.
1.3 An assessment of the impact of learning on the effectiveness of employees
The definite impact of learning on the effectiveness of the employees is proficient. It will
result in positive job performance of the employees. Learning will act as a motivational factor
and will increase the knowledge working in the organisation, Mark and Spencer. Learning will
improve the productivity of the employees which will result in taking less time in completing the
task. Learning will provide the employees right skills and right attitude towards the work, in
order to achieve the goal of the organisation(Fletcher, Carnicelli, and Snape, 2016). Learning
will also make the employees in thinking differently for the same problem. Learning will make
the employee more competitive and the employees will ultimately become strength of the Mark
and Spencer.
Trainers who give learning to the employees of Mark and Spencer do a lot of research to
give the employees best of all training by designing the training program. The best program is
then selected and applied to the related employee to enhance the performance of the employee at
the best. The training is given to fill the deviation which arises between the actual and desired
performance. Which type or level of training is to be provided to the employee will depend on
the current level of the employee(Xiang and et.al., 2017). There are various methods of giving
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learning which can be on the job and also off the job. The example of the on the job training is
giving training to the employees on the machinery which is operating in the organisation and
example of off the job training is giving the employees training offline or when they are away
from the job.
1.4 An evaluation of how working in teams can improve employee effectiveness.
Working in team is very beneficial and sometimes it can be devastating, it all depends
upon person to person and the kind of work the employees are doing. If the work of the
employees are large and also complicated then team is required otherwise the work can be done
without a team. In the organisation Marks and Spencer, team work is required because the
organisation is large and also have complicated work in it. Some of the factors which can
improve the effectiveness of the employees doing a team work are:
Fosters the creativity and also learning
Creativity in work generally comes while working in a team and not by working solo. Taking
each employee's perspective results in more creativity which can be in selling, production or
marketing. Working in a team results in sharing knowledge, learning new skills which is
beneficial for the organisation as a whole and also individuals in the organisation, Marks and
Spencer(Xiang and et.al., 2017). For example if the employees of the Mark and Spencer are
creative then it will result in making the work more beautiful and the employees will love
the work.
Trust building
Depending on other employee results in trust building which is very essential in the organisation
to excel. A Team crumbles without trust, and can fail in project assigned to the team. This also
improve effectiveness of the employee as they think on work free mindedly. Trusting the other
employees of the organisation results safety feeling to the employees working in Marks and
Spencer, which ultimately results in emergence of new ideas among the employees(Pasiecznik
and et.al., 2017).
Resolution of the conflict among the employees
A team work teaches the employees to work coherently and cohesively by conflict resolution
among the employee, it ultimately improves the effectiveness of the employee working in the
organisation, Mark and Spenser. For example if the employees are working in a team and the
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environment is very familiar with the conflict and the conflict happens for sure than the
employer must resolve the conflict by finding ways to resolve the conflict so that the conflict
never happens again.
TASK 2
2.1 Evaluate different leadership behaviour theories
There are various leadership behaviour theories which are having some positive as well
as negative impact on Marks and Spencer and the leadership theories are mentioned below:
Situation leadership
As per the situation leadership theory the manager or the supervisor, must adjust the style
of them to be fitted in the development, the manager is influencing. It is the focus of leader not
the follower to change the style as per the situation which emerges in the organisation, Marks
and Spencer. This leadership can have a positive impact on the Marks and Spencer because it is
simple in understanding and also intuitive for most of the managers. The theory improves the
relationship between employees and the managers Situation leadership style consist of four types
of leadership styles such as (Salzberg, Gough, and Suen, 2019).
 Directing, in which the leader aims a particular employee or group of employees to
follow particular direction such as achieving the January sales target by the Marks and
Spencer.
 Coaching, the leader gives coaching to the employees in order to make do the employees
what is required by the Marks and Spencer from the employees.
 Supporting, The leader supports the employees at the time of crises.
 Delegation, in delegation to avoid the work load the employees are delegated the work.
This theory also have some negative impact on managers which are heavily regimented.
The managers may face flexibility issues in the organisation, Marks and Spencer. Due to the
flexibility issues the management of the Marks and Spencer can face problems such as
adjusting themselves in the work environment of the company, shift problems in the work,
etc.
Contingency leadership
According to this theory the leadership of the leader's and his effectiveness is contingent,
it is because whether the leadership style matches the situation. As per the theory there is no
single best leadership style. A leadership style is effective when the style fits situation. The
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positive impact of it on Marks and Spencer can be, this theory reduces level of expectations from
the leader and focuses on matching the leader to a task. This theory is more applicable in a
situation which is rigid and a situation which is inefficient in the long run for Marks and Spencer.
Its negative impact is, it fails in explaining the model developed empirically and also fails
to provide various reasons for effectiveness of leadership in different situation another negative
impact of this theory is there is no one solution for the single problem(Pantaleo, 2019).
System leadership
System leadership allows leaders of the Marks and Spencer to create condition where
people working at all level can work with productivity and with utmost potential to work. To
predict the behaviour of the people in the organisation, this theory is helpful. It helps in
achieving the goals of the Marks and Spencer individually and company as a whole.
Disadvantage of it is this may lead to slow decision making or delay in making decision.
This will lead to slowing the process of work and which may lead to the Marks and Spencer and
can give the advantage to the competitors of the company.
2.2 Analyse theories relating to work relationships and interactions.
There are various theories related with work relationship and interactions and some of
them are mentioned here which are applicable for the Marks and Spencer:
Atkinson theory of motivation
The theory is based David McClelland's point of view or ideas. This theory is also known
as theory of achievement motivation. Atkinson included motivation, attitude and incentive at the
top which will satisfy the employees and satisfied employees of the organisation will result in
growth of the organisation as a whole(Jena, and Pradhan, 2018). This theory says that if one is
having a goal of achievement of something then he or she will achieve it with consideration of
that goal in mind. The employee will satisfy the need whether internally or externally to
accomplish the goal of the organisation, and also the organisation Marks and Spencer should
take care of the goal of the organisation, which can be met by the organisation by giving
incentive and motivation to the employees of the organisation. AS per this theory the motivation
factors biological determinant and the behavioural determinant in which cognitive and the
cognitive which is social is considered. It also depends how the employee define success and
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what are the factors the employee is taking into consideration such as psychological factors,
sociological factors etc. as per the success or the failure.
New German model of employee relation
According to this model or theory it is the best and most flexible and adaptable than the
reputation of the model actually is. This theory is very beneficial for the Mark and Specimen
because this theory allows flexibility in employee relations and employee responses collectively.
This model or theory benefits the employees of the Marks and Spencer overall or collectively.
Due to this it will improve the relationship between the employee and the employer and will
ultimately work relationship and interactions(Fletcher, Carnicelli, and Snape, 2016). This theory
is very much beneficial for the employees who likes flexibility in work which may be in the form
of night shift or day shift, work from home or working on Sundays due to high working pressure
as per this theory even in any situation the employees will be motivated always and to motivate
the employees the leader of the Marks and Spencer, because if the employees are motivated then
it will automatically result in high productivity in work because the motivated employees will
perform the best even in any situation.
TASK 3
3.1 Analyse the benefits and issues with involving employees in organisational decision making.
There are some benefits and also issues in involving employees in the decision making of
the organisation Marks and Spencer, here the benefits are discussed and are as follows:
The employees feel they are valued in the organisation
If the employee are involved in the decision making they will feel that they are valued in the
organisation, which will motivate the employee and the employees will take active participation
in the company. This will make the employees feel that they are working in their own
organisation and no other organisation. For example if the Mark and Spencer if the employee
of the Mark and Spencer given a suggestion that sales can be increased by digital
marketing and the company have actually increased sales due to this and this will make the
employee more confident and proud of himself.
Making accurate decision
As the employee are working for the organisation, they know what are the actual
problems the organisation is facing and how to overcome that problem. If the information is
accurate and the result in the form of action to that problem will also be accurate. Due to
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accuracy it will result in making sound decision on daily basis(Pantaleo, 2019). Making sound
decision will result in more and more accuracy in action by giving competitive advantage to the
company.
There are also some issues in involving employees in the decision making of the
organisation Marks and Spencer, here the issues are discussed and are as follows:
Blurring of the relationship between the roles of management and the employees
The involvement of the employees in the decision making of the organisation can result
in distinction between the employee level and the management level, due to which the
management can take wrong decision which can be due to only employee benefit and no benefit
to the organisation Marks and Spencer(Pasiecznik And et.al., 2017).
Complexity in communication
When all employees are giving there suggestions in the company then it can create chaos
because whose point of view should be considered will be a big issue for the organisation or
management, so the communication will not be clear between the managers and the employees.
If the communication is not clear among the employee and the employer than it can result in
communication gap and due to this any important information by the employee will not be
conveyed to the employer and which will result in giving advantage to the competitors.
3.2 Explain different ways to motivate employees
There are so many ways to motivate the employees of Marks and Spencer. Some of them
are:
 Giving incentives to the employees for the good work done by the employees, this will
impact the Mark and Spencer by increasing the productivity of the employees of the
company as the employees will work more in lieu of incentives.
 Flexibility in working conditions this will make the employees who are more comfortable
in working flexibly more confident and due to this this the performance of the company
will increase as the employees are ready to work at different shifts.
 Recreational activities will make the employees more physically and psychologically fit
and this will help the Mark and Spencer by having less deviation in the work (Fletcher,
Carnicelli, and Snape, 2016)
 Bonus and allowances will improve the relationship between the employer and the
employee and due to this the employee will feel more confident in discussing the
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problems with the employer and this will benefit the Mark and Spencer by having more
productivity in work.
 Timely Promotion of the employees this will make the employee reduces switch-over to
the other companies and this will benefit the Mark and Spencer in a way to reduce
training cost of the new employees.(Salzberg, Gough, and Suen, 2019).
CONCLUSION
In the conclusion all the points considered are based on taking Marks and Spencer. Here
analysis of the characteristics of different organisational structures are taken which includes
Hierarchical, Matrix and Flat structure and The Marks and Spencer follows Flat structure. An
explanation of how the culture of an organisation can impact on the effectiveness of the
organisation is also mentioned(Pantaleo, 2019). The impact of learning on the employee's
effectiveness is described here. The effectiveness of working in a team is described here. There
are different leadership theories such as situation leadership, contingency leadership and system
leadership which is described in detail. Different theories of the leadership behaviour and work
relationship and interactions are demonstrated here. Also, at last the different ways and pros and
cons of motivating the employees is mentioned here.
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