Analysis of M&S Organisational Culture and Employee Motivation

This report provides a comprehensive analysis of Marks & Spencer's organisational culture, examining its structure and impact on employee motivation and business effectiveness. The study utilizes theoretical models like the Hofstede cultural dimensions to identify cultural practices within the company, exploring aspects such as power distance, masculinity vs. femininity, individualism vs. collectivism, and uncertainty avoidance. The report further investigates how culture influences employee motivation, discussing content theories like Maslow's hierarchy of needs and process theories such as Vroom's expectancy theory. It also assesses the role of communication in organisational effectiveness, highlighting the importance of formal communication and the flow of information between management and employees. The report concludes by discussing how M&S can leverage its organisational culture to further enhance its success.

Organisational
Behaviour

EXECUTIVE SUMMARY
The behaviour of an organisation can be identified by analysing its culture,
communication, employee relation, areas of employee motivation and so on. Marks and Spencer
is a British multinational retailer that provide quality services to their customer on the basis of
their requirement and need. In this process, employees of organisation play an essential role who
serve and produced desired services to its users. Main reason behind the success of Marks and
Spencer, is the business culture and environment. Thus, in this report the analysis of business
culture is identified through Hofstede culture model that provide appropriate outcomes.
Furthermore, the contribution of employee motivation in business growth is identified through
Maslow’s need hierarchy, Vroom model and so on.

TABLE OF CONTENTS
EXECUTIVE SUMMARY.............................................................................................................................................2
INTRODUCTION..........................................................................................................................................................4
MAIN BODY..................................................................................................................................................................4
1. Identify the culture of M&S by considering theoretical model..............................................................................4
2. Analyse how culture improves organisational effectiveness..................................................................................6
3. Assess the role of culture on employee motivation................................................................................................7
4. Assess how company could use culture of organisation to further enhance its success.........................................9
CONCLUSION.............................................................................................................................................................10
REFERENCES .............................................................................................................................................................11

INTRODUCTION
A study of individual activities as well as group performance determines behaviour of an
organisation. In this regard, it is needed that a firm has positive environment that consider
different factors as employee motivation, diversified culture and so on (Uhlmann, Pizarro and
Diermeier, 2015). This report is based on Marks and Spencer which is a British multinational
retailer. This organisation was founded by Michael Marks and Thomas Spencer in the year of
1884. The main objective of this report is to examine organisational culture and its structure by
considering different theories as well as models. Thus this report is going to determine influence
of culture over business effectiveness or employee motivation.
MAIN BODY
1. Identify the culture of M&S by considering theoretical model
An organisational culture defines shared beliefs, values and principles which are
established by established by leaders. Thus, it is needed that a business organisation has a
healthy culture that can help in developing growth opportunities. In order to analyse culture of an
organisation, Hofstede model can be implemented because this model shows the impact of a
culture over the business practices. It frames various dimensions inclusively based on cross
cultural communication and also, depicts the relationship between the member’s values and
behaviour. It is done with the help of a framework based on factor analysis by providing ratings
on a comparison scale. The analysis of cultural practices of Marks and Spencer is determining
below:
Power distance – This aspect of the model depicts the level of power one holds in a
company (Jacobs and Goodman, 2018). Individuals with less power accepts and expect unequal
distribution of power taking place in an organisation. In some of the organisation chain of
command principle is followed where superior subordinate relationships exist. Consequently,
one may expect the distribution of power between different positions. For example, Marks &
Spencer follows less distribution of power among its members. The company delegates the
power as employees are responsible and accountable for their own performance. This type of
culture renders high productivity, motivation and great enthusiasm among the members.

Masculinity vs. Femininity – This aspect of the model portrays the differences between
masculinity and femininity values. As both of them depicts contradictory values, following of
one shows different behaviour in an organisation culture. Masculinity derives assertiveness,
materialistic rewards, achievement for accomplishing success. Femininity derives modesty,
quality of work life balance, harmony, and compassion. In the context of Marks & Spencer, it
focuses on the equality between male and female values in their culture. Company follows both
the approaches based on the analysis of a situation. This help them in conducive and healthy
culture in the company.
Individualism vs. Collectivism – In this aspect of the model, the cultural behaviour of a
company depicts performance of an individual. It varies as per the collaboration among the
members or relying on their own basis of individuality for redressing problems. Usage of the
culture is based on the choice of an individual to deliver higher performance. In the context of
Marks & Spencer, it follows the culture of collectivism to generate creativity and higher
performances among the individuals. This helps them to benefit the synergy aspect for higher
productivity.
Uncertainty avoidance index – In this aspect of the model, it explains the avoidance of
the level of uncertainty available in an organisation (Belschak-Jacobs, 2018). This dimension
analyses the avoidance of uncertain events by employees of an organisation. Furthermore, it
reflects the ease in handling of an unexpected situation and ambiguity by its members. In the
context of Marks & Spencer, companies follow high index avoidance culture to maintain healthy
and positive work culture. It helps in reducing the turnover rate, higher job satisfaction and
increase in the revenues. Consequently, it leads to increase in the power to deal with the difficult
and unexpected situations. With the help of managing fluctuations in the market, company has
been developing positive and enthusiastic work culture for its employees.
Long term vs short term orientation – In this aspect of the model, it explains the value
of long term and short term perception of a company. Long term leads to the value of virtues and
patience in determining the results of hard work. Short-term pertains more towards the
realisation of absolute truth or scientific approaches, quick rewards etc. Workers in some
companies concerned with their image and short-term perception quit their jobs easily. In the
context of Marks & Spencer, company follows long term oriented culture to achieve success in

the company’s overall goals and objectives. It focuses on working hard and reaping results later
in the long term by being patient. Thus, it helps the company to achieve success in their
businesses and leads to job satisfaction and empowerment in an organisation.
2. Analyse how culture improves organisational effectiveness
In an organisation, culture play an essential role that helps in maximising business
effectiveness. A positive work culture develops motivation in employees by leading a work
oriented and task oriented approach (Alblas, Wijsman and van Noort, 2019). Each and every
organisation follows its own culture that makes them unique from other rivals. The working
culture of a firm leads a set of principles, norms, values and so on. All these aspects do work
together and are influenced by the communication. As Marks and Spencer is a multinational
brand in which a large number of employees are working. All these employees belong to
different culture but due to positive work culture of firm and effective flow of communication,
employees feel motivated to work in diverse environment. Furthermore, in Marks and Spencer
influence of culture and communication is determined below:
Influence of communication in business decision making: In a business firm,
communication play an essential role thus it is needed for mangers and leaders to implement a
systematic method to communicate easily with employees. In Marks and Spencer, management
level employees interact directly with their subordinates that helps them to make positive
decisions easily. These kind of business practices helps in building a positive working
environment for workers in which they can directly communicate with higher authorities in
regards of their issues and concern.
Importance of formal communication at workplace: In an organisation it is needed to
follow a format and formal way of communication. All the employees must be a part of
communication are needs to be kept in the loop. As in Marks and Spencer, higher authorities use
email as a formal method of communication that is self-explanatory as well as provides common
information to all. These kind of practices assist in developing a work culture in which all the
employees think that they are an important part of firm.
The flow of communication between top management and employees: In an
organisation, management need to implement effective way of communication through which

higher authorities can pass all the necessary information to employees. These kind of practices
assist in make clarity about responsibilities of employees towards their job role. In Marks and
Spencer, management level employees coordinate professionally with their employees that helps
in building a positive work culture within organisation. In the firm, roles and responsibilities
delegated to workers on the basis of their specialization, qualification, area of interest and so on.
Thus, from the above analysis, it has been summarised that communication and culture
has a direct contribution in building effectiveness at workplace. Therefore, it is needed that all
the business firms pay their maximum attention towards employee relationship for managing a
healthy culture easily.
3. Assess the role of culture on employee motivation
Content theory of motivation: It demonstrates the changes of human needs with time
and explains the various factors under which organisation motivates. In context of selected firm
they use this Maslow hierarchy content theory in order to motivates their employees which
ultimately improves the culture of workplace as well as enhances the ability of all individuals to
perform better (Ahmadi and et.al., 2019). Discussion of this theory in detailed is follows as:
Maslow' theory of motivation: Maslow's theory considers that, in order to motivate
someone, first it is required to fulfil their basic needs and for this he develop a pyramid which
consist five level of basics needs one after other and this aids the management team to create
motivation behaviour within organisation. The five levels of Maslow's theory are discussed
below:
 Physiological need: It refers to basic needs such as air, water, shelter, food, clothes and
so on. This is the first level of motivation which includes all basic need for survival after
fulfilling of this need employee will jump to next level of need.
 Safety & security need: It involves all these factor which are related with safety and
security like health and wealth, financial security along with life security.
 Social need: In this employee seeks to make good relation with their peer group ,
subordinates as well as family and friends so that society will accept them (Sumathi,
Thangaiah and Sundharam, 2019).

 Self-esteem need: It means self respects and appreciation that employee seeks within
organisation.
 Self actualisation need: It is related with the belief of each individual in which they
believe that they posses everything as well as they can do anything in their life for getting
success and development, this will shows the ability, potential, stability of employees
with regards to company.
Marks and Spencer use this theory of motivation in order to motivate and encourage their
employee so that the culture and environment of workplace will be maintained as well as it
provides strengthen and confidence to each individual for performing better in effective way.
This will aids company to achieve its organisational goal within stipulated time.
Process theory of motivation: This theory states that how employee's behaviour will
changes on the basis of their requirements in order to attain goal of firm (Mansouri, Singh and
Khan, 2018). In context of chosen firm they use several types of process theory of motivation for
motivating their employee. In which the one most effective theory is discussed below:
Vroom expectancy theory: It depicts the changes in individual behaviour according to
their requirements for this the management team of organisation motivates them to achieve goal .
In this theory vroom suggest that the performance of each individual is different as everyone
posses different skills, knowledge , ability and experience along with this he also states that the
motivation level is also depended on performance and efforts. It involves three terms i.e.
expectancy, instrumentality and valance (Oyewobi, Abiola-Falemu and Ibironke, 2016). The
term expectancy refers to dealing with efforts that enhances the performance , it is affected by
right job and support to perform a specific task. In the other hands instrumentally means
impression that gives output which depends on performance as if anyone perform well then they
will received positive outcome. It is affected with the performance and outcome as trust on
decision making. Valence, it deals with the rearward, those who perform better and get positive
outcome will receive rewards and appreciation. In context of selected firm they use this theory of
motivation in order to encourage and motivate their employees for increasing their efficiency and
fulfilling their needs according to their efforts.

4. Assess how company could use culture of organisation to further enhance its success
Culture is promises as one of the most important factor for any business unit for long
term success as it defines the internal and external identity of company as well as it helps
company to keep best employees with them. A effective organisation culture has potential to
aligning forces at company. A successful culture of organisation will bring employee together to
perform task in effective manner which directly helps company towards success and
development (Baumann and Bonner, 2017). There are various factors of successful organisation
culture which aids company to attain its goal in which some of these are discussed below in
context of Marks and Spencer:
Retaining employees: if the turnover in any firm is excessive then it become difficult
for company to build good image at marketplace. Fining new employees, training them as well
as integrated them for business requires a lot of time, money which may lower the morale. And if
the culture of company is healthy and positive then it will encourage the employees to come to
work and perform allotted task in effective way that will enhance the retention rate of company
(Kanfer, Frese and Johnson, 2017). Both retention and culture of company is linked to each
other as the culture of company is strong then the turnover ration will ultimately decreases.
Encouraging passions: Providing positive and healthy workforce environment to
employees aids company towards enhancement of production and profitability. If an organisation
creates ideal culture according to the employees then they will feel office as an extension of
home and will feel more excited and passionate towards their assigned task. More passionate
employee tends to production of more innovative and creative products. In context of M&S, this
ideal culture acts as tool that keeps staff members happy enough which leads them towards
success and growth of company.
Attracting new talents: Every organisation wants to hire talented and skilled employee
in order to stay afloat at marketplace. But grabbing talented and skilled candidate is not an easy
task for any company. Mangers of company need to spend money in advertisement for recruiting
people, but sometime it becomes easier if the company have well established workforce culture
as talented candidates also seeking for that culture (White, 2020). As they know the worth and
choice about their work. In context of Marks and Spencer, the motive of talented employee is not

only to perform the task but they are also seeking for positive and healthy environment that helps
both company and employees for attaining their specific goal within small period of time.
Differentiating brand identity: A great internal culture of firm develops a distinguish
reputation of company brands in an external context as the employees feels motivated and
encouraged with effective workforce environment then they will pay more attention towards the
needs and demands of consumers which increases the sales and profit of company. As well as
they will produce unique products for their customers that will aids company to gain competitive
advantage. So the stronger organisation culture will tends to strong brand image at marketplace.
From above discussion it has been analysed that company can enhance its success with
the help of effective and positive workforce culture as it enhance the performance efficiency of
employees. As well as it transfers a company into a team. The culture of company sets the
boundaries of expectation for employees such as how they behave within company, what they
have to perform and how they well function as a team. All these factors will helps company to
attain its predefined goal within stipulated time (Lussier, 2019). So with the help of
organisational culture company can enhances its growth and success.
CONCLUSION
From the above report it has been summarised that behaviour of an organisation based on
its working practices, culture, employee relation and so on. In this regard, it is needed for a
business firm to implement several practices that help in developing positivity at workplace. In
order to analyse effect of such, it is needed to evaluate results of different theoretical frameworks
and models.

REFERENCES
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