Value & Contribution in Organisations: Unit 36 Report Analysis

This report provides a detailed analysis of organisational design theory and its value within organisations, using Mark and Spencer as a case study. It explores various approaches and techniques for attracting, retaining, developing, and rewarding human resources to foster a skilled and dedicated workforce. The report also delves into contemporary knowledge supporting emerging trends in HR development, such as review culture, continuous feedback, and digitized rewards. Furthermore, it examines how organisational design must respond and adapt to change management, highlighting the relationship between the two within a specific organisational context. The report emphasizes the importance of organisational structure and the role of HR in creating a positive and efficient work environment, offering insights into the practical application of these concepts within a global retail brand.

Unit 36 – Value and
Contribution to
Organisational

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Evaluate the importance of organisational design theory for the organisation with the
examples......................................................................................................................................1
P2 figure out the different approaches as well as techniques to attract, maintain and develop
and reward human resources to create skill and dedicates workforce........................................3
P3 Conduct the research and use the contemporary knowledge which support the emerging
trends in HR development ..........................................................................................................4
P4 Describe how organisational design has to respond and adapt to change management and
the relationship that exists between the two using a specific organisational situation...............6
CONCLUSION................................................................................................................................8
REFERENCES .............................................................................................................................10

INTRODUCTION
Values plays an crucial function in the organisation as it help in shaping the business
towards expansion and growth. Organisation values are essential as shape the environment and
formulate the work ethics in systematic manner. This approach help in creating a systematic
approach in order to develop a strong as well as effective work culture (Debono 2019). Values
contributes in the decision making process with in the organisation and develop the sense of
respecting other values as well as offering. For understanding the concept and the value of the
contribution in the organisation structure the Mark and Spencer which is an global brand which
deals in retailer business and its headquarter is in Westminster, London UK. This organisation is
specialised in high quality clothing, home products as well as food products. The present report
deals in providing brief information regarding the organisation structure, developing along with
this, use different approaches for ensuring the contribution of HR function. In addition to this,
firm must ensure about the emerging trends which are essential for making effective employees
and improve changes both internally as well as externally.
P1 Assess the value of organisational system theory for the organisation with the examples
Mark and Spencer is the global brand and it is the largest fashion brand in the world. The
company was founded in year 1998 by Michael Mark and Thomas Spencer. The company have
around 959 stores in UK. They are targeting each and every segment of the people. M&S always
promote their organisation on newspaper and in magazines. Beside also promote on television
because it help in capturing large market in effectively manner. They take initiative in promotion
which covers the mass audience and make aware about the company new launch and their
product. M&S covers shops which typically features of selection of clothing and home ware as
well as the beauty range.
Concept of organisational design
organisation design is the step by step methodology which help in identifying the
different aspect of the workflow and develop the procedures, structures and system which is
essential in making effectively decision for making profit. The process help in improving the
both technical side and human resources for the betterment of the business. The design are
developed by professionals which assist in providing effective services to the consumers as to
make brand image in the market. The design process is a comprehensive and uses holistic
approach in the organisation improvement which improves all the aspect in such a manner that

create and develop the positive environment in the organisation. For the company like M&S the
management must ensure that organisation design must be implemented effectively so the
performance of the individual may increase (Gilchrist 2019). With this approach, it ensure about
that the form of organisation matches it purpose and the strategy. Basically it is the step by step
method which is responsible for the identification of different aspect of the working
process ,system and the structure which fits into the specific goals. It is the procedure of
scheming, shaping or adapting to structure.
By the regular usage of this design, Mark and Spencer will able to improvise their
strategies and the procedures in order to increase the market share and profitability. The prime
reason behind implementing this guidelines as it provide a certain target and help achieving the
brand image in the market. This improve the wide of functional areas such as production,
marketing and finance department. This will help to improvise the M&S to enhance their
productivity, adoption of new technology, make better offering to the final consumer. The
organisation design of M&S will support its structure and will able to improve the efficiency as
well as able to maintain the demand and supply in the market.
Organisation structure in the context of M&S
There are different activities which improve the co-ordination, supervision and working
culture of the company. This is the process which is used for defining the hierarchy of an
organisation. Along with this, it is responsible for determining each job and their functions
effectively which help in achieving the organisational goal effectively. The organisation structure
is the system which help drawing the outline that how the specific tasks and the other functional
activities should be carried out effectively. In the context of M&S the HR manager must make
sure that there must be proper flow of information in the organisation for smooth functioning.
Having an organizational structure in place allows companies to remain efficient and focused
and assist in achieving the desire goals and outcomes. The structure provides a company a visual
representation of how it will design and move forwards to achieve goals.
M&S have organisation target and the structure which is decentralised as it serve to the
different audience. This structure help company to make quality decision for making higher
revenue in the shorter time span. There have been rise in decentralised systems as this provide
organisation to remain, fast, agile as well as adaptable with the almost each employees receiving
high level of personal profitability. For example M&S uses organisational structure in the firm

this will help in drawing the outline which as direct the workers to achieve the desire goals.
There are mainly three types of organisation structure which are explained down below:
Bureaucratic organisational structure: This refers to the style which is break up the
company depend upon the specialisation of there staff (Grobler 2019). Hence M&S HR manager
should implement this kind of structure because this improve efficiency of the firm. The work is
divided as per the qualification and capabilities of the employees to perform better in the
organisation. This will reduce the work load and burden from the worker as this will improve the
quality of the offering. Disjunctive the firm into departments exist of merchandising, sales, and
dealing is the act of using a official organisational artefact.
Divisional or multidimensional : This is the kind of structure which are used by most
of the large company because this leadership is based upon products as well as services. In the
case of M&S the company can introduce new products as they have variety of product range for
the company. This will help company to divide their products which is easy for the consumer to
identify their products from the variety.
Matrix structure: This is the final structure which is very complex and hard to
understand . In this model the employees of the company come across to the different supervisor,
division and other department. For the company like M&S the HR manager can use this kind of
structure in order to make changes in the organisation. This help employees to interact with
others effectively as it improve the quality in offering better services to the consumers.
P2 figure out the different approaches as well as method to attract, keep and develop and
payment human resources to move skill and dedicates workforce
Different approaches to HR
There are different approaches in the organisation which mainly contribute for effective
outcomes in a well design manner. This will help in formulation of strategies as they help in full
filling the desire goals and objectives in limited time frame. Beside this it will help HR manager
to develop new techniques as well as policies which are useful for company to make profit and
provide satisfactory services to the consumers. In the regards of M&S the management should
make sure the employees flow these kind of approaches which are useful in improving working
culture and structure effectively. Here are some of the approaches in HR which are explained
down below:

Proactive approach: HR manager of M&S try to anticipate the challenges and the
problems as they arise in developing such policies which are beneficial for the organisation. This
kind of approaches will save the time of the organisation in order to focus on other important
aspect. The proactive approach will save the time of the companies while taking effort and
money in a well define manner. As this help in identifying the vision, mission as well as
objective of the company effectively. Along with this, it help in determining the task for long and
short term and also build holistic approach in company.
Strategic approach: This are the approach which help in providing competencies and
assist with competitive advantages. Human resource department must make sure that they
combine all the knowledge, skills of the employees towards the right direction. This improve the
learning and the education for providing better services to the end users. The strategic approach
emphasis on organisation management programmes and provide long term solution for the
company. M&S manager have the responsibility to make sure that all they should provide proper
training to the employees as it assist in providing added value skills for the employees.
System approach : A system approach is the set of interrelated but the separate
elements of part working together for achieving the common goal for the organisation. This
approach should be implemented by the HR of M&S as it shows the right path to achieve the
target in the well define manner. Beside this, it help in the employees to work in the systematic
manner which minimize the growth as well as the efficiency of company. For example HRM is a
group may have environment such as acquisition, training,execution appraisal and reward, etc.
One region affects and the other parts as they are inter related to the organisation.
From the above discuss approaches it has been concluded that organisation must use
systematic approach which is useful for the firm to work in the systematic manner to achieve the
common goal for the company.
P3 Activity the investigation and use the current knowledge which support the rising trends in
HR development
Human Resource is a body that has varied gradually. Everything from group analytics,
the hiring activity to software method has evolved during the passage of time. Since these trends
are changing, it is essential for the company to come up with new ideas and techniques for
completing the project as well in a well define manner. From the last decade it has been
identified that HR has been providing employees satisfaction as well as engaged in employees

grievances. Here are some of the emerging trends for in the HR which are explained briefly
down below:
Review culture and continues feedback: This is consider as one of the most emerging
trends in HR as it help in reviewing and also provide continues feedback from the employees
working in the organisation (Andreoni 2019). The techniques help employees to get feedback
and this have changed in last decade. As the HR manager of M&S they should focus on
improving the department by assisting in regular and frequent feedback so that immediate action
can be taken to reduce the theft. This provide chance to the employees to correct themselves
before the annual evaluation. Continuous feedback will also help the organization grow and
avoid significant loses.
Digitized rewards and recognition: This is consider as the one of the best motivation
for the employees by receiving the recognition from their seniors. For the organisation like M&S
the manager should make sure that there must be a digital recognition which help provide the
accurate data of the employees and help in providing timely appraisal for the company. It can be
initiated by using social media platform which help employees to get recognize and reward their
contribution.
Learning management systems: The needs for skill development is essential of the
employees no matter at which level the individual is performing. The consent learning is
expected to be most popular and emerging HR trends of the recent years. Hence this is important
for any company must provide learning opportunities to every staff so that organisation can grow
and expand effectively. In the context of M&S the HR manager must make sure to provide
opportunities to every employees to enhance their skills for better and growth in future. Along
with this it help in promoting the collaboration between different department of the company.
Use of online skills assessment: This has become more popular in the recent years as it
is consider as the most effectively management tools for the company. Now a days employees
assessment is no longer related to the organisation guidelines but it also emphasis on
performance of the individual working for the company. However the M&S employees should
be evaluated on timely basis which help in improving the efficiency of the organisation as well
as of employees. There are various elements in online assessment which include tests, surveys,
quizzes and exams have been used to mitigate the risks or relying on mere self assessment.

With the change of time HR department has evolved by using advance technology.
Before HR emphasis on the work but now a days organisation required skilled employees for the
completion of work. HR nowadays recruit employees with the help of Internet as companies are
now posting the openings online and require job seekers to apply through an online applicant
tracking system. Companies use new and advance technology for production so this it has
become essential for HR to hire skill employees to improve the productivity of the company.
This also help in creating sustainable business model for betterment and expansion.
P4 Describe how organizational design has to react and adapt to alteration management and the
relation that exists between the two using a special organizational state.
Change management is the process of systematic techniques which aid the organisation to
deal with the formation as well as transition to attain the goal and objective in the well define
manner. By the help of change management the organisation is able to make effective decision
and procedures which help in attracting the larger customers towards the company. The report is
based upon Mark and Spencer which is an fashion industry which deals in clothing. This is the
global brand and have several stores across the world. The subject which are articled in this
posting are change management as well as explanation and role played by HR coach to opt for
this change and design of products. Furthermore, it also comprises of company design which will
help in approving of changes within specific firm
Change management and its theory
The technique which mainly use of systematic approach which assist in making and deals
with the change as well as transformation in the organisation for achieving the goals and
objective effectively. This will aid in improving the culture and technology and help in
developing and designing the product and service which is offered to the consumer. The main
purpose of the change management is to execute and make alterations within the organisation for
betterment of employees. By this company like M&S can use new technology and the method
for developing the new services in a well define manner.
In the context of Mark and Spencer the company can make use of change management
for expansion and growth of the company. Along with this, it help in improving the work
environment and make employee’s more efficient to complete there task in the given time frame.
The change management consist of wide range of theories or the methods which are used by the

organisation in order to execute the changes which are beneficial for the company. In the case of
Mark and Spencer can opt for Lewin’s Change management theory which is explicated below:
Lewin's Change management theory:-
This is the model which was given by the Kurt Lewin which comprised of three factors,
they are unfreezing, change and refreezing in the organisation. This is most widely use model in
the organisation as it help in making changes, motivating employees and moving towards the
new level in the organisation. This stages of changes are describe down below:
Unfreeze : This is the first stage of change which include presentation of the organisation
which accept that change is essential for growth in future. It involves the braking down the
existing status before building the new way of operational activities. This is consider as the
easiest way to frame so you can develop and define the frame in effective manner. In the context
of M&S the manager must make sure that if organisation want to change then it must be start
from the core values. The manager can force organisation to re examine its core value and make
changes if there is any possibilities of improvement .
Change: After the uncertainty created by the unfreezing stage there are change is the
stage where people begin to resolve the uncertainty and look new ways of doing work in
effectively manner. Change help in forming new policies and method which are useful in making
new changes in the organisation. In the case of M&S the manager should accept the change and
also for the employees to make effective use of this change.
Refreeze : When the change is taking place people have embraced with the new methods
of doing work and the firm is ready to refreeze . This stage needs the employees as well as
manager to institutionalize the change which are useful in the organisation as it aid in performing
better in the organisation. With new sense of stability the company like M&S can comfortably
work in the changing environment.
Function of HR in management of alteration and structure design
If the organisation chooses for the change of human resources the manager have to carry
out the various roles for the change in the best define manner . The role of HR manager help in
the organisation to make effective decision which is useful in making profit for the company.
Here are some roles and responsibility of HR manager are explained in detail manner.
Different role of HR manager in the context of organisational design and managing change.

Select efficient employees: The role of HR manager of the company Mark and Spencer
have to must recruit new employees as they are more efficient and the resources of the company
will not be wasted . They due to not require training and development as they have skills which
are beneficial for the firm in making profit.
Employment testing: This is the method which is responsible for HR to test and identify
who are the suitable for the job. For the HR manager of M&S should do proper evaluation which
help in improving the performance which is essential for the company. Some times companies
can use outsider for the the testing as this help in minimizing the cost for the firm.
Role of HR in organisational design:
Innovation as well as implementation: For having the effective organisation design it is
essential for the company to indulge in changes for improvement in the organisation
productivity. The HR manager of M&S must make sure that employees there must be effective
steps to should be taken to bring out changes in the firm (Ropo 2019). This method allow to
develop the positive environment in the organisation as in result help in capturing larger market
share in the minimum time frame. For this kind change the organisation must design new ways
by which each and every employees will acknowledge their objectives and inspires to adopt
change.
Organisation design technology: Organizational design no longer means a list of names
on a spreadsheet or the creation of a simple hierarchical structure in the organisation. The new
HR method help in delivering the most powerful tool which allow the company to visualize the
people and their skills to compete in the organisation. M&S manager must ensure that re design
the polices which are useful in organisation.
Advice on how HR will take changes forward and utilize work efficaciously
By identifying the whole situation it has been recommend to Mark and Spencer to
develop and reconstruct the organisation design so that effective output can be produced. So this
change can be implemented with the help of administration and HR . Proper plan must be formed
by which worker will be able to admit objectives of their administration. Along with this
administration also need to speculate proper budget which will help in finding of resources and
managing funds which is necessary for the growth for the organisation. Beside this it is important
to providing training to the employees as it help in improvement in their skills which aid firm to

operate their business activities effectively. There must use of emerging HR techniques which
will help firm to gain more competitive advancement in the market.
CONCLUSION
From the above discussed report it has been analysed that change management is the
essential for the company to make changes internally as well as externally. Along with this, there
are uses of different theories have been taken place to understand the working environment of
the company. The organisation can adopt Lewin's change management model for
implementation of new rules as well as regulation for improving the efficiency of the company.
This will assist the company and to HR manager for getting insight for organisation change and
its direct effect to the company. HR manager needs to make use of alteration procedures so that
changes can be adopted in effective as well as effectively for the company .

REFERENCES
Books and Journals
Andreoni, A., 2019. A Generalised Linkage Approach to Local Production Systems
Development in the Era of Global Value Chains, with special reference to Africa.
In Quality of Growth in Africa. Columbia University Press.
Antonacopoulou, E.P., Ropo, A. and Taylor, S.S., 2019. Arts-Based Interventions for Sensuous
Organisational Learning: Extensions and Possibilities. In Sensuous Learning for
Practical Judgment in Professional Practice (pp. 335-348). Palgrave Macmillan, Cham.
Debono, D., Robertson, H. and Travaglia, J., 2019. Organisational communication as trespass: a
patient safety perspective. Journal of Health Organization and Management.
Gilchrist, A., 2019. The well-connected community: A networking approach to community
development. Policy Press.
Grobler, A. and Rensburg, M.J.V., 2019. Organisational climate, person–organisation fit and
turn over intention: a generational perspective within a South African Higher Education
Institution. Studies in Higher Education, 44(11), pp.2053-2065.
Hendrikz, K. and Engelbrecht, A.S., 2019. The principled leadership scale: An integration of
value-based leadership. SA Journal of Industrial Psychology, 45(1), pp.1-10.
Jaakson, K., Aljaste, H.M. and Uusi-Kakkuri, P., 2019. Dimensions of organisational
innovativeness and company financial performance in the biotechnology
sector. International Journal of Manpower.
Lambert, L., Dedeurwaerdere, T., Nyssens, M., Severi, E. and Brolis, O., 2019. Unpacking the
organisational diversity within the collaborative economy: The contribution of an
analytical framework from social enterprise theory. Ecological Economics, 164,
p.106343.
Ndevu, Z.J., 2019. Trust and organisational performance: A grounded theory approach for a
South African district municipality. SA Journal of Human Resource Management, 17,
p.11.
Nwanzu, C.L. and Babalola, S.S., 2019. Predictive Relationship between Sustainable
Organisational Practices and Organisational Effectiveness: The Mediating role of
Organisational Identification and Organisation-Based Self-
Esteem. Sustainability, 11(12), p.3440.
Piip, J., 2019. Mentoring for career development: organisational approaches to engage and retain
employees. In Sustainable Rail Transport (pp. 269-287). Springer, Cham.