Organisational Design and HR: Unit 36 - Value and Contribution Report

This report analyzes the value and contribution of organisational design, using Marks & Spencer as a case study. It explores the importance of organisational design, examining its impact on structure, processes, and goals. The report delves into human resource management, covering approaches to attract, maintain, develop, and reward employees, including motivation theories like Herzberg's. It examines the impact of organisational design on change management, including the unfreeze-change-refreeze model, and the agile approach. The report investigates how Marks & Spencer implements these concepts to improve efficiency and achieve its objectives, with a focus on employee motivation, engagement, and the adaptation to changing market conditions. It also highlights the effect of poor motivational levels and the human capital theory. The report provides a detailed overview of the application of organisational design and HR practices in a real-world business context.

Unit – 36 Value and
Contribution to
Organisational

Table of Contents
INTRODUCTION...........................................................................................................................1
PART – 1.........................................................................................................................................1
1. Importance of organisational design..................................................................................1
TASK 2............................................................................................................................................5
Different approaches and techniques used for attracting, maintaining, developing and
rewarding human resources....................................................................................................5
TASK 3............................................................................................................................................7
P3 Emerging HR developments.............................................................................................7
TASK 4............................................................................................................................................8
Covered in Poster...................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Value plays essential role in any organisation due to provide shape of the business to get
growth and success. The value of the organisation important as provide shape the environment
and execute the work ethics in systematic way. It is liable for the description of principles as well
as ethics to abstract idea and actions (Ahmad, Amin and Ismail, 2012). This approach supports
in developing a systematic approach to create a strong and effective work culture. On the basis of
value an organisation take important decision and create the sense of making other values. To
better understand the concept of the report selected organisation Marks & Spencer which is a
major British multinational retailer in London. The company mainly dealing into high quality
clothing, home products and food products. In this report consist of importance of organisational
design, evaluate the need of motivation, knowledge and experience to individual and teams.
Along with apply the knowledge and conduct research to help in emerging HR developments.
Additionally, analysis the relation between organisational design and change management in
order to adapt change.
PART – 1
1. Importance of organisational design
Marks & Spencer is one of the leading retailing company in UK which is dealing into
high quality clothing, food products and home products. It is famous as global brand and largest
fashion brand in world. It is operating about 1463 stores in UK and across the countries. The
headquarter of the company situated in Westminster, London, UK. The company founded in
1884 by Michael Marks and Thomas Spencer. It is is providing products into different brands
such as M&S energy, Rosie, limited, Blue harbour etc. It is listed on the London stock exchange
as well as FTSE 250 index.
Concept of organisation design:
Organisational design is procedure of creation of roles, processes and structures to assure
about the organizational goals can be accomplished (Bosch, Schurink and Pelser, 2016). In this
procedure design different methodology to recognise different impaired functions like work
flow, structure or system, procedures and realigns to create new plans and apply all the changes
as per the requirement. In this procedure mainly focus on the improving technological and
human resource side. These designs create by the experts who is analysing on every part and
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offering effective services in order to become brand image in the market. The procedure of
design based on the holistic approach and apply over all modification which improve all the
features in systematic way to present positive and good environment in business. Such as
management of Marks & Spencer assure about the organisational design and apply effectively to
improve individual efficiency. By this approach, assure about the different kings of organisation
purpose and strategy. So it is mainly based on the step by step method that liable to recognised
all the specific goals that based on the design and structure (De Beer, 2014).
Organizational structure is defined as a system that highlight on different activities that
guide of business to accomplish set goals & objectives in certain period of time. In these
activities involves rules, roles and responsibilities. Through structure of business analysis all the
information at different level. Marks & Spencer follows a flat organizational structure in which
has limited stages of management in between administrative level and front line employees. The
company follow the particular structure to motivate to staff members regarding to decision
making procedure. Eventually, it is followed to lessening bureaucracy and make staff members
more skilled through authorising to take decisions. Due to few management levels easily
communicate with the upper level and base line for worker become easy that enables rapid
changes and sort out problems.
Marks & Spencer apply apply improvement in its organizational design and its structure
by contemporary organisational structure features. According to organizational structure worker
of M&S rather than passage on senior management to drive with the work procedure where all
the staff members are authorized to make decisions and apply all the changes without approval
from the supervisors. The marks & Spencer conduct business activities in external environment
and face different types of challenges to meet with organisational goals and objectives. For this
required to effective and accurate organisational structure to apply the changes as per the demand
of company (Fearon, McLaughlin and Morris, 2013).
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In respect to Marks & Spencer to understand the concept of organisational design require
to present sustainable efficiency of workers at different level and for this apply organisational
change theory. This theory is applied by Marks & Spencer which is categorised into three model
such as unfreeze, freeze and changing. In this model current behaviours and process applied by
the HR to apply changes according to particular model. As per the new changes and practices
into each day activity and are freeze (Gollan, 2012).
 Unfreezing (ready to change): As per the organizational structure apply this model for
routine and settle all the operations effectively. In this stage awareness about the current
level and examine organisation structure to see how employee are getting aware and are
informed about such change likewise Marks & Spenser uses this model to make aware
employees about such policies. For instance, different task and activities used for the
organisational structure as per the design. In this framework consist of irrelevant
activities and present all the historical system to get effective outcomes. To apply
particular changes in M&S organisational structure to select new ways to meet with
organisational objectives (Kurt Lewin Change Theory, 2019).
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 Changing (implementation): The human resource department conduct different
activities and one of them motivation to open their minds and start to apply all relevant
changes. Here organisation structure start to move into new stage by eliminating the
changes, it is time where employees find it difficult to learn new process and way of
thinking and arise chaos. For this require to follow learning process and provide new
tasks and responsibilities to people. In Marks & Spenser keep updated its employees
about such changes in the policies and set effective organisational structure to make right
decision on set time. Due to have responsibilities at every stage take effective decision
and make investment to added more value for get success.
 Refreezing (making it stick): After introduces the changes require to check practicality
and tried to make productive results. Organisation structure of M&S implied this stage as
a new norm formed in the firm. This refreezing stage see that employee do not revert
back to its old process and made permanent to get effective result. Likewise, Marks&
Spenser took to see where their employee is following the new norms are not (Haase,
Franco and Félix, 2015).
To accomplish goals and objectives of company require to follow agile approach
effectively. In this form a company take quick decision to apply all the changes as per the
environment and at market place. The Agile organisation are mainly concentrated on needs and
requirement of clients and as per their interest customised products as well as services rather than
to providing standardized. In recently, Marks & Spencer invest in new and core products to
fulfil the requirement of the agile approach where consist of innovation, contribution to the
brand's customer satisfaction. As per the particular approach get success and provide satisfaction
to clients at different level to increase profit by 5% as compare with past year profitability.
Through particular application of this approach get organisation structure goals & objectives in
certain period of time. Initiating with an objective to increase customer satisfaction that supports
to develop procedure as well as culture in Marks & Spencer to apply modification that rarely
utilised to attract more and more customers. Organisational design set according to requirement
and modification in change environment where focus on the time to time sustainability to
acquired (Hynes, Coghlan and McCarron, 2012). Changes is important term in any business
which is a huge process to presented the all the activities of business to get success with ongoing
achievement of goals & objectives.
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TASK 2
Different approaches and techniques used for attracting, maintaining, developing and rewarding
human resources
In every organisation human resource management can play essential role to present all
the business activities effectively and accomplish all the important targeted goals and objectives
of business. In the organisation require to manage human resource to develop, strengthen and
arranging effective work culture. There are different steps that required to arrange good human
resource like good pay, increase performance skill, training & development and hiring staff
member as per the job requirement. In the context of Marks & Spencer tackle large number of
employees by the human resource and attract them for creation, maintain good human resource
for used motivational theories (Ramdani, 2012).
The motivation means the need, wants and desire of the individual in the firm. It shows
how employees are motivate to perform their duties and to be more productive in their
performance, which helps them to be more successful in their work. Manager should encourage
employee to feels that their work is importance and is rewarded with time to time. Such as
Mark&Spencer apply this term to motivate its employees and improve the performance in the
different department. Their are two types of motivation which are discussed as follows:
Intrinsic motivation: This type of motivation provide self improvement and joy of the
learning new things from time to time. For a individual employees of Marks&Spencer, motivated
to perform better to get a promotion in the team. Employees are pro active in their action to
perform their duties.
Extrinsic Motivation: Here employees are motivate on external factors such as the team
of M&S are providing their employees with the external rewards. They are encouraged by
intrinsic program and to get promoted to next levels.
Herzberg's motivation theory: This is also called as two-factor theory and Duel
structure. Under this theory, manager make sure that work is rewarding to the employees so that
they are motivated to perform harder and better in different tasks. Focusing on the motivational
factors can improve work-quality. In this context, M&S evaluate some of the job factors that will
result in satisfaction while others factors prevent dissatisfaction (Sarina and Wright, 2015).
 Motivational factors: Manager uses such motivation factors to motivate its employees to
perform superior performance. These factors are called satisfiers. Employees for M&S
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find these factors intrinsically rewarding and involved in performing the job. Every
individual have sense of achievement ,growth and promotional opportunities in the firm.
 Hygiene factors: Hygiene factors are those factors which do not lead to positive
satisfaction for the long term. These factors are also called as dissatisfies as they are
required to avoid dissatisfaction. M&S employees uses this factors as a symbolized the
need of individual wants and expected to be fulfilled. It include a basic pay, physical
working conditions and companies policies.
In order to satisfied employees by the effective services require to apply HR strategy and
increase more amount of satisfied consumers where Marks & Spencer, hygiene factors can
convert into motivational factors. To recognise the growth, rewards, possibilities, meaningful
work are become part of the motivation factors. In the Hygiene factors consist of pay adverse
approaches, status and workplace atmosphere to set and introduced all the employees are feel
motivated and present all the tasks effectively to gain goals & objectives (Silburn, 2013)..
Effect of poor motivational level are as:
 Higher employee turnover
 Low employee engagement level
 Poor communication
 Diminishing productivity level
 Toxic working environment
To define development of the human resource in Marks & Spencer require to particular
theory such as human capital theory. According to this theory more and more amount of
emphasis is done that based on how training help to increase the profitability and performance of
employees in order to enhance the inventory of efficient manpower in the context of company. In
this theory education plays essential role and increase the productivity of staff members with the
operational level. For this provision require formal education due to invest in the human capital.
In the context of high level of competition require to Marks & Spencer organise all the activities
effectively and increased to great extend. In the modern economy education as well as health
care of staff members is necessary to modifying all human capital and ultimately leads for
effective results in the nation. Through the education improve the efficiency of staff members
and offers chances to accomplish all the personal as well as professional objectives to every
single person. When Marks & Spencer will concentrate to generate human capital investment so
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it supports to attract several efficient man power to recruit in reputed organisation. In addition,
together with this is supports to arrange all the staff members in continue manner and encourage
regarding to hard work and perform well (Uwizeyemungu and Raymond, 2012).
Kraft's approach: It is term of the HRM which is utilised by the Marks & Spencer in
order to develop effective organisational culture that will attracts and arrange talented, engaged
and good staff members. Human resource can contribute in effective manner to survive different
business activities which is related with the employees and their efforts accomplish all the
strategic business goals. In this model more a business organisation can accomplish all the
competitive advantages on the basis of efficient work and competent man power is recruited at
every level in the business.
In this procedure to engage with the dedicated employees in Marks & Spencer company
apply all the motivational techniques where every staff member do hard work and achieve all the
set targets in certain period of time. It is based on the demand of customer and organisational
structure that set by the company to connect with the employees. To effectively engage with staff
members required to encourage them regarding to work and get success for longer period of
time. When staff member motivated so make contribution in different task and educate all the
people as per the development and improvement for the long run in Marks & Spencer to become
successful is developing a skilled and dedicating man power.
TASK 3
P3 Emerging HR developments
Human resource development is continuous procedure that is consisted of training, career
development and organisation. For the improvement in the human resource require to make
efforts for individual, company and group effectiveness. HRD supports in improvement for
improved competencies that allow a person in perform a company according to appropriate
requirement regarding to current future job roles. uman resource is a sector which keeps on
changing with time. Everything from hiring process, to software system are changing. Below are
few emerging HR development. There are defined different emergence for HR development
which is helping by current trends such as:
 Review culture and continuous feedback: According to study, employee prefer to real-
time reviews or feedback instead annual reviews. With the changing climate of the
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organisation,HR team focus on improving departments by providing constructive
feedback. HR team of Marks& Spencer make continuous review of culture and feedback
for improving the performance (Whitlock, 2013).
 Speeding up of performance management: In the organisation, employees performance
and job satisfaction comes hand to hand. With the use of upgrade system, firm can
increase its growth and notice transformation. In the M&S, management tires to improve
the system so that employees also remain motivated to performs better in the task. It is
vital to promote healthy performance management for both individual and organisation.
 Digitized rewards and recognition: The organisation started using digital rewards and
recognition of work done. Digital recognition is a trend to appreciate its employees for
their work and to perform better in future. The HR team of the M&S approved digital
rewards for its employees to appreciate the work done on time and efficiently. Individual
feels motivate with such reward and feels that their work is important in the organisation.
 Learning management systems: It is a essential for the management to provide skill
development program for its employees to enhance their working abilities. Constant
learning is expected to be among the most popular trends in the firms. HR team of M&S
prepare various learning program to increase the productivity of its employees in respect
of the level of career they are.
The role of human resource is increasing in business organisation and develop on
ongoing level to taking place in managing and developing activities. These activities can play
essential role to conduct different activities in systematic way and all the functions are performed
by HRD in Marks & Spencer. As HR management require to analysis all the activities and their
performance level to increase and target customers in order to achieve effective result.
TASK 4
Covered in Poster
CONCLUSION
As per the above report it has been concluded that an organisational designs plays
significant role to set effective structure and compete all the requirement of customer. For this
require to strongly apply all the changes that take places in business environment. If company
select effective structure so it helps to get success for long time. For this require to follow
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effective model that helps to introduce change and achieve all results. In this human resource
management play major role because this department relate with the employees and direct
manner and follow all the effective models and theories to develop, motivate and retain effective
work place.
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REFERENCES
Books and Journal
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De Beer, E., 2014. Creating value through communication. Public Relations Review. 40(2).
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value and workplace performance. Asia Pacific Journal of Human Resources. 50(3).
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Haase, H., Franco, M. and Félix, M., 2015. Organisational learning and intrapreneurship:
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organisational knowing. International Journal of Action Research. 8(2). pp.159-184.
Ramdani, B., 2012. Information technology and organisational performance: Reviewing the
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Silburn, N. L., 2013. A model of factors affecting professional workers' information behaviours
within the context of valuing organisational information (Doctoral dissertation,
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Uwizeyemungu, S. and Raymond, L., 2012. Impact of an ERP system’s capabilities upon the
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Online
Kurt Lewin Change Theory. 2019. [Online]. Available through:
<https://rapidbi.com/kurt-lewin-three-step-change-theory/>
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