Leadership, Power, and Influence at Marks & Spencer: A Detailed Report

This report provides a comprehensive analysis of the organisational theory and practices at Marks & Spencer (M&S), focusing on the leadership of the CEO. It examines various management styles including directive, authoritative, participative, and coaching, and identifies the principles and functions of management employed. The report details the steps taken to change the organisational structure, emphasizing the shift to a flatter structure and its impact on employees. It also explores the CEO's leadership style, particularly democratic leadership, and its contribution to organisational effectiveness. Furthermore, the analysis extends to the effects of power, influence, and conflict within M&S, discussing their impact on the organisation. The report also covers the motivational strategies used by M&S, providing corporate examples and literature to support its findings. Finally, it offers recommendations for strategies M&S could implement to increase organisational performance, drawing upon the analysis of its leadership, structure, and culture.

Organisational
Theory and Practice

Table of Contents
Introduction...........................................................................................................................................3
Main Body.............................................................................................................................................3
A). Examine the management style and state the principle and functions of management used by
the CEO of M&S.................................................................................................................................3
B). Analyse the steps taken by the CEO the change in organisation structure in order to achieve
high performance and state the change in organisation culture brought about by the CEO of M&S
and its impact on the employees.......................................................................................................5
C). Describe the leadership style of the CEO of M&S to enhance the organisational effectiveness.. 6
D). Analyse the effects of power, influence and conflict at M&S.......................................................7
E). Discuss the various types of motivation used M&S......................................................................8
F). Use appropriate corporate examples and literature to provide justification...............................9
G). Suggestions / recommendations (strategies) would M&S needs to implement to increase
organisational performance..............................................................................................................9
Conclusion...........................................................................................................................................10

INTRODUCTION
Organisational theory and management practices determines as a common theme for
the purpose of identifying business issues as well as several benefits. These kind of aspects
helps in maximising business efficiency, productivity and desired growth opportunity
(Bamber and Stefani, 2016). Major objective of such analysis is to evaluate the management
and leadership practices that assist in developing a positive environment at workplace. Thus,
the evaluation of theories determines leadership styles and management practices of a firm
that aid in attaining target objectives and goals of firm easily. The study of 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. In the context of retail
industry, this report is going to determine functions and principles of CEO in M&S, their
decisions to enhance business performance and culture as well as leadership style of its CEO.
Furthermore, it will cover the effects of power, influence and conflict as well as effective
motivational practices used by the firm. The analysis of this report is considering different
literatures in order to provide recommendations for the firm.
MAIN BODY
A). Examine the management style and state the principle and functions of management used
by the CEO of M&S.
In an organisation, management play an essential role that helps in defining the
personality of manager in different situations (Clegg, Kornberger and Pitsis, 2015). In the
context of Marks and Spencer, its management helps in managing and directing employees in
order to attain target objectives of firm. The different management style and its functions as
well as principles are determined below:
Management style:
 Directive: According to this style, manager expects compliances from their
subordinates. Manager obey threat and implements discipline in this management
style.
 Authoritative: Manager who have an authoritative approach tend to provide more of
an overarching picture to their workers rather than precise orders.

 Affiliate: This style promotes unity and strive to build a healthy relationship between
senior and junior employees. Main objective of manager who implements this style
are probably don’t enjoy conflicts and they promote healthy environment.
 Participative: Manager who follows this style are welcome reviews from all the
colleagues, respect all viewpoints and you reward team work.
 Pacesetting: This style denotes high standards of manager who expect the staff to
follow them and see as an example.
 Coaching: Individual who follows this style focuses on long term professional
development practices for the employees.
In the context of M&S, the CEO follows the management style as Authoritative,
Participative and coaching.
Principles of Management:
 Division of Work: It is the most important principle of management that CEO divide
work among the employees by analysing their skills and capabilities (Dalkir, 2017).
 Authority: It is needed that manager or CEO have power to make decision in the
favour of business organisation.
 Discipline: In an organization, discipline must be upheld, but methods for doing can
be vary on the situation.
Functions of management:
 Planning: This management function helps CEO of M&S to determine the course of
actions that they can take to attain desired goals. Thus, it can say that planning helps
in providing clear ways and means for accomplishing pre-determined goals of firm
(Hayes, 2018).
 Organizing: This applies to coordinating and handling multiple operational tasks and
services. Organizing all resources and direction is important for the CEO of M&S, as
this will have a positive impact on the organization.
 Staffing: For each and every organisation, it is required to have skilled and capable
employees who help them in attaining target objectives easily. Thus, it is the function
of manager to implement effective selection to fill the vacant position.
 Directing: This function determines that manger requires to inspire their subordinates
to work for the achievement of the goals of the enterprise with interest and
enthusiasm.

 Controlling: It is the most important function of CEO to make control over the
business activities in effective and efficient manner.
B). Analyse the steps taken by the CEO the change in organisation structure in order to
achieve high performance and state the change in organisation culture brought about by the
CEO of M&S and its impact on the employees.
The organisational structure can be described as a system of distribution, co-
ordination, monitoring and direction of various tasks and activities at workplace (Howitt,
2019). It is necessary that a corporate structure directs workers by explaining to whom they
must report. The management will incorporate additional roles as well as versatility in the
system due to its hierarchical structure. Without a clear corporate structure, workers may face
issues and problems because they do not know who they can report. There are various types
of structures such as flat, matrix, line etc. In the context of Marks and Spencer, the major
responsibility of its CEO is to develop a coordination between different working staff. Thus,
in order to smoothen operational and functional activities, CEO of M&S takes important
decision to classify business activities in structural format. As the organisational structure of
Marks and Spencer is flat because this type of structure has limited level of management
between employees and administrative.
There are two full-time executive directors, a part-time chairman and six individually
working non-executive directors in the corporate structure of the respective corporation.
Marks and Spencer administrators are re-elected once a year by shareholders. In order to
ensure that there is an acceptable alignment of expertise and backgrounds, non-executive
directors and chief executive officer are nominated. One of the director's essential
responsibilities being that conventionality by the organisation with corporate governance is
acceptable and represents best practise. This style of arrangement guarantees the productivity
of workers by providing them quality of experience. In the other hand, organisational culture
is a framework with common assumptions, principles and ideals regulating the way workers
of the organisation treat themselves.
The company's corporate structure has added greatly to its overall success and
competitiveness (James, Crawford and Oplatka, 2018). The principles of the flat structure of
an organisation are explained in many theories. An organisational structure is defined in
terms of law, relationship and position of staff within the system in an organisational model.
Main objective of classifying organisation in different structure is to manage works and

responsibilities in structured manner. A flat organisation, when it removes the excess or other
superfluous management levels in the system, has proved useful for Marks and Spencer to
make it easy for staff to understand whom they have to report. This helped keep the business
running and increased overall production standards.
C). Describe the leadership style of the CEO of M&S to enhance the organisational
effectiveness.
Leadership may be described as a system by which workers in the organisation are
directed and guided. Leadership is an integral aspect of an enterprise and it contributes
greatly to overall efficiency and competitiveness (Johnston and Sheehan, 2020). When the
leadership of an organisation is strong, the workers can function more efficiently and
successfully. This helps the organisation to meet its organisation's priorities and targets at the
pre-determined time period. Steve Rowe is the current CEO of Marks and Spencer. His
decision as the CEO has been advantageous to the corporation and the business's entire
success in the market has risen. He always analyse situation of market and the capabilities of
firm in order to take appropriate decision accordingly. The general morality and morale of
workers has improved as a result of his decisions. Main reason behind such is the adequate
decision for choosing best fit leadership style according to the organisation’s requirement and
need.
Leadership is a crucial concept that helps in changing and improving the methods by
directing employees in an appropriate manner. In the year of 1930, Kurt Lewin developed
three leadership types, autocratic, democratic and laissez-faire. According to him, autocratic
leaders are people who do not consult their team members or subordinates, while the
members' advice is useful, before making any decisions. This kind of leadership is ideal when
major decisions have to be taken immediately, or when the team members have little input.
The other form of leadership is democratic leadership in which leader take important
decisions of firm by coordinating with their subordinates. The last form of leadership is
Laissez-Faire, which allows the team members flexibility in their work. The team leaders
provide the team members with encouragement and services, if necessary. They should not
mess with workers' jobs much of the time.
As the CEO of Marks and Spencer Steve Rowe implements the democratic leadership
style by which he includes all the employees in the decision-making process which allows
them to exchange thoughts and ideas (Mahon and et.al., 2017). This kind of management is

implemented by the CEO with the goal of enhancing the productivity of the business and
helping workers grow innovation. This kind of leadership will help in providing overall
satisfaction to employees with their respective jobs. In addition, workers are influenced by
overall efficiency and self-motivation. A successful management style in the organisation
guarantees the productivity of the staff and the quality of success are preserved.
D). Analyse the effects of power, influence and conflict at M&S.
Over the years, it has been observed that most of the companies carries a different range of
factors like power, influence and conflicts that specifically impacts on them in different ways.
Including this, it is also being found that resources can be the symbol of power and influence,
where it can be said that higher power if carried by managers then it is may be possible that
higher range of opportunities that takes place within the departments. However, in context
with Marks and Spencer which is already performing business at international level where it
is carrying are huge number of staff members where it is maybe a possible that managers may
compete with each other which will develop situations like conflict raising and so on. All the
factors that carries a huge impact on Marks and Spencer are described in a detailed manner
underneath:
Power: In relation with power, if equally distributed among staff members lake a manager is
also carrying the same responsibilities just like the other staff then this may raise conflicts
related situation within Marks and Spencer. It is must for board of directors of this company
to specifically look into different elements and distribute the power based on a regular basis
and change them as well in order to deliver equal opportunities. This could be understood
with a good example of changing the leadership style from autocratic to democratic
leadership style where team leader effectively distribute different responsibilities and roles
difference staff capabilities and also listen to the suggestions which are specifically being
given by them. This would help organisation in expanding business in much effective and in
efficient ways.
Influence: This another crucial factor which may impact negatively or positively on overall
productivity of Marks and Spencer and of staff members as well. This can also be understood
with a good example of training sessions given by employers of Marks and Spencer. Based
on the changes that are taking place due to COVID-19, it made manages to deliver training to
staff members in relation with keeping every single thing sanitised which main break the
chain of spread of Corona Virus.

Conflicts: Over the years, Marks and Spencer is going to different range of difficulties while
handling the conflicts and it has become crucial for them to resolve all the queries developing
an effective conflict management strategy. With the help of this, Marks and Spencer
effectively deliver a range of opportunities for staff members through reduced and their
conflicts and engaging them working on a particular goal.
E). Discuss the various types of motivation used M&S
Motivation play an essential role in an organisation that aid in improving employee’s
productivity as well as performance. It is necessary for workers, because when the team is
driven any task, employees make an attempt to accomplish a mission and help the company
achieve its priorities as effectively as possible (Parent and Ruetsch, 2020). In comparison,
motivation in the organisation leads to the reduction of workforce turnover. Two forms of
inspiration exist, both inherent and extrinsic. Intrinsic motivation means that a person is
motivated from within, while extrinsic motivation involves motivation from multiple external
sources. In the context of Marks and Spencer, many of the workers are self-motivated, but the
organisation still gives employees several ways to boost their overall motivation.
The business is focused on results in the practise of awarding the workers of the
month. Thus, management of Marks and Spencer takes decisions to provide monetary and
non-monetary benefits to their employees that may help them to improve morale. In respect
of this, a recognition and salary incentives are offered to the employee. From time to time,
the workers are given incentives in addition to maintaining trust and inspiration for them.
When an employee is remembered for his work to do a job, they becomes inspired. In their
average output and efficiency ratios, this is clear. Compensation and awards will inspire
workers to perform more diligently if they earn those rewards. In addition, praise also leads
to the rise of workers' internal encouragement. They do well when people are offered positive
reviews and feedbacks for the overall performance of employees.
The company's supervisors or team leaders ensure that the employee is empowered
enough to do the same before assigning a position (Rojot, 2016). Intrinsic motivation is
essential, just like extrinsic motivation. An organization's workers should be inspired to do so
because they will do their best to attain target objectives of firm. Maintaining opportunities to
help develop and boost their overall morale is also critical for the respective business firm. It
can also be assumed that inspiration or motivation is one of the most important roles of a

business that can lead to the company's overall performance and income. Motivation is
critical not only for the organisation but also for its workers. The workers continue to be
committed to the company and work well. Thus, M&S requires to implement several other
practices that may help them in boosting and motivating employee’s morale which may
results growth of firm
F). Use appropriate corporate examples and literature to provide justification
There are ample number of corporate examples which can be seen in present time, that has
helped companies to improve their organisational performance. Amazon is one of a famous
online business organisation that has earned huge amount of profit through bringing in the
innovative way of conducting business they have started delivering the production services at
the door of their customers house (Salt, 2018). This resulted into positive impact on there
productivity and saved the time of customers as well to visit a store to purchase any sort of
product. In context with Marks and Spencer, it is also needed for this organisation to expand
their business online business and start targeting customers of different segment which is then
only it may become able to sustain in the market for a longer period of time. Another
example that can be taken into consideration is of Tesco PLC where it is offering customers
with low products and services and is coming in big 4 supermarkets of United Kingdom.
With the help of this particular strategy of copper in customers with low prices based
products and services Tesco PLC has become a successful retailer in the business sector
United Kingdom and at international level as well.
G). Suggestions / recommendations (strategies) would M&S needs to implement to increase
organisational performance
In present time Marks and Spencer has gone through different range of difficulties where it
can be said that taking into consideration of different range of training sessions from time to
time is something that may help staff members to improve their skills and performance level
which will also impact positively on performance level of this company as well. Another
recommendation that can be given to Marks and Spencer is to change their leadership styles
based on the requirements and situations that majorly takes place (Leiber, Stensaker, and
Harvey, 2018). could be understood the code example of changing leadership style from
autocratic to democratic leadership style where managers and team leaders may effectively
get a range of suggestions from staff members that what changes are required to be made in
the organisation because then only sustainability can be improved in much effective and in

efficient ways. Strategic workforce planning is also something which may help Marks and
Spencer to improve the organisational performance because it has been analysed that work
force is the key asset for the company, which will improve overall organisational
performance of the company. All of these are said to be some of the recommendations that
are required to be undertaken by Marks and Spencer because then only company may become
able to sustain in today's competitive business environment. In spite of the fact that customers
assume a function in the viability of an organization, a business should likewise recognize a
fitting degree of value for the items or administrations gave. The key is zeroing in on an
offset of value with practical arrangements. The objective of any business is improving the
items without surpassing a set spending plan or value range.
Authoritative initiative requires dynamic support in the different cycles. Request experts in
various zones from the business for guidance about improving the items without expanding
the expenses for materials. Examine approaches to lessen the time needed to achieve explicit
objectives without scaling back the nature of the end result or administration.
By including various experts from different fields in the workforce planning, a pioneer picks
up numerous viewpoints and thoughts regarding better approaches to improve the Marks and
Spencer.
CONCLUSION
From the above report it has been summarised that leadership and management
practices play an essential role in an organisation. Their main objective is to provide direction
to employees to attain organisational goals and objectives in predefined time period. They are
responsible to make decisions in the favour of firm. In this context, they can classify
operational and functional activities of firm in different divisional structure. So the
organization exist for a purpose that managers are in place to ensure that they achieve its
objectives as well as they do it so by tapping the capabilities and skills of their employees.

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