Organizational Development Strategies at Marks & Spencer: A Report

This report examines the relationship between organizational change and organizational development, focusing on Marks and Spencer as a case study. It discusses how organizational changes, involving modifications in processes, technology, and structure, are essential for gaining a competitive edge. Organizational development, a planned effort to enhance company effectiveness, is also explored. The report applies Lewin's change management model, detailing the unfreeze, change, and refreeze stages in the context of Marks and Spencer. Recommendations for future organizational development strategies are provided, including employee-centric changes, performance management improvements, employee satisfaction initiatives, and the creation of a more diverse workplace culture. The report concludes that integrating organizational changes with effective development strategies is crucial for Marks and Spencer's success, emphasizing the importance of employee involvement and adaptation to changing market dynamics.

QUESTION ANSWER

Table of Contents
INTRODUCTION.....................................................................................................................................3
MAIN BODY.............................................................................................................................................3
CONCLUSION..........................................................................................................................................5
REFRENCES.............................................................................................................................................6

INTRODUCTION
Organizational changes are described as modifications in structure, culture, technology or any
other internal factors data required to be done in order to enhance productivity of a company. On
the other hand, organizational development is defined as plant effort that is being implemented in
order to enhance effectivity of a company (Kreuzer and Tomaschitz, 2021). In the following
report the company which has been taken is Marks and Spencer that is a UK based retailer. The
report discuss links between organizational changes in organizational development by
implementing change theory. Furthermore, some recommendations about future organizational
development strategies are also being provided in the report.
MAIN BODY
Organization changes generally involves modification in process, technology and structure as
well as model in order to gain competitive advantage in the market. To become successful in this
rapidly changing world it becomes very important for the company to adapt environmental
changes that could be both external or internal. Organizational changes facilitate Marks and
Spencer in enhancing skills of employees, creating growth opportunities, enhancing customer
demands and become competitive in market. On the other hand, organizational development is
defined as plant effort taken by the company to enhance effectiveness along with executing
organizational changes effectively. Organizational development is concerned with focusing on
one certain area of change that might be related to enhancing skills of employees, developing
human potential, Building workplace environment and many more.
Lewin’s change management model
This model was proposed by Kurt Lewin in the year 1950 who has divided process of changes
into three stages namely unfreeze, changes entry freeze. In case of Marks and Spencer, the
implication of this change model has been explained below
Unfreeze
This is the first stage of change management model that helps the respective organization in
analysing how things will work now and understanding what needs to be changed in order to get
intendent results (Yahya, Jamil and Farooq, 2021). For instance, if the company wants to bring
removed working changes in the workforce then it has to communicate with everyone including

employees. The respective company has to inform its employees about organizational changes
along with provide them training about how this modification will work that will be related to
organizational development.
Change
This is the second face off the model features implementation stage where to require changes are
being put into action. For instance, to implement remote working modification the company
needs to execute strategies into actions by providing employees working facilities from different
geographical areas (Shapovalov, Butko and Shapovalov, 2021). The respective company also
needs to keep supervising process of changes along with communicating with employees about
providing their support to bring this change.
Refreeze
This is the last stage of change management model that helps the company avoiding failing of
changes implemented in the workplace (Mehlis, Locher and Hornberg, 2021). For instance, to
ensure that the required remote working change is performing effectively the respective company
needs to take reviews from employees about how they are feeling. By taking feedback from
employees versus the company in analysing how effectively the change has been applied.
Recommendations
Following are some suggestions that the respective company could implement in order to elevate
process of organizational development
 The respective company is required to make changes about employee centric along with
making workers aware about organizational development. Leaders of the company are
required to be more open to positive modifications.
 The respective company also needs to focus on performance management by providing
employees proper training and development programs. The respective companies need to
adapt and change strategies according to changing dynamics so that they could explore
endless opportunities to enhance engagement along with productivity of employees.
 The respective company also needs to understand that it must satisfy needs of employees
along with organizational development. Satisfied employees would be monumental in

providing organizational changes more effectively. By keeping employee satisfied the
respective company could be able to implement organizational changes more effectively
as employees will take active participation in it.
 The respective company also needs to reconstruct organizational culture bye executing
more diverse workplace environment for employees. It will help employees in
understanding different cultures and background along with adding diverse talent in the
company.
CONCLUSION
From the above discussion it has been determine that organizational changes and organizational
development are two different factors that are linked with each other. In order to implement
organizational changes effectively it is very important for a company to execute development
strategies that could assist them in explaining employees about required modifications. From the
about change management model it has also been analyse that it is very important for companies
to involve employees while executing any organizational changes at workplace.

REFRENCES
Books and Journal
Kreuzer, V.I. and Tomaschitz, M., 2021. Organizational Challenges in Automotive
Development. Systems Engineering for Automotive Powertrain Development, pp.123-
146.
Mehlis, A., Locher, V. and Hornberg, C., 2021. Barriers to organizational health literacy at
public health departments in Germany. HLRP: Health Literacy Research and
Practice, 5(3), pp.e264-e271.
Shapovalov, V., Butko, L. and Shapovalov, V., 2021. Organizational and legal study of
quarantine restrictions in the spread of coronavirus disease in Ukraine. SSP Modern
Pharmacy and Medicine, 1(2), pp.1-12.
Yahya, S., Jamil, S. and Farooq, M., 2021. The impact of green organizational and human
resource factors on developing countries' small business firms tendency toward green
innovation: A natural resource‐based view approach. Creativity and Innovation
Management, 30(4), pp.726-741.