Evaluation of Organizational Design and Change at Marks and Spencer

This report examines the organizational design and change management strategies implemented by Marks and Spencer. It explores how organizational design is affected by factors such as legal, political, and technological changes, and how these impact the company's ability to adapt. The report highlights the importance of organizational redesign in retaining employees and meeting customer needs. It delves into the background of change management, including Kurt Lewin's three-step change model (unfreezing, changing, refreezing) and its application within Marks and Spencer. Furthermore, the report emphasizes the crucial role of HR in managing and leading change through communication, training, and problem-solving. It also discusses HR's involvement in talent management, development management, and the creation of agendas to set organizational goals. Finally, the report offers recommendations on how HR practices can facilitate and implement changes effectively, including the adoption of new technologies, regular communication with employees, and fostering strong employee relationships. The report concludes by emphasizing the importance of these practices for organizational growth and successful change adoption.

VALUE AND
CONTRIBUTION TO
ORGANIZATIONAL
SUCCESS
(POSTER)

SCENARIO 2
Background of change management including theories and models of change
management
Change management: it is systematic approach to adopt the change with the transformation of the organization goals and technology. the
main purpose of change management to implement the strategies to controlling change and help the employee of the organization to adopt
the change. Marks and Spencer use Kurt lewin Change model in the change management.
Kurt Lewin's Change model: Kurt lewin developed 3 step change model which include the unfreezing, changing, refreezing. this model
represent for understandings the change process and create the perception that change is needed, then moving toward the new.
• Unfreezing: it is the initial step of the organization change. This step is to create awareness of the change and current level of
acceptability. In this step organization help the employee to understand the change and trained them about the changes. Communication
is most important in the Unfreezing stage so that the employee can informed about the change and know the logic behind the change and
how this change can bandits for the each and every employee. Marks and Spencer gives the proper knowledge about the change which help
the employee to accept the changes and also provide the detail which they need for the adopting the change.
• Changing: after the unfreezing stage employees who are unfrozen about the change then they start to accept the change and
begin to move. In this step when employee except the changes then they faced the new reality and learn about the changes like new
behavior, process, way of thinking. Throughout the process, employee should know the reason for the change that help them for the fully
implementation. Marks and Spencer train the employee about the and help them to adopt the change.
• Refreezing: this is the final step of the Kurt lewin model. In this step all changes are accepted by the employee and the
structure has regained its effectiveness and make sure the new organization becomes their standard. Refreezing gives the opportunities to
the employee in the new organization and take full advantages of the changes. after the all change were made Marks and Spencer company
provides the training to the employee which help them to adjust in the new change and gives them full advantage of the changes.
HR plays one of the most crucial role in managing and leading
change.
HR plays the main role for the expecting the change for the employee. HR helps the employee to adopt the
changes and use these techniques for the change management and also take care of the need of the
employee at the adopting the change.
•Communication: Communication play the main the role in the managing the changes and it is the best
way to solve the any problem. HR of the Marks and Spencer group regularly communicate with the
employee which help to understand the problem which are employee facing at the time of change adoption
and help them to resolving the problems and it helps to adopt the change easily .
•Training: Training helps the employee to adopt the change and provide the solution about the change.
HR of Marks And Spencer group provide the training to the employee about the all changes which is
make by the organization. It helps the employees of the organization at the time of adopting the changes.
•Providing the solution: HR needed to provide the solution of the problems which are facing by the
employees at the time of adoption of the change. HR of Marks and Spencer group always ready to
provide the solution of the employee's problem which help them to resolve the problem in the
organization.
•Create agenda: HR needs to be create the agenda which help to set the goals for the employee and the
organization. it helps to reach the specific goals for the company and also for the employees. HR of Marks
and Spencer create the agenda which help them to set the goals for the company and the employee for the
adopting the change and help them when change is making in the organization.
Organization design is a process which is used by the organization improve the internal capability to find
the current and future requirement and step by step process identify the work flow and the structure and
system. HR plays the main role sin the Organization Design. It includes the Excellent customer service,
job design, productivity development and analysis.
Talent Management: HR recruit the highly skilled employee for the current and future need of the
organization. HR also develop a system which help to improve the skills and talent of the existing
employee's. HR of Marks and Spencer recruit the Talented employee's they able to fill the requirement of
the company for current time and the future as well. Talented employee addressed the workplace issue
and resolve it without procrastinating and also help the other employee in improvement the workplace.
Development Management: Development management helps to find the resources of the training and
professional development and how to improve these resources which help the company for the growth of
the organization. HR of Mark and Spencer always find the resource of training and development which
help the organization to grow in the future and after the training the staff to be expert in the area of
the focus.
Evaluation of organization design which can respond and adapt to changes proposed
in Marks and Spencer
Organization design can be affected by the various factor and it includes the legal, political and the technological factor. It can be effect
the Marks and Spencer company. In this kind of situation company are not able to get out of quickly from this kind of situation and the
organization are not adopted quickly to maintain their resource they need to get out from this situation or becomes assimilated into other
organizations. Organizational redesign can effect the employees and they organisation will get less support from the employee's. Also,
there can arise conflict in Marks and Spencer due to changing and unpredictable environment. The redesign of the company effected the
environment and they need to design the structure according to the costumers need. This will help the Marks and Spencer to retain the
employee of the company also help to gain and attract the new employee for the company. In dynamic environment there might be
chances that company faces when they re-designing the structure. Like for example if there are changes in technology in external
environment, then it will also create more pressure on firm to follow it and company also need to apply these things on the firm. This can
impact on the growth of firm. These kinds of change adopt by the organisation in the organisation design.
Recommendation on how HR practices will take changes forward
and implement them
HR of the Marks and Spencer will take the changes and provide the proper knowledge about the change
to the employee which help them to adopt the change easily and also provide the training about the
changes which help them to work easily in the change it is good for the employs and the firm as well. HR
also take the new technology in the change which help them in the change adaptation and help them to
solve the issue in the adding the Change easily. HR of Marks and Spencer need to be communicate with
the employees in the regular bases which help them to understands the problem which facing by the
employee on the adoption of the change and how to resolve this kind of problem and also build the good
relationship with the employees which help to retain the employees of the company. It helps the company
to grow fast and adopt the change easilyss.
REFERENCES
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Appiah-Adu, K., Okpattah, B. and Amoako, G.K., 2018. Building capability for organizational success: An emerging market perspective. Journal of African
Business.19(1).pp.86-104.
Appelbaum, S.H. and et.al., 2018. Impact of business model change on organizational success. Industrial and Commercial Training.50(2).pp.41-54.

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