Report: Value and Contribution to Organizational Success at M&S

This report analyzes the change management strategies employed by Marks & Spencer (M&S) to adapt to a dynamic business environment. It examines the application of Lewin's change management model (unfreeze, change, refreeze) and the ADKAR model to facilitate organizational transformation, particularly focusing on the adoption of new technologies and digital platforms. The report highlights the critical role of the HR department in managing these changes, including raising awareness, fostering employee desire for change, providing knowledge and training, ensuring the ability to implement changes, and reinforcing positive outcomes. Recommendations are provided, such as conducting gap analyses, providing training, improving communication, and involving employees in decision-making. The report also explores organizational design considerations, including the nature of change, operational adjustments, and strategic adaptations necessary for M&S to remain competitive in a rapidly evolving market. The aim is to understand how M&S can maintain internal operations and enhance overall productivity.

Value and Contribution to Organizational Success
Introduction
Organization adapt itself as per the dynamic environment and set up the new strategy that is
much more efficient as well as effective. Thus, with the help of various department of an
organization such as HRM department as well as research and development-selected
organization make sure they come up with effective solution and adopt the changes
successfully.
Change management
Change management refer to the transition period where organization transform their goal as
well as objective. Thus, to sustain in competitive environment Marks and Spenser modified
the existing process or way of doing business by making the use of advance technology.
Moreover, it shifted its business towards online platform where company make the use of
digital media to promote its product and get the result at real time.
Lewin's change management model
Kurt Lewin which include three stages of changes that is unfreeze, change and refreeze
propounded this model. It became one of the most effective model that can be implemented
by Marks and Spenser Company in order to structure the changes effectively.
Unfreeze: Within this stage, company understand the importance of changes for its
business due to which they prepare for the changes and indulge into group discussion
methods. In relation to Marks and Spenser it is crucial step like with the increase in
digitalization company transformed the way of doing business. It became more technology
prone to engage the traffic for which company faced the resistance of staff. Thus, the role of
HR of selected company is to be to make the staff understand about the importance of
changes and need to change the existing habit in order to attain long-term success.
Change: It refer to the transition stage where staff actually starts to practice the
changes, which require time to change existing habit of doing work. Herein, the leader of
M&S Company motivates the staff to adapt new technology and change the process of
business by making relation with customer through electronic media.
Refreeze: Although staff accept changes and make the organization stable but still
there is a scope of employee getting back to existing habit on which they are more
comfortable. Therefore, the role of HR of selected company is to make sure internal member
constantly follow the changes even if the objectives are attain successfully. This practice
helps the organization and its employee to remain confidence and achieve their milestone.

Recommendation
ADKAR model
It stands for Awareness, Desire, Knowledge, Ability and Reinforcement, which is also, refer
as theory of change. Its purpose is to make the change management team, which can
anticipate changes and achieve the goal successfully. It is essential for selected organization
as well as individual to sustain changes and transform the method of doing business with the
help of digital platform. Further, it include training and development programmer that helps in
filling the gap and achieving objective successfully.
• Awareness: It refer to the requirement of respective company to adapt the changes
like with the increase in number of people working outside people prefer to shop online and
get the delivery of product at their places.
• Desire: It include the role of participation of an employed towards changes. For
instance, with the increase use of electronic media employee of respected company made
effort to accept the changes and work accordingly.
• Knowledge: It is a process or way to bring changes; herein M&S staff enhance their
skill and became technology prone.
• Ability: Ability means to carry forward the changes by the selected company on the
regular basis
• Reinforcement: It include positive (reward) and negative (demotion) technique to
implement the changes.
Therefore, this model assists the company to identify the changes and consistently
work on it to get desirable result.
HR role to manage the changes
Role of HR in managing changes and Organizational design in that respect: To better,
understand analyses the concept in respect of the change, which was happen in actual within
an organization. This is about the acceptance of the new technology in place of the old one
that are obsolete. HR plays an efficient role in binding the people together and encourage
them to work for the betterment of an organization. In context to Marks and Spenser which
operate worldwide so it analyses external factor and constantly accept changes to gain
progressive result. Hence, the role of HR department of M&S to manage changes and design
are stated below:
Effective communication: In order to manage the changes and design wisely the role of HR
is to make the staff understand the requirement of changes. For this respected company can
use quantified figure and tools which brings more clarity to worker. Thus, effective
communication about strategy and vision helps to bring transparency within workplace and
strengthen the relationship between employer and employee. Hence, desirable and continuous
interaction helps the business to attain goal successfully.
Run training and development session: Training programme helps employee of M&S
Company to groom their existing skill and knowledge. This brings transformation in
contribution of workforce as they accept changes to maintain the internal design or operation
smoothly. Along with that, such practice decreases the resistance issue as employee become
self-sufficient to understand the situation and work for the welfare of an organization.
Participation in decision-making: The HR manager of M&S can involve the employee in
decision-making process. This can include brainstorming method where staff put their views
forward. It not only helps in innovative thinking ability but also makes the employee
understand the external situation effectively.
Organization designs: It is a step-by-step procedure or structure that help workflow to
understand changes and develop plan in order to attain goal. The role of effective design is to
maintain internal operations and enhance overall productivity. Moreover, it empowers the
role of employee to remain committed towards the organization, which makes it easier for an
organization to accept the changes in short span of time. Additionally, it controls the
operating cost of company and offer excellent services to customer that helps business to
grow successfully. Therefore, organization design in terms of change in technology for Marks
and Spenser are defined below:
Nature of change: As the business operate in dynamic environment, which keeps on
changing due to which it, is essential for large organization to accept the changes and perform
effectively. In relation to Marks and Spenser, which experiences huge competitive pressure
because of which it can make suitable alterations. Further, respective company should not
only update the existing technology but also accept advance innovation.
Operations: The taste and preference of customer constantly changes, which makes it
essential for an organization to operate, replace the existing technology or obsolete ones. This
changes the organization design, which include communication flow, structure, and strategy
Recommendation
Identify gap: The HR of M&S should conduct gap analysis on the regular basis to identify the
actual position and desired position. It helps the company to enhance its existing practice or
implement the better ones to support the business growth. Moreover, HR can associate the
incentives with the target which help them to remain encourage and carry forward the changes
effectively.
Training: HR should not only provide training to the new staff but also improve the skill of
existing employee. This helps in generation of challenging team that remain determined to
carry forward the changes and implement them effectively to attain shared objective.