Analysing Pret a Manger's Structure, Culture, People, and Performance

This essay examines the organisational dynamics of Pret a Manger, focusing on the interplay between its structure, culture, and human resources and their impact on overall business performance. The introduction provides a brief overview of the company, its operations in the fast-food and hospitality sectors, and its international presence. The main body delves into the analysis of the relationship between structure, culture, people, and organisational performance. It discusses Pret's divisional structure, which is well-suited for its geographically diverse operations. The essay then explores the role culture adopted by Pret, where employees are guided by rules and regulations to achieve company objectives. Furthermore, the essay highlights the importance of human resources, including chefs, managers, and waiters, in delivering quality service. The conclusion reinforces the interconnectedness of these elements and their combined effect on Pret's success in the global market. This essay is contributed by a student and is available on Desklib, a platform designed to provide study tools for students.

Introducing the
Modern Workplace

Table of Contents
INTRODUCTION.................................................................................................................................2
MAIN BODY........................................................................................................................................2
Analysing the relationship between structure, culture, people and organisational performance........2
CONCLUSION.....................................................................................................................................6
REFERENCES......................................................................................................................................7

INTRODUCTION
Organisation is a place and a body where numerous of individuals work on different
operations and functions in order to achieve the goals and objectives of company.
Organisation is a broad word which defines a business operating in the marketplace for
different purposes and in different industries (Erasmus, Strydom and Rudansky-Kloppers,
2016). There are several different kind of structures and cultures which are followed by
different organisation. The selection of structure is dependent upon the size of the
organisation its nature and its scope. The current report is developed for Pert a Mangerwhich
is an international sandwich shop chain based in UK. the company deals in fast food industry
and hospitality sector which was founded in 1983 by Jeffrey Hyman. The company is
popularly known as Pret and headquartered in London UK. Main products which is offered
by Pret are sandwiches, salads, sushi, soups, coffee and other snacks. The report covers the
relationship between culture, structure, people and performance of the organisation. This is
an essay which is prepared for Pret evaluating the relationship and importance of culture,
structure and people of the organisation and their impacts on the performance of the
company.
MAIN BODY
Analysing the relationship between structure, culture, people and organisational performance.
Organisational culture structure people and performance are interlinked and works hand in
hand. All these four factors are most essential elements of a business and work according to each
other and in aligned manner. Pret is a sandwich shop which is operating internationally serving to
various different markets around the globe. These markets are very large and potential for the
business where people prefers a good quality and tasty food which is ready to eat (Uhl and Gollenia,
2016). These marketplaces are UK which is the domestic market of Pret in international markets read
serves and established its business in the US, Hong Kong, China, France, Germany, Dubai, Singapore
and Denmark. In the marketplace there are many different form of organisational structures cultures
and wide range of human resource available all these different variables are elaborated in the next
sections.
Organisational structures

A company is set up in a specific ways to accomplish different goals and in attaining those goals
the structure of the organisation place a very important role. Adopting a correct and a suitable
structure for an organisation is very important as it will help it to Foster its progress towards the
accomplishment of its objectives. The structure of the organisation is dependent upon the nature and
size of the company and also on the predetermined objectives for which it entered the marketplace.
There are basically 4 different types of organisational structures which are as follows:
1. Functional structure refers to that organisational structure in which the company is divided
into different groups and their particular purposes which automatically combines and
contribute to the ultimate goal of the organisation. The functional structure of entity has many
different operations according to the structure. Basically the company divided into different
small operational groups and there respective purposes for which each group work and
contributes their part to the ultimate goal of the company (North and Kumta, 2018).
Functional structure is the oldest and traditional structure which is very famous and used by
most of the organisation. It has one head to whom all different group of individuals reports
the top management takes all the decisions for the organisation and pass the orders to
different groups.
2. Divisional structureis the second most potential and commonly used structure and best
suited for the organisation who has different product lines that is a multinational and who
operates in different marketplaces that is in international markets. Divisional structure is
followed by organisation which is geographical diversity find and also diversify id through its
product lines. Each division contains the necessary resources and functions needed to support
the product line and different operations of the division (Aithal, 2017). In divisional
structure each division has their head to whom the subordinates reports and that individually
for leader communicates with the higher management. In divisional structure all different
divisions of the company whose decision making authorities for rapid and fast functioning of
the company in day to day activities and in case of emergencies.
3. Flat structureis recently developed and also known as horizontal structure. This form of
structure is mostly adopted by small organisations and start-up’s. It is not a suitable structure
for large organisation who have diversify and operations and deals in different product lines
with different projects and large workforce. In this structure many level of middle
management is eliminated enabling employees to make decisions quickly and independently
and developing effective communication directly which the higher staff. Flat organisation
transparency between superiors and employees and decision making power is shared among
them.
4. Matrix structureis another form of organisational structure weather reporting relationships
are set up as a grid or a matrix. It is a hybrid of a divisional and functional structure is most

commonly used by large organisations (Waxman, 2017). The structure allows the company
to take benefit of both the kind of structures that is functional and divisional existing in one
company. This form of structure increases the power of organisation as most areas of the
company are dually managed and supervised reducing chances of any mistakes or
misunderstandings.
These are few different forms of organisational structures which are present in marketplace and most
commonly utilised. Pret is an international organisation dealing in hospitality sector through their
restaurants. The company has their restaurants in very large markets which makes it geographically
diversified (Cokins, 2017). The best suited organisation structure which company is using is
divisional structure. The London headquarters are the main head office of its UK stores on the other
hand the New York city head office is the herb of the American stores. Blouse that companies using
divisional structure for operating into different international markets.
Organisational cultures
Organisational culture refers to the values believes, perceptions, principles, rules, language,
customs and manner that is behaviour in which an organisation operates and presents itself in the
external market. Organisational culture also works as the guide for all the parties associated with the
company and most importantly for the employees. Organisational culture directs and guides the
workforce in the right direction which is important for employees to follow in order to accomplish all
print the main objectives of entity (Zhu and et. al., 2017). Handy’sof organisational culture is used
to explain and evaluate the culture of Pret. According to Charles handy there are four different kind of
cultures which can be used by organisations to influence the behaviour and motivate there were force
these are as follows:
1. Power culture refers that in the organisation power and authority are held by just few
individuals who influence and make decisions throughout the organisation. Power culture is
swallowed and hold some rules and regulations which are essential for workforce to follow
and work accordingly for achieving the objectives of entity.
2. Role cultureis based on rules and highly controlled culture. Every member of the organisation
strictly follow all the rules in order to be effective in the job roles and responsibilities. Power
are divided into individuals and delegated to them according to their position and capabilities
in the organisation (Suša Vugec, Tomičić-Pupek and Vukšić, 2018). This form of culture
is typically e developed for tall organisations with a long chain of command is not suitable for
small businesses.
3. Task culturesuitable and perform by those companies where there are numerous teams and
also for those companies which works on project basis. In task cultured organisation all the

priority and importance are given to the objectives for which the entity is working. The
operations of the business are set according to the task and the culture of the company is
strictly e-mailed for accomplishing the task in the prescribed manner and in in given time
frame.
4. Person culturestates that employees of the organisation believes that they are the superiors of
the business. In person culture individuals are very much self concentrated and believes
themselves as a unique and superior to organisation and its motives. In Person culture the
entity only exist in order for people to work it is just a collection of individuals who happened
to be working for the same company (Castillo and et. al., 2017). The aims and objectives of
individuals or personnel’s are kept above the objectives of the entity.
From the above evaluation of different cultures present in an organisation the most suitable
organisational culture for Pret is role culture. This is the suitable culture for because it is specifically
and typically developed for tall organisations who are geographically diversified. The structure of
Pretis also divisional structure which highlights that every decision has their particular role, power
and resources for completing their responsibilities and contributing towards the predetermined
objectives of the organisation. Therefore, role culture is the most suited culture for Pret.
Human resource (People)
Human resource that is people or work force or personnel’s for employees or workers, these
are the synonyms used by organisations in marketplace for addressing there human resource. The
people associated with the company are the one who executes and implements all the strategies and
action plans of organisation into to the real scenarios for moving it towards the ultimate goals. Human
resource is one of the most important and essential a set of every different organisation or business
operating in the marketplace (Rothaermel, 2016). The people or human resource are the backbone of
business and also known as the pillars of organisation. Pret operations in hospitality sector which is
also known as service sector industry where company serves delicious food and mainly sandwiches to
their customers through different restaurant chains. The entity is developed in several marketplaces
which implies that the human resource associated with the company are also in large number and
belongs to different regions holding different backgrounds, skills, capabilities and experiences. The
human resource and talents required by Pret for their operations are the experts in hospitality sectors.
These experts are Chefs, restaurant manager and waiters who are are best in their field and exactly
know how to perform their respective job roles.
Relationship between structure, culture, people and their impacts on the performance of Pret.
Organisation culture structure and people are interrelated and work hand in hand according to
each other for attaining the ultimate objectives. As mentioned above all these three factors are

interlinked with each other and holds great relationship which the overall performance of company.
The structure Pret follows is divisional structure it is because the operations of the company are
geographical diversity side into various large markets. The Company deals in international market
places and work according to the trends of that particular market holding different head offices for
herbs for different marketplaces such as head office of London operates the restaurants present in all
over UK head office present in New York city represents all American restaurants of Pret. According
to this structure the culture of organisation develops and for which best suited culture it is role culture.
In role culture as discussed above different divisions have their authorities and resources to
accomplish their particular task and contributing towards the ultimate goal of the organisation (Uhl
and Gollenia, 2016). Pret follows role culture as motive of organisation is to serve best quality food
to its customers visiting its different restaurants in different marketplaces. Pret is present is different
marketplaces which shows that the needs and trends are different in all different markets. Implying
that divisional structure and role culture best suited for the entity. The third element is human resource
that is employees who work for it and on its behalf renders all different kind of services to the
customers. Human resource of Pret is also diversified as company employees those individuals
present in particular marketplace in American market for American restaurants employees are hired
from America. The powers and resources are commonly distributed among us all different employees
with the decision making authority. Ultimately all three elements work align each other developing a
relationship with the performance of Pret. The structure and culture of company are followed by
human resource and all other parties associated which enables the workforce to perform in best
potential manager takingguidance from the culture and reporting to the superiors according to the
structure for effective and appropriate performances (North and Kumta, 2018).
CONCLUSION
The above report is an essay on business management summarising that
organisational culture structure and people are interlinked and interrelated working hand in
hand for overall performance of organisation and attaining predetermined objectives of the
entity. The relationship of these three factors is very important playing a vital role in growth
and success of the business and its operations.

REFERENCES
Books and Journals
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management. Oxford University Press Southern Africa.
North, K. and Kumta, G., 2018. Knowledge management: Value creation through
organizational learning. Springer.
Rothaermel, F.T., 2016. Strategic management: concepts (Vol. 2). McGraw-Hill Education.
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