A sense which energizes controls and maintains individual’s behavior at workplace is generally known as motivation. To quantify an individual’s level of motivation is challenging (REEVE, 2009). However, successful companies are evident of presenting motivated employees generating higher value and lead to more extensive levels of achievement. This is why management of motivation plays vital role in element of success in any business. Motivation of employees works as core of the company. Motivation is essential for the reason of allowing a person as a leader to meet and even exceed the organizational goals in time. Salary may pull many of the employees to work with full potential but not in all cases (LOWMILLER, Joe, 2013).
Motivation is a cluster of ‘internal’ and ’external’ factors that made people stick with their job, role, or subject to exert persistent effort by putting the energy in order to attain desired goals. Basically being motivated means that a person takes pleasure from what he or she is doing, and are not much concerned about the external rewards. Some of the employees of the companies do little, miss deadlines; most of the time needs supervision and corrections whereas there are still those people who focus on their work by avoiding the external hurdles, do not complain and take them as challenge (KVAKHADZE, Salome).
These kinds of employees are not from any other planet they are motivated employees. Several theories or approaches are given to motivation. Some of them believe that role of social process in the organization is dynamic, as long as feeling of belongingness is more important than money. While others believe that organizational reward method is a great idea to motivate the employees. This is not a single approach to motivation, each of the employees or individual has its own ‘need theory’. (KVAKHADZE, Salome)That is where the managerial skill is needed to exercise to know what motivates employees more (REEVE, 2009).
Leading retailers like Marks and Spencer gives an opportunity to work with the people from different backgrounds. They believe in collaboration of people on projects which motivates each individual of the team to come up with new idea and solution by discussing the benefits of each. Working in group is the part of M&S business structure and taken a long way to this brand. Leader of a teams are competent to maximize team performance by having strong analytical and organizational skill, commercial mindset and communication. They believe in some key components to motivate individuals for effective teamwork (KOKEMULLER, Neil ).
Communication plays vital role to motivate employees for an effective teamwork. Team leaders of M&S communicate internally with their team, with the clients and the bodies working in collaboration of the company. It lifts their enthusiasm by exchanging their ideas in groups. (KOKEMULLER, Neil ). For example if a photographer communicates well with the model, spot boys, editors and concept developer; that motivates to bring the best out of her/him. The photographer comes up with the best pictures just by exchanging his ideas to co-workers.
Shared goals ideally motivate all team members of M&S to work together to meet their meaningful goals. Instead of team leaders other team members also participate actively in the development of team goals that let them stay enthused throughout the process (KOKEMULLER, Neil ). Team leader in M&S make sure that goals are focused and clear to the entire team to reach the level of excellence. For instance if company is going to introduce a new collection of clothing on a special occasion like Christmas, all the members of team will be providing their efforts by focusing on the ends they are going to get. If they are going to launch it by 1st December the team must be done by 30th November night, with the completion of cloths, their display and every other objective.
Defined Work Processes
Marks and Spencer believes in establishment of duties of team members, defined responsibilities of employees and work process within time frame. Clear work procedures assist each team fellow to recognize his role within the team according to his strengths and his requirements to collaborate as projects move along (KOKEMULLER, Neil ). For example if graphic designer holds a camera or photographer holds the design work things can go wrong there. But if a photographer holds his camera, designer holds his pencil, leaders keep leading or motivating, models keep posing, stylist keep styling, and all the team members keep on working in their capacities results will be satisfactory for the company.
This involves a high level of self-esteem for each of the member. Members of M&S view themselves as a part of something broader than themselves, and this push benefits the team. While discussing the conflicts team members manage to learn new viewpoints professionally (BENJAMIN, Laura). M&S encourages the team member by letting them resolve to conflict calmly and rationally. Team interaction ignites the idea to every team member to come up with the broader range of abilities (KOKEMULLER, Neil ).
As M & S built their business internationally and succeed by few guiding principles inspiration, innovation, integrity and in-touch. Being an enthusiastic business entity M & S motivate their employees and customer to have confidence in their quality of dealing. Firstly designing new things motivates customer, and boosts employees to improve the business. Secondly experimentation with the new concepts enthuse many buyers and employees. Thirdly challenging aspects are at prior instead of easy things to maintain the status of a company. Last but not the least staying in-touch with the customer, employees and communities in all territories; to know what is important is essential for the company (M&S, 2015).
M&S keep on offering various schemes to encourage the employees to work hard and maximize their performance. The program ‘Spotlight’ aims to acknowledge retail staff delivering exceptional services in their zones. To motivate their employees the scheme offers into a ‘star of the month’ award at store level, a ‘star of the quarter’ at regional level and a ‘star of the year’ at national level (PATERSON, Jennifer, 2010). Not only existing employees but M&S attract fresh minds to work with them. Initiation of Marks and Start welcomes single parents, people with physical disabilities and people who are homeless or at the risk of homelessness. The people organization recruit has a commonality of learning, growing and developing. A wide range of programs provides work placements and training sessions in the store through the business across the UK to engage maximum number of people (M&S, 2015).
Change Management in M&S
Mark & Spencer is the leading food and non-food retailer around the world and their mission is to provide with excellent quality products to their customers, their other mission is to provide best customer service and great atmosphere. M&S has carried out change management since the time when they found that it is the very important thing in order to survive in the market (Anderson & Anderson, 2010). M&S looks on this approach by their customer’s angel and from the angel of the organization. M&S believes on it that organization can only get success when the employees way of thinking, working style, and their performing activities. (Schein, 2010).
Now a day, M&S is facing a great extent of competition from the competitors like TESCO, ASDA & MORRISON. Most of the companies now a days focusing on increasing their product line and by using the best technique of marketing, for example the 4P’s. TESCO is the biggest retailer in the market with more than 2500 products in the store and their strategy of increasing the products day by day in order to retain their old customers and to attract the new customers, for that they have strong R&D team that helps the upper management and they use right place, right process, and right product for the right people in order to increase their sales with the slogan “EVERY LITTLE HELP”. In Harvard Business School Korter introduced the eight steps of model of change that help organization to implement the desired change successfully and carefully and also on urgent basis. (Mind Tools, 2011). According to Crevecoeur (2010), the first step consists of creating a sense of urgency as M&S try to communicate the importance that the change is needed within the organization. Step two involves grouping and assembling within M&S so they can use their power and knowledge to fulfil and support the change effort. Step three is the formation of the vision that help to gain the strategic initiative in order to achieve the vision of organization. Fourth step is formation of group of people who are willing to go for a change in organization. According to korter International (2015), the fifth step removes all the obstacles by the M&S staff which are creating problems for the organization. The next step consists of the implementation and change within the organization as and it creates the connection in changing of the behaviour and organization success, which will develop the success and leadership.
M&S also believes that the company has to look out for the possible changes that can help them to achieve success like environment change, employee rules, regulation changes and the change in the structure, this strategy would help M&S in order to make them powerful to seek opportunities and to fight against the challenges, this methodology could be adopted by establishing corresponding change in their business environment like policies and the technology. (Markides, 2013). Change management focuses on how the people are affected by the organization transition. It has three perspectives that include the adapting to change, effective change and controlling change. (Hatch & cunliffe, 2012).
ADKAR model looks on five main key phases which every individual will experience during change.
The first thing is the awareness which is built up by the communication with all stakeholders, the desire is the engagement and participation in the change in order to achieve the goal of sponsorship and good management. The third step is the knowledge of giving coaching and training to the employees by identifying the required outcomes of the change management. ADKAR is the useful model in order to plan and execute the employee work in the change management team. It also allows M&S to implement the changes with the help of skills and techniques of the individuals. This ability allows M&S to implement the change and to assess the performance that has been done by the employee for the change to make the organization better. The last part is the reinforcement that allows the M&S to build up the culture and the change they have achieved up the change till now.
The example of change management in M&S is the company’s payroll system which was outdated and they have to implement the new system in order top improve consistencies across all the stores. But the problem was transferring 20 years old data to the new system, they opted the SaaS solution and with the help of that, all their data was transferred to the online cloud backup and then they transferred it to the new system easily (Faragher, 2014).
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