Marketing Processes at Marks and Spencer

Marketing Processes at label and SpencerThe organization Ill be concentrating on go forth be Tesco insert and tag and Spencer. I chose to analyze cheek doings in Tesco and Marks Spencer due to having communication access. I would comfortably get information close these organizations.Tesco plc is an UK- based international grocery and general merchandising retail chain. It is the largest British retailer by both global sales and domestic market sh atomic number 18, is the worlds third-largest grocery retailer, and is the fourth- largest retailer behind Wal-Mart of the United States, Carrefour of France, and the home entrepot of the United States.MS is an international association, which spreads through Europe, North America and Asia. MS is the largest and the come beforeing variety store retailer in the UK. New vane and product causement over the last ten years in fast-moving consumer untroubleds sectors in the UK is that many of the most original and successful initiati ves imbibe been interpreted non by manufacturers but by retailers.The aim of this report is to project agreement demeanour in concern with the at a lower placestanding of those figures that influence communitys behaviour in the usageplace.2.1Different constitutional social organizationsEvery organisation with more than one somebody take a anatomical body construction so that get toers assume vindicatedly defined roles and atomic number 18 conduct about the roles of some others.An organisations social organization is often presented as an organisational chart which go away show how prudence is organised vertic tout ensembley with layers of hierarchy and horizon long-stalkedy by function, product or division. The chart de give out make clear who is liable for what, who is responsible to who and who to go with problems and queries.There argon three main types of organisational structure tall hierarchical, prostrate and matrix hierarchical.Tall this type of s tructure bequeath realise more than 4 trains of structures and sail of defy is average of 6 people reporting. This causes a distraction in communicating because there argon a few people in charge in this persistent stretching triangle. Bureaucracy has control in this type of organisation. Role burnish is the way they work, good promotional aspects.Example of Tall Structure instantly this type of structure will overhear less than 4 levels and e-mail of control is about 25 people, usually higher. They have a good level of communication because they have only one or both people in charge that they rump report to. Use great role culture type of team work structure, have less promotional aspects. Wide and short triangle appears if drawn.Example of Flat Structure hyaloplasm Matrix type of structure is when the work is spread out to other employees. They usually work in teams so their culture is task. Advantages ar they tail work more efficiently and strainedExample of Ma trix structure cypher 1Project 2Project 3Project 4Project 5Project 6Project 7Project 8Employee 1--Employee 2--Employee 3--Employee 4-- net Autonomy (doctors, lawyers, dentists etc). Everyone has equal power so clash of powers and conflicts can happen.Organisational shadeOrganisational culture is complex and multi-faceted. elaboration is intangible and imprecise. It withal changes over time. Culture encompasses standard patterns of behaviour and plays an important role in shaping our purchasing patterns. It stems from traditions, beliefs and determine of the community in which people live. It is the complex of values, ideas, attitudes and other purposeful symbols that serves humans to communicate, interpret, and evaluate as members of society. There are four types of organisation culture role, power, and task and person culture.Role culture is have sexn as a bureaucracy. In role culture demarcation comes inaugural so it creates a highly structured, stable company.Power cult ure is like the spiders web. mavin undivided is in charge of the organisation in the centre contact by others involved.Task culture is antic or project orientated. Individuals authorize with discretion and control over their work, is flexible and adaptable.Person culture is where the somebody is the focus of the organisation. Examples are doctors , solicitors and dentists.Tesco structureTesco structure seems to be a tall structure. There are six work levels at heart the organisation. This gives a clear structure for managing and controlling the organisation. Each level requires occurrence skills and behaviours.Work level 1 frontline jobs staff who industrial plant directly with customers doing various tasks in store, such(prenominal) as filling shelves with stock. They require the efficacy to work accurately and with warmth and to interact well with others.Work level 2 lead a team of employees who deal directly with customers. They require the ability to manage resources , to trim targets, to manage and motivate others.Work level 3 running and in operation(p) unit. They requires management skills, including Planning, Target setting and ReportingWork level 4 supporting operating units and recommending strategic change. They require good knowledge of the line of work, the skills to give out information and to make decisions, and the ability to lead others.Work level 5 responsible for the performance of Tesco as a whole. They require the ability to lead and direct others, and to make major decisions.Work level 6 creating the purpose, values and destinations for Tesco plc. debt instrument for Tescos performance. They require a good overview of retailing, and the ability to build a vision for the future and lead the whole Organization.Marks and Spencer has a flat organisational structure. The backing lost a number of layers of authority through delayering which meaning that employees throughout the business have more responsibility. This enab les them to make quick decisions and justifying actions that have been taken. The organisational structure of MS means that most employees had to cover for the decision do. to a fault this, it is to a fault prerequisite to make those decisions quickly since there is a carry on that one single employee was expected to do. Training and development is therefore necessary to en accredited that these employees. It should be noted that most of the roles taken up at heart MS are specialised. Therefore, employees exigency to be empowered by article of belief them new skills in their new area or career.First of dress hat practice requires that there should be lean organisation structures within the company in order to encourage team work. This is exactly what MS has through it has accommodated this as fall in of its strategy. Decision making is not as centralised as it used to be before therefrom necessitating the make for training and development.SummaryHere as we can see Tesco has a tall structure and role culture is the way they work whereas MS has a flat structure and power culture team work. twain organisation structure and culture are varied. relationship between organisations structure and culture and the effects on business performanceOrganisations must have a formal structure in order for work to be carried out efficiently. It is necessary to divide work into groups or sections into a particular function to prevent duplication of efforts in order to maximise their particular(a) resources. Because an organisation compromises of people there is also an informal organisation with antithetical interlocking relationships, which gives nurture to incompatible behaviours, attitudes, individual perceptions and level of ability and aptitude. When people deliberately come together to fulfil a specific goal there are particular trustworthy ways to behave, speak and interact. This gives rise to organisational culture where it may be formed intentionally or unknowingly to its members by the behaviours of influential members, not necessarily personnel high up the hierarchy but by members who exercise different forms of power within the organisation. This relationship will now be individually examined in the different types of organisational structure associated culture and their influence on their employees resulting in their level of business performance.Business performance in a tall organisation structure can be affected by the length of time it takes for the electric current of information through the levels of hierarchy making the organisation inflexible decelerate to adapt to the political, economic, socio-cultural, technological, environmental and legal factors. It has a narrow span of control causing tight control restricting freedom and empowerment which affects motivation. The level of motivation employees possesses affects their out pitch affecting business performance. Employees do not have a clear idea of the big pict ure. Its highly bureaucratic record influence role culture.In contrast a flat organisational structure possesses greater flexibility to the PESTLE factors due to its reduce levels of management, ensuring greater survival. The wider the span of control and greater levels of communication may encourage creativity, initiative and ability to make decisions giving the feeling of empowerment, resulting in motivated workers, which affects business performance. This is also dependent upon the individuals personalities and networking relationships within the organisation. If people refuse to work together or perceive what others say it could affect employee relations and output affecting business performance. The culture found in flat organisation structure is that of power culture.The relationship between culture and business performance depend on how strong culture firms learn from and react both their own experiences and changes in their environment. It also confirms behavioural consiste ncy so that there is less populate for debate between different groups about the organisation goals.Factors that influence individual behaviour at workThe ability to learn from experience will affect individual at work, other factors that affect an individual behaviour at work including ability and aptitude, abilities are things that people can do, or are good at, and this is believed to be inherited. Aptitude is the capacity to learn and develop abilities or skill. Another factor is the individual attitude. Firstly individual to work that is their perspective on working, management, acquaintances and the organisation and the organisation and their attitude at work which is their stance or standpoint about politics, religion, education, and whether they choose to agree or disagree.Perception is the way an individual mentally sees things and this exempts why people have different views because they perceive things differently. This is why communication within the organisation has t o clear so that one receives the same core intent of the message.The last factor is the individual personality. Personality is the total pattern of characteristic ways of opinion feeling and behaving that constitute the individual distinctive method of relating to the environment.Approaches to management and leadershipOne of the most important functions of an organisation is the management. Without this function or section there will be no rules, procedures, discipline, motivation, culture and so on. The principles of management and leadership will be divided into a number of sections to be analysed in detail. Most of these theories and modalitys will be related to TESCO and MARKS AND SPENCER for a wider discussion and explanation.Management StylesManagers have to perform many roles in an organisation and how they handle various bunks will depend on their style of management. A management style is an overall method of leadership used by a manager.The most common style theories are grouped under the classification autocratic style , democratic style and laissez faire style. coercive style is sometime known as exploitative, authoritative or military style. Autocratic style is the type of management where there is only one person in charge that has total control. Under this style of leadership all policies and decisions are laid down by the leaders. Subordinates have just to put into practice. They are not allowed to give their opinion or suggestion thus the leader is expected to do everything in terms of decision making.A democratic style of management has many advantages as it motivates employees through job rapture and team spirit. It makes them feel valued if they are taking part in decision-making, and this will help the organisation to get its objectives. There is more contact between managers and its workforce. They will be able to get to know each other and this could lead to them being able to work bust together if they socialise. However, there are disadvantages to this type of management style. Consulting the workforce can be time consuming which will slow down decision-making. individuation style is a style where most of the decision and policies are unyielding by subordinates. Managers intervene very rarely in emergency cases. close everything is left upon subordinates. Every member of the organisation opinion is taken into account when making decision.Different motivational theories Motivation is a process in which people between alternative behaviour in order to achieve personal goal.Motivation is the result of an fundamental interaction between the person and a situation it is not a personal trait. Its the process by which a persons efforts are energized, directed, and sustained towards attaining a goal.Energy a measure of intensity or drive.Direction toward organizational goalsPersistence exerting effort to achieve goals.Motivation works best when individual necessitate are compatible with organizational goals.TH EORIES OF pauperismThere are many motivation theories that attempt to explain the record of motivation. Some of the theories may be partially true and help to explain the behaviour of certain people at certain times.The motivational theorists focus on examining human demand considering how the unavoidably are met and can be better met in work. It may be defined as the processes that accounts for an individuals intensity, watchfulness and persistence of effort towards attaining a goal. Organisational behaviour (9th edition) by Stephen P Robbins pg one hundred fifty-fiveAmong various behavioral theories embraced by American business are those of Frederick Herzberg and Abraham Maslow. Herzberg, a psychologist, proposed a opening about job factors that motivate employees. Maslow, a behavioral scientist and contemporary of Herzbergs, developed a theory about the rank and gladness of various human require and how people pursue these motivations. These theories are wide cited in the business literature.MASLOWS MOTIVATIONAbraham Maslow suggested that human of necessity operate at a number of different levels. In fact he classified advertisement human need under five different levels namely physiologic needs, security needs. Social needs, esteem needs and self realisation/actualisation. This different of need can be presented as followsPhysiological needs For Maslow this is the first level of needs that individuals have to satisfy because these needs are primeval / basic. Physiological needs are those required to sustain life, such as Air, Water, Food, and Sleep.Safety/Security Needs Provided that physiological are adequately live up to that security needs will influence on behaviour. Security needs include protection against physical and physiological harm. Such needs include the need for job security, age, industrial accidents, and illness. Many organisations try to satisfy these needs by providing a desire for steady employment, health insurance, saf e neighbourhoods and cherish from the environment.Social needs This level of needs is touch on with mans need for love, acquaintance acceptance, attachments and families help fulfil this need for companionship and acceptance, as does involvement in social, community or religious groups. In organizations people tend to wedlock different groups to satisfy their social needs. By forming groups and encouraging sufficient interaction among employees. Managers can make sure that their subordinates social needs are satisfied. compliments needs -. This level represents peoples higher order needs that is man needs for self respect, and apprehension by others. The need for success self confidence, deferred payment and appreciation of proceeding are all examples of esteem needs. It is this area in particular that managers can play a significant role in satisfying the needs of their employees, namely by rewarding high achievement with recognition and appreciation.Self actualisation need s The highest of Maslows hierarchy of needs is the need for self actualisation. This represents the apex of all men needs. Self-actualizing people are self-aware, concerned with personal growth, less concerned with the opinions of others and interested fulfilling their potential. Maslow describes the self actualisation needs as follows a musician must make music and at least must paint, a poet must write, if he is to be lastly happy. The self actualisation need is the most difficult to address. In an organisation context, a manager can help by impressing and challenging job to master so that they can in their work.Criticism of Maslows theoryMaslow theory is too rigid, that is it is assume all individuals have five level of need and all of them follow the same order. It is not a complete theory of motivation, because it only explains motivation of human needs.3.7 FREDERICK HERZBERGS MOTIVATION AND HYGIENE FACTORSFrederick Herzberg examined motivation in the light of job content and contest. His dual process theory is a job enrichment theory of motivation. It describes needs in terms of satisfaction and dissatisfaction. It is a two-step process. First provide hygienes and then motivators. One time ranges from no satisfaction to satisfaction. The other time ranges from dissatisfaction to no dissatisfaction. (Buelens M., Broeck H., Vanderheyden K., Kreitner R. Kinicki A., 2006, p 186). Therefore, Herzbergs theory is also known as two-factor motivation theory.Hygiene factorsAccording to Herzberg hygiene are those which do not lead to motivation but these factors prevent de-motivation. At a more simple level firm managers should make sure that the employees have the necessary hygiene factors so that there wont be any dissatisfaction at work resulting to a decrease in motivation. His study reveals the following as hygiene factorsCompany policy and administration chargeRelation with supervisorWorking conditionsSalaryPersonal lifeRelation with subordinatesStatusSecur ityMotivatorsAccording to Herzberg motivators are those factors which lead to satisfaction and wherefore can motivate employees at work. When employees are deprived of these factors there will be dissatisfaction leading to reduction to motivation. However if employees are provided with these factors, they will sure be motivated. The main motivators areAchievementRecognitionThe work itselfResponsibilityAdvancementGrowthCriticism of Herzberg theoryThe conclusion about factors that caused sadness and motivators are not totally acceptable. According to critics the difference in sources of satisfaction and dissatisfaction are the result of intrinsic defence mechanism. People are inclined(p) to seek their own achievements and to ascribe their dissatisfaction more to obstacle on the part of management.Relationship between motivational theories and the practice of managementMaslow theory does not fully explain motivation his hierarchy of needs is generally accepted and applied in practi ce mainly for the following reasonsThe hierarchy is simple to understand and make sense.The theory highlights important category of needs.The distinction is made between higher and lower needs.The importance of personal growth and self-actualisation in the work context is impressing upon managers.In most countries organisation are highly successful in satisfying employer lower order needs. Physiological are satisfied by paying salary and providing fringe benefit, social needs are satisfied by allowing employees to interact and associate with one another. repute needs is of giving responsibility a title that commands respect, meaningful work, activities, recognition at high achievement.