Marks and Spencer's Definition of Performance Management

  • Length: 910 words (2.6 double-spaced pages)
  • Rating: Excellent
Open Document

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

Text Preview

More ↓

Continue reading...

Open Document

Marks and Spencer's Definition of Performance Management

Performance management provides Marks and Spencers with needed
information on their employees. The information helps Marks and
Spencers develop the skills of the employees based on the information
collected at the appraisal, it helps recognise when training is
needed. Performance management helps M&S by improving their service by
having able workers that work to their full abilityand by improving
the relationship between workers and the company.

Here is Marks and Spencer's definition of performance management:
Performance management is a joint process that involves both the
supervisor and the employee, who identify common goals, which are
linked to the goals of the organisation. This process results with the
establishment of written performance exceptions later used as measures
for feed back and performance evaluation.’

A appraisal system is carried out evrery 12 months at Marks and
Spencer's. An appraisal system is when discucsions are made with
members of staff about what is going well, what can be improved and
how they would which to develop and other suggestions form workers.
These meetings are done by manager of M&S for the employees and are

A review plan is used at M&S to measure productivity. This form shows
if the workers have met the targets set at the meeting, for example is
a person at chashier as a set target to scan a certain number of
products every hour the review plan willshow if it was complete. This
is called scan rate operate targets. Performance Management at Marks
and Spencer's refer to this data to make sure targets are met, and
that all the workers are doing well. If targets are not met M&S can
set out courses of action to fix the problem for example giving the
workers more training. tHis isthelink between performance management
and training and development.

Performance-related pay

Performance related pay is when a business increases the pay given to
workers by the amount of effort put in, for example if an individual
or a groupof orkers meet all their targets and improve the quality of

Need Writing Help?

Get feedback on grammar, clarity, concision and logic instantly.

Check your paper »

How to Cite this Page

MLA Citation:
"Marks and Spencer's Definition of Performance Management." 24 May 2018
Title Length Color Rating  
Organizational Management Essay - This essay will examine three human behavioral issues that have evolved from the social sciences in the context of managing organizations. The case study that will be used to analyze these conditions and theories deals with The Portman Hotel Company-San Francisco. Three issues will be addressed in the following order: fundamental attribution error, Expectancy Theory, and Operant Conditional Theory. First, a brief description will be provided for each theory, then how the theories relate to the case study will be analyzed, and finally, recommendations will be provided in an attempt to correct or alleviate the management difficulties being experienced at the Portman....   [tags: Business Management Theory] 1776 words
(5.1 pages)
Powerful Essays [preview]
Essay on Training and Development and Performance Management - Introduction In order to define Human Resource Strategy, one must first understand the concepts behind an organisation’s business strategy and its HRM practices. Various definitions of ‘strategy’ exist, almost all of which boil down to the simple fact that it is the general direction of an organization, which it must strive to go in the long term. The responsibility of adhering to the business strategy falls on the managers, who must use the resources at hand, keeping in context with the business environment their particular organisation is in, in order to achieve the goals laid down in the strategy by the stakeholders....   [tags: Performance Management, Human Resources]
:: 5 Works Cited
1615 words
(4.6 pages)
Strong Essays [preview]
West Jet's Brand Management Essay - According to a recent survey by SFP (Spencer Francey Peters), a North American branding agency and The Strategic Counsel, WestJet came in at number 3 in Canada's best managed brands, while Air Canada bottomed out in last place. "Respondents ranked companies based on a number of criteria relating to delivery of brand promise including consumer focus, customer service, brand values, reliability, consistency, value, trustworthiness and respect" (par3 Best Managed Brands). The interesting part of this survey, is that by having consumers respond to these criteria, the companies' brands are judged not by how much value the consumer sees in the product and service they are purchasing, and not just...   [tags: Marketing] 779 words
(2.2 pages)
Better Essays [preview]
Strategic Management Essay - By reference to strategic management literature, discuss the extent to which events associated with the ‘credit crunch’ and banking crisis of 2008 have witnessed a fundamental re-appraisal of banks’ and building societies’ organisational purpose and corporate governance. In the previous 10 months, there has been a worldwide credit crunch which has affected every individual and organisation. A good definition of credit crunch would be one provided by Simon Nixon (2008), “The credit crunch started in August 2007....   [tags: Business Strategy] 1820 words
(5.2 pages)
Strong Essays [preview]
The Ideal Performance Management System Essay - A comprehensive performance management system will be thorough, inclusive, practical, meaningful, reliable, open, ethical, and correctable among other qualities (Aguinis, 2013). Additionally, the process of managing performance will be an ongoing process to include processes such as coaching and employee development. An ideal performance management system will serve an organization by developing satisfied and competent employees who are actively engaged in aiding the organization to reach their strategic goals, mission, and vision....   [tags: Management Performance System]
:: 8 Works Cited
2845 words
(8.1 pages)
Research Papers [preview]
Definition and Phases of Project Management Essay - ... Project Must be complete within the giving budget. Project must be within the scope. Project must be according to the standard of the customer quality or as per customer demand. Phases of project Life cycle There are four types of phases in the project Life cycle all are mentioned bellow: 1. Initiation Phase 2. Planning Phase 3. Execution Phase 4. Closure Phase Initiation Phase: It describes the initial phase of your current project. In this phase you define scope of the project and the purpose of the project....   [tags: project management triangle, planning] 953 words
(2.7 pages)
Better Essays [preview]
Coaching and Performance Management Essay - ... Monitoring - management will keep an eye on the employee and keep up with his/her progress. This will give management the opportunity to make changes or adjustment to the timeline of achievement. Making any changes or adjustment will ensure the employee is on the right track and on task. If there are any unacceptable performances during the monitoring there will be time to correct them immediately. Developing – through continuous monitoring it can be observed if there is need for supplementary training....   [tags: improving performance effectiveness, leadership]
:: 11 Works Cited
3111 words
(8.9 pages)
Research Papers [preview]
Performance Management Systems Essay - ... Each of these characteristics has an ideal expectation of how they should be for the PM system that is implemented. Strengths and Weaknesses of the Performance Management System Centura has a decently designed PM system in place. This system is developed to align the employee’s performance with the mission, vision, and values of the organization, as well as to align their performance with what is expected of them as a healthcare provider. Their PM system has seven characteristics that are ideal, four characteristics that are close to ideal, and three characteristics that are less than ideal....   [tags: organization, effective, ineffective performance] 811 words
(2.3 pages)
Better Essays [preview]
Essay on Performance Management - Introduction: Using the job description as a base, develop performance standards for this particular position. Specifically you are to create the following: 1. A list of 5-10 performance standards 2. The type of performance assessment technique(s) you will employ and why 3. The controls you have employed to eliminate or reduce errors or bias in assessment 4. Who will perform the assessment and why 5. How the organization should use the assessment results I chose to use the previous job description from unit one and two which was a human resource manager....   [tags: Job Description Performance Management] 1764 words
(5 pages)
Strong Essays [preview]
Performance Management Essay - Performance Management The performance management process provides an opportunity for the employees and managers to discuss goals and develop plans for achieving those goals. Therefore, communication involve between managers and employees that they have to identify job roles and functions related to the company objectives. They get together to devise some performance appraisals to enhance the company overall performance. The performance manager responsible for supervising workforce and the group educates and develops employees’ potential in order to improve workforce performance....   [tags: Business and Management Studies] 1354 words
(3.9 pages)
Strong Essays [preview]

Related Searches

their work. they will be rewarded with a bonus.Marks and Spencer’s
have three-month bonus periods in which if a store makes a higher
profit than what is predicted they will receive a bonus. Marks and
Spencer's also gives gift vouchers for hard work, staff discount
scheme of 20%

Motivational Theories C3

In Marks and Spencer's the use motivational theories in order to
motivate staff. Here is the list of them below:

1.Maslow and the Hierarchy of needs

Abraham Maslow said that all motivation comes from a person's
hierarchy of needs. A person is motivated by his or her own needs.
Maslow defined the needs in a pyramid as he thought that once a person
had fulfilled one level of needs, he or she would try to move onto the
next level, therefore giving them motivation. Maslow proposed that the
basic needs are the same for everybody and that they could be
fulfilled in a specific order like the diagram:


2.Douglas Macgregor - Theory X and Theory Y

Macgrego said that many managers generalised the people that worked
for them. They would put all of their employees into either a theory x
category or a theory y category and then manage their company using
the appropriate management style.

Theory X

Theory Y

This theory is that all employees are lazy and not ambitious and have
no interest in taking on extra responsibilities. Employees will always
resist change of any kind and are totally uninterested in the success
of their employer. Employees don’t care how the company is run and
would rather be told simply what to do.

This theory suggests that employees are interested in their work and
want to be offered extra responsibilities and asked about their view
on how things are run in the company. Employees are prepared to accept
change because they appreciate that it's in everyone's best interests.

3.Frederick Herzberg - Two Factor theory

In 1957, Herzberg devised his ' motivation hygiene' theory which
stated that two groups of factors affect employee motivation. Herzberg
said that certain elements in a job motivate people to do better. He
called these elements 'Satisfiers'. They include:

· Achievement

· Recognition

· Responsibility

· Advancement

· Personal growth

· Actual work itself

Other elements do not motivate people to work harder. These are
referred to as hygiene factors. They are:

· Pay and conditions

· Status within the company

· Job security

· Benefits

· Relationships with fellow workers

· Quality of the company's managers

4.Frederic Taylor- Scientific Management

Taylor was born in 1856 and died in 1915. He worked as a factory
superintendent in a locomotive factory in the USA. From carrying out
studies of how people worked making axles, he concluded that:

· Employees were successful in getting jobs there because they knew
the managers, not because they were good at the job.

· Employees did not work hard enough for fear of their friends losing
their job

· Employers paid their employees as little as they could possibly get
away with

· Employees were given little instruction of how to do their job and
it was often done badly. The amount and quality of products produced
was very poor.

Taylor said that his ideas would improve matters:

· Money was the only thing that motivated employees to work hard. If
the workers were paid per item made, they would want to make more and
would work harder.

· Trained managers should run the company and supervise employees with
firm but fair discipline procedures.

· Employees must be properly trained to do their job

· Employee should be properly and fairly selected for jobs through
tests and interviews. This is to make sure that the right person gets
the job.

How Marks and Spencer's performance management/training and
development systems have been influenced by the motivational theories

M&S use Maslow's theory by helping staff set and reach their goals at
work, they encourage their staff and praise them when they are doing
well and staff also receive rewards for good work. M&S use Herzberg’s
two factor theory by treated their employees well by giving them a
good salary, good working conditions and by giving them sick pays and
pension’s schemes, they also give their staff responsibilities to make
them feel like there are important to the company and motivate them.
M&S use Mcgregor’s theory by having managers who have trust in the
workers and help them improve and do their best and also by giving
managers bonuses to motivate them. Marks and Spencer's also use
Taylor’s Scientific Management theory by paying its employees in order
to work and by having able managers control the staff.

Return to