Marks And Spencer Case Study

Executive Summary

This part will summarise the context of the report describing approaches for the general discussion about people management and its link to the nature of business as well as the specific approach of Marks&Spencer to diversity applied to several theories and examples.

Introduction

This will introduce the general discussion by giving a brief idea of the nowadays nature of business, which is characterised by the requirement of creating value and achieving a competitive advantage (Armstrong and Brown, 2001, p.3). In order to introduce the relationship between the chosen company Marks&Spencer and diversity, this part will also present the business and key figures of M&S as well as a discussion about the origin and development

Pluralist

In the perspective of the Unitarist conflicts between managers and employees represent an outcome of incorrect developments, because the organisation´s purpose should lead to a balance of interests within the whole company.
Pluralism, on the other hand, states that the usual conflict arising from the different opinions of employees and management is not seen negative. Therefore the theory describes how the different viewpoints should be combined in order to achieve a compromise. (CIPD, 2008, p. 10-11)

Marks&Spencer implement the pluralistic approach to their diversity management which becomes clear through their commitment on the company´s website to find in every situation a solution between the needs of the business and the personal circumstances of the employee. (Marks&Spencer, 2016a) Several tools like the Code of Ethics and Behaviour and the independent internal hotline support this commitment seeking the creation of a working environment within every employee is treated as an individual that is able to communicate its opinion. (Marks&Spencer, 2016b, p.2, 5)

Strategy

(https://books.google.es/books?id=OGjFB3-S8z4C&pg=PA139&dq=two%20factor%20theory%20herzberg%20hrm&hl=de&sa=X&redir_esc=y#v=onepage&q=two%20factor%20theory%20herzberg%20hrm&f=falsep. 139)

In order to achieve this satisfaction, Marks&Spencer implemented the Yammer network within any individual of the company can congratulate its colleagues for their work. This generates a working environment in which the individual itself is being recognised and awarded. Because of the fact that this represents a motivational factor according to Herzberg, the workforce gains job satisfaction and the movement of diversity is strengthened.