Marks And Spencer s Business Strategy Essay - 1961 Words

This paper will look at Marks and Spencer s business strategy and its objective business aims. Various areas will be evaluated within this assignment and from these considerations a critical evaluation will be proposed and I will complete a SWOT analysis and PESTLE analysis. COMPANIES OVERVIEW Marks Spencer (MS) is one of the leading retailers of the United Kingdom; with 24 million customers its high quality clothing, food, home products, and financial services are proven to be very popular. The company was first set up by Michael Marks; where he was later joined by Tom Spencer in 1894 where they opened a small head office in Manchester and now in 2016 it has 914 stores throughout the UK and 468 across Europe, Asia and the Middle East employing 82,948 people. REASON FOR CHOICE (5) I chose Marks and Spencer for this assignment as I am aware there must be logic reasons behind the decision making process to close down stores nationwide and in my local town (Barrow in Furness). I presume this will be something to do with the business strategy which will raise concerns with growth and profit within the company resulting in store closures, but I will be investigating this more in this assignment. The whole of the report revolves around the strategic planning of the well renowned company marks and spencer, and it will explore the business strategy, its existing business plan, major factors affecting it and the strategic option is also given in this report through which itShow MoreRelatedAn Analysis of Marks and Spencer1624 Words   |  7 PagesAn Analysis of Marks and Spencer INTRODUCTION TO THE FIRM AND ITS INDUSTRY Marks and Spencer is one of the largest retailers in the United Kingdom, and is also known as a major retailer selling diverse product ranges under their own exclusive brand in more than thirty countries. Customer confidence in the Marks and Spencer brand remains second to none. According to recent research undertaken by the Company, it shows that, in clothing, Mark and Spencer has a clear lead over all its majorRead MoreMarksSpencer development1504 Words   |  7 Pagesï » ¿Marks Spencer is a leading grocery store which has covered wider market place. It is the very well recognised organization which is established to flourish the service in terms of clothing, food stuffs, home ware and gifts, and accessories for this survival and growth of business. It is quite expensive but also maintaining the position in the top 10 in UK. Goods are tangible whereas services are intangible which provides satisfaction to the human beings. Marks Spencer is one of the most renownedRead MoreIm proving Customer Demand And Organisational Supply1560 Words   |  7 PagesThe main objective of any organisation is to enhance the customer demand and organisational supply that significantly results in increased business profit. For the specific purpose, Marks and Spencer needs to improve its customer demand that will directly result in enhanced sales generation. In the particular consideration, it is essential for organisation to attract new customer base. The aim of particular research study is to determine the level of customers’ demand of selected organisation andRead MoreMarks And Spencer Organisational Structure1298 Words   |  6 Pages Faculty of Business and Law Date: 18/10/2017 Contents †¢ Front Page †¢ Contents †¢ Introduction †¢ Organisational Structure and Management †¢ Marketing †¢ Human Resource Management †¢ Operations †¢ Sustainability and Social Responsibility †¢ Impact on the Retailer by current changes in the retail sector †¢ Conclusion Introduction This report will demonstrate, apply and evaluate knowledge and understandingRead MoreMarketing Plan For Marks Spencer Clothing1546 Words   |  7 PagesTo: Chief Executive of Marks and Spencer From: Muhammad Azeem Khan , Student ID 2280119 Title: Marketing plan for Marks Spencer clothing Introduction: Marks Spencer was constituted in 1884, as vendor stall in the streets of Leeds. It is a public limited company, which listed on the London stock exchange. It is a major British Multinational retailer. It produces clothing, home products and food items. The market share of Marks Spencer is 10.4% in 2015 and over the years it has decreasedRead MoreThe Role Of Marketing Metrics Used For Marks Spencer s Past And Present Christmas Campaigns1153 Words   |  5 PagesIntroduction Marks Spencer is one of the UK s foremost retailers with over 21 million people visiting their 1,330 stores each week. They now sell high quality; stylish and great value clothing and home products and exceptional quality food (Corporate.marksandspencer.com, 2015). This report will analyse the role of marketing metrics used in Marks Spencer’s past and present Christmas campaigns. Drawing on both primary and secondary research, it will be evaluated how these metrics are used to informRead MoreExternal Forces That Effect Marks and Spencer1254 Words   |  6 PagesForces Marks and Spencer has many external forces that affect the company. These are known as macro environmental factors. There are six of these forces, Political, Economic, Sociological, Technological, Legal and Environmental factors. These external factors affect the types of products/services Marks and Spencer offers, the nature of its market positioning and strategies, there relationship with their customers and their suppliers. These external factors allow Marks and Spencer to develop: Read MorePestle Report on Marks and Spencer1497 Words   |  6 PagesThe Marketing Environment Assignment 1 Pestle Analysis on Marks Spencer Rachel Pulizzi Student ID No. 08498890 1st December 2008 Contents Page 1 – Cover Page 2 – Contents Page 3 – Introduction Page 4 – Political Factors Page 4 – Economical factors Page 4 – Sociological Factors Page 5 – Technological Factors Page 5 – Legal Factors Page 5 – Environmental Factors Page 6 – Conclusion Introduction Marks Spencer is a British retailer with over 800 stores in more than 30Read MoreInformation Systems At Marks And Spencer1490 Words   |  6 Pages1Table of contents: 1.0 Cover page 1.1 Table contents 1.2 Abstract 1.3 Introduction to Marks and Spencer 1.4 Marks and Spencer’s competitive environment using Porter’s five forces model 1.5 Primary and secondary value chain analysis of Marks and Spencer 1.6 Environmental actors surrounding information systems and interacting with Marks and Spencer 1.7 Role and impacts of information systems at Marks Spencer organization 1.8 Conclusion and final analysis 1.9 Bibliography/references Read MoreStrategic Planning And Strategic Marketing Planning795 Words   |  4 Pagesare various definitions of market strategy and every definition has its own aspect (Li et al 2000). According to Wensley (1983) marketing strategy is an act, a practice and a set of expertise, to analyse the business position. In (1992) Walker Boyd Larrechà © concluded strategic marketing planning is to efficiently assign and equalised marketing resources to attain the goal within the particular market, hence defining the target market segments include a market strategy to offer the brand in the market

Othello, By William Shakespeare - 1795 Words

Trust is often indicative of the intimate relationship between two people: husband and wife or two soldiers, for example. In Shakespeare’s drama, â€Å"Othello,† the main character and general of the Venetian army, Othello, is forced to choose between trusting his first wife, Desdemona, or his reputable honest ensign, Iago. Iago tells Othello that Desdemona is having an affair with Cassio, his lieutenant. Although he does not know of anyone more honest than Iago, Othello cannot easily believe that the women he so ardently loves would cheat on him and betray their marriage. Othello is forced to believe Iago’s accusations and punish Desdemona and Cassio or believe his innocent, fair wife. He decides to believe Iago’s false tale of Desdemona’s†¦show more content†¦Desdemona becomes one of the most, if not the most, important parts Othello’s life. Othello, a black soldier from the Barbary coast, knows â€Å"little of this great worldâ⠂¬ ¦ More than pertains to feats of broil and battle† (l.l. 101-102). Othello’s whole world is revolved around before he meets Desdemona. In fact, it is his savviness in battle that has brought him into the white Venetian sphere as the general of the Venetian army. Therefore, the life of a husband is foreign to him. He is a soldier who spends time with his cohorts on the battlefield and manages all of his own affairs and is confined to no one and nothing. However, â€Å"but that [Othello] loves the gentle Desdemona,† he would not give up his â€Å"unhousà ¨d free condition† (l.l. 28-29). Othello’s relationship with Desdemona is founded on sacrifice. Othello sacrifices his lifestyle and freedom for Desdemona whom he likens to â€Å"the sea’s worth† (l. 31). This sacrifice is indicative of Othello’s love for Desdemona and his commitment to the relationship. Something about Desdemona is worth risking giving away the only life that Othello has ever known. Othello’s commitment and sacrifice to the relationship show his trust that it, and Desdemona, are worth the risk and that he trusts Desdemona to be worth giving up everything he has ever known. This lack of experience in relationships makes Othello nervous and protective. One would expect that if Othello is willing to risk so

Employment Relationship in a Korean Company-Samples for Students

Question: Discuss about the Employment Relationship with their Colleagues in a Korean Company. Answer: Introduction The paper talks about the employment relationship with their colleagues in a Korean company. In the case study, it is clearly shown that how Lee faces a situation of being isolated from the team. The case study shows the Lee expression and feeling after joining the job. He found that no colleague wants to talk to him even the manager told he is rude. The paper includes the steps that Lee should take to retain in the organisation without impacting the work. Hofstedes culture dimension theory Hofstedes culture dimension theory is a framework that defines the cross-culture communication within the organization. It defines the effect of the society's culture on the values of its member. It shows the behavioral values of the employees in an organization (Rinuastuti, Hadiwidjojo, Rohman and Khusniyah, 2014). dimensions of the Hofstedes culture dimension In total there are 6 dimensions of the Hofstedes culture dimension theory which are explained below. Power- Distance index: - According to the Hofstede, power distance is an index in which less powerful employees feel that unequal power is distributed in the organization. In this case study, Lee being the member of the organization gave different innovative ideas to the company manager to bring improvement in the services. But on the same time manager neither listens to Lee nor implemented lee suggestion related to the business. Individualism vs. collectivism: - This shows the degree to which individuals are combined into groups. This culture shows that individual has personal goals which they want to fulfill. Working collectively will help in accomplishing the goals of the company. On the initial day, itself Lee showed that he was determined towards the job. He completed the allotted task by 5 pm and later he left for the day. This shows that he fulfilled his individual allotted task. Uncertainty-Avoidance index: - This dimension defines the way society or colleagues deals with the unknown or unexpected situations. In the case study, there is a high index which shows that the employees have less tolerant when Lee became the part of the organization. That is the reason organization employees started avoiding Lee as they were not able to accept Lee as their team member. Masculinity vs. femininity: - This dimension shows the role played by the men and women. In the masculine society, they are expected to behave assertively. In the case study, there is high masculine which has strong egos or values of their pride. That might be one of the reasons that the colleagues were not able to talk to Lee. Seeing the hard work and determination of Lee they get aggressive and they ignore whatever Lee do. Long-term Orientation vs. Short-term Orientation: - This dimension defines the connection of the past with the current and future actions and challenges. The situation of the Lee shows that the company is having a low level of an index. Lee is facing the situation of being ignored after putting affords on the work. There is possibility that Lee is not the first person who is facing this situation. Indulgence vs. Restraint: - This dimension defines the organization culture ability to satisfy the needs and personal desires of its employees (Nash, 2015). Lee being a member of the employee was willing to form a good relationship with the colleagues but he was not able to do so. This shows the organization culture of the Korean company that they are not able to accept the new member existence in their company. Steeps lee should take to retain in the company Lee can put some efforts to remain in the company without hampering the work. Finding another job in Korea is one of the difficult tasks to do. Lee should try to retain in the organization. The best way to deal with the situation is communication. Communication is the best way to understand the wants and desires of the colleagues and manager (Johnson, and Leydesdorff, 2015). Lee took a decision to arrange a meeting with the manager so that he can discuss the issues. This was the initial step which Lee took to understand the concern. The manager said that it was rude to leave the office before his superiors. Manager told dyed hair and casual clothes for the office are not allowed (Williams, and Scott, 2012). Over here, he needs to understand that he needs to be little professional and need to dress up well. Building professionalism: - Lee can try to bring professionalism in the way he dressed up. In every organization, it is etiquette to come in formals. Here, Lee needs to come in formal apparel instead of casuals. Lee also needs to avoid using hair color. Developing ethical values: - Lee is hard worker. He continued to finish work as soon as possible and leave the office before time. But considering this from an organization point of view this is not ethical right. Lee needs to understand the ethical values (what is right or wrong) (Jondle, Ardichvili, and Mitchell, 2014). Developing Soft communication skills: - As the manager given the feedback to Lee that he is being rude. After Acknowledging the feedback Lee should develop soft skills of communication. Hence, this will help Lee to communicate with the colleagues (Levasseur, 2013). Communication with the employees will help him to understand colleague's perception for him. Team work spirit: - He needs to understand team work spirit is essential. As he finishes his work early he should help his colleagues. Lee needs to understand that the whole team is working for achieving organizational goals. It is not about completing individual work, to complete the organisational goal team need to work together (Nguyen, Mai, and Nguyen, 2014). Individualistic employee An Individualistic employee plays an important role in the organization. These employees take responsibility for their own work; they cannot rely on others. Individualism creates healthy competition in the organization. This makes the other employees demonstrate their skills and capabilities (Webb Day, L. Holladay, K. Johnson, and G. Barron, 2014). The employees display a great amount of innovation and creativity as they consist of unique skills. In the case study, lee accomplished the task with his skills and capabilities in the short span of time. The way Korean manager should deal with the Individualistic employees Korean manager needs to build some skills to deal with more individualistic employees without losing the competitive advantage of a talented workforce. HR plays an important role in hiring a talented workforce. Further, it totally depends on how an employee feels in the organization. Nowadays individualistic employees are increasing in the organization. To retain those talented employees Korean manager needs to implement some activities (Hussain, and Rehman, 2013). Team Building Activities: - Manager needs to conduct team building activities in the organization which helps in enhancing the team building. Due to the emergence of the individualistic work atmosphere, colleagues don't communicate with each other. If these employees work together they will achieve goals effectively and efficiently. Motivation: - Motivation refers to as the set of forces that change the behavior of the employees towards the work. The manager needs to motivate the employees to increase the efficiency of the employees. Motivation can be done in the terms of monetary and not- monetary. Motivated employees always want to work outside of their specific job (Heathfield, 2017). Acknowledgement and resolution of problems of the employees: - Manager should acknowledge the problems of the employees and help them out. In every organization, HR makes sure that the manager is taking care of the employee's problem. The disputes may occur among the colleagues in the organization. The manager should try to solve the disputes. Implementation and acknowledgment of employee's suggestion: - The only source to interact with the customers is employees. Employees are the one who can give a new and innovative suggestion for enhancing the customer service. They have to deal with the customers on a daily basis which makes them understand the requirement of the customers. The manager should acknowledge the given suggestions and try to implement those suggestions. This enhances the morale of the employees. This makes them realize that they are valuable for the organizations. No discrimination should be done among the employees: - Manager should treat each and every employee equally and fairly. In the organization, the manager has to take many decisions either in favor or in against of the employee but the manager doesn't need to be biased (Ford, 2014). The ethical values should be followed by the manager. This will enhance the trust of the employees. Rewards, recognitions, appreciation, and promotions are effective ways to retain the talented workforce. The manager should acknowledge and appreciate the work of the employees. Above discussed are few points that talk about the activities that need to be conducted by the manager to retain the talented employees (Alias, Nor, and Hassan, 2016). Talented employees are becoming the competitive advantage as there is a shortage of skilled and talented workforce in Korea. These activities will help the employees to build a strong relationship with their colleagues. Through these activities, managers will also get to know more about their employees. Conclusion The above report is based on the analysis of the case study, in which Lee faced issues in the organization. Lee situation is explained in the document considering the Hofstedes culture dimension theory. It also includes the steps that need to be followed by Lee to retain in the organization. Further, there is a brief description of the activities that need to be followed by the company. References Alias, N.E., Nor, N.M. and Hassan, R., 2016. The Relationships Between Talent Management Practices, Employee Engagement, and Employee Retention in the Information and Technology (IT) Organizations in Selangor. In Proceedings of the 1st AAGBS International Conference on Business Management 2014 (AiCoBM 2014) (pp. 101-115). Springer, Singapore. Ford, R.T., 2014. Bias in the Air: Rethinking Employment Discrimination Law. Stan. L. Rev., 66, p.1381. Heathfield, S.M., 2017, Top 10 Ways to Retain Your Great Employees, Viewed on 23rd August 2017, https://www.thebalance.com/top-ways-to-retain-your-great-employees-1919038 Hussain, T. and Rehman, S.S., 2013. Do Human Resource Management Practices Inspire Employees Retention. Research Journal of Applied Sciences, Engineering and Technology, 6(19), pp.3625-3633. Johnson, M.W. and Leydesdorff, L., 2015. Beer's Viable System Model and Luhmann's Communication Theory:Organizations from the Perspective of Meta?Games. Systems Research and Behavioral Science, 32(3), pp.266-282. Jondle, D., Ardichvili, A. and Mitchell, J., 2014. Modeling ethical business culture: Development of the ethical business culture survey and its use to validate the CEBC model of ethical business culture. Journal of Business Ethics, 119(1), pp.29-43. Levasseur, R.E., 2013. People skills: Developing soft skillsA change management perspective. Interfaces, 43(6), pp.566-571. Nash, M., 2015. Indulgence versus restraint: A discussion of embodied eating practices of pregnant Australian women. Journal of Sociology, 51(3), pp.478-491. Nguyen, T.N., Mai, K.N. and Nguyen, P.V., 2014. Factors Affecting Employees Organizational CommitmentA Study of Banking Staff in Ho Chi Minh City, Vietnam. Journal of Advanced Management Science Vol, 2(1), pp.7-11. Rinuastuti, H., Hadiwidjojo, D., Rohman, F. and Khusniyah, N., 2014. Measuring Hofstedes five cultural dimensions at individual level and its application to researchers in tourists behaviors. International Business Research, 7(12), p.143. Webb Day, J., L. Holladay, C., K. Johnson, S. and G. Barron, L., 2014. Organizational rewards: considering employee need in allocation. Personnel Review, 43(1), pp.74-95. Williams, D.K. and Scott, M.M., 2012, Five Ways to Retain Employees Forever, Viewed on 23rd August 2017, https://hbr.org/2012/11/five-ways-to-retain-employees