Marks & Spencer's Mission And Values

Mission and Values: The mission statement sets out the main ‘purpose’ of the organisation this is communicated with all the stakeholders either (internal & external). The value statement sets out the ‘value or belief’ the organisation has this is conveyed between relationships with members of the organisation as well other relevant stakeholders.

M&S:

• Vision - To be the standard against which others are measured.

• Mission -To make aspirational quality accessible to all.

• Values - Quality value, service, innovation and trust.

Strategic aims and objectives: Strategic aims and objectives is when an organisation plans in giving a clear sense of direction to successfully attain their aims and objectives. This is communicated with all the stakeholders

This kind of structure permits an organisations workplaces to work separately while abiding to company’s policies and procedures. For example: International companies like Marks and Spencers have their stores based in different countries all around the world.

PRODUCT GROUPS

When organisations offer a range a products, the company organises groups of people dedicated to one area of the product category. This encourages customer loyalty, but there can be duplication of effort. For example: Marks and Spencers operates under product sectors like Simply Food & Wine, Fruit & Veg, M&S Clothing, Home & Furniture, Flowers & Gifts and the M&S bank.

TYPE OF CUSTOMERS

When organisations structure groups of people within the organisation to deal with different consumer types. Organisation structure by customer type is to focus on their customers and their need from the business. For example: Wholesalers, Retailers, Direct Sell, Multiples and Own Brand.

Importance of organisational

The flat structure supervises their employees less and increase their involvement in the decision making process. In this example structure, there is one person at the top with everyone else reporting to them on an equal level.

The advantages of a flat structure is that communication is quicker and it is easier to distribute information about the organisations aims and objectives to everyone within the business. It elevates the employees’ level of responsibility in the organization. The flat structure eliminates the salaries of middle management reducing an organization’s budget costs.

The disadvantages of a flat structure is the employees might not know who to report to in different situation which creates confusion and struggles within the management. The function of each department gets blurred as roles merge and employees may not be clear. The flat structure is limited to smaller companies and large companies cannot adapt to it unless they divide into smaller units. It limits the long term growth of an organisation.

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