Organsational stuture with 1000 words name of orgaisation Marks and spencer please follow instructions

ORGANISATIONAL CULTURE OF MARKS AND SPENCER
The presentation of the organisational structure is serving the aims and objectives of the organisation that they want to achieve based on their business performances. The discussion of this project is based on the issues that are presented within the organisational culture of the Marks and Spencer. This essay will state that the faulty parameters are serving the issues within the organisational culture. Therefore, impacts and mitigation strategy of these cultural issues from the organisational context of Marks and Spencer are also presented in the discussion part.
It is observed that there is a lack of involvement of the human resource manager within the workforce. The lack of presence of the involvement of the human resource manager of Marks and Spencer serves issues to the employees of the company. As contradicted by Janda et al. (2016), therefore the lack of involvement of the HRM also serves issues in terms of the identification of the risks that the employees are facing at the time of performing their duties. The overall performance of the company also faces major issues at the time of involving developed strategies within their business performances due to the lack of involvement of the developed strategic leadership styles of the human resource manager. The consequences include the development of additional issues that leads to the underperformance of the employees. This provides the ability to the company to lower their performance. However, this needs to be improved drastically to develop their performances.
Another issue has been the lack of focus of the human resource manager within the organisational operations. In that context, it is observed that the human resource manager of the company is not concerned regarding the betterment of the performances of this company. Instead of that, the manager is concerned about the development of the career path. As argued by Parent and Lovelace (2016), the presence of personal goal of the HRM leads to the development of issues in the development of the performances of the employees. This process lacks the involvement of the manager for the delivery of best paths in front of the employee to which they can lead their jobs with the successful...