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¶ … Change model for Wal-Mart
HR professionals are agents who initiate change and will help define the change. As they define the importance of the change, HR professionals must build an emotional and compelling case for change. The case for change usually stems from evidence that successful change will lead to positive organizational and personal outcomes. In order to achieve this at Wal-Mart, HR professionals must embrace the continuous change model. This will help them gather support for the change by engaging key people to contribute to the change process. Studies indicate that if people participate in the change process, there will be less resistance to change. In the case of Wal-Mart, change leaders must be patient and allow much employee participation in the change process. At Wal-Mart, this continuous change is linked to the concept of organizational culture. Wal-Mart's culture will assume a critical part in continuous change as it holds the change together, offers legitimacy to non-conformers, hence improving adaptation. In order to establish the need for change among employees, leaders will be required to reflect changes in their behaviors and attitude. New beavers in leaders will attract new behaviors from subordinates (Flamholtz...
This is because employees at various levels will offer unique knowledge concerning their departments. Often, this knowledge will be crucial and warrants proper consideration. Decision makers must exercise caution when analyzing all views and information and be aware of the possible risks of lack of objectivity. In this context, employee involvement means active participation in decision-making. Wide participation will also assist guarantee a higher level of staff acceptance of the organizational changes. Communication entails the following phases:
Getting organized
Because change can be constant, it is helpful for Wal-Mart to maintain a record of people and their roles, tasks, and responsibilities related to the change. This will make assessment be done in an easy manner.
Review and challenge
The leaders must have sufficient information to conduct regular reviews. Wal-Mart must be ready to change plans if risk assessment reveals a potential risk. Here, a contingency plan will be crucial. During such an organizational change, it might be challenging…
References
Belasen, A.T. (2000). Leading the learning organization: Communication and competencies for managing change. Albany, N.Y: State University of New York Press.
Flamholtz, E., & Randle, Y. (2008). Changing the game: Organizational transformations of the first, second, and third kinds. New York: Oxford University Press.
Sims, R.R. (2002). Managing organizational behavior. Westport, CT: Greenwood Press.
International Mini-Plan Wal-Mart in Hong Kong The Wal-Mart store is one of the leading American subsidized markets for domestic goods that have been subsidized. In the recent past, it has been considering expansion of their stores to other countries and one of them would be Hong Kong in China. Reason why choose Hong Kong to expand One reason why the Wal-Mart should invest in Hong Kong is the promising economic trends that are there.
16; Wilbert, 2006, p. 2) Strategic process, planning and decision making As confirmed by Lee Scot's words regarding the aggressive strategy followed by each Wal-Mart store (Mohideen, 2009, p. 9), even if general stream planning and decision making is still largely centralized, being undertaken at the Wal-Mart Headquarters in Arkansas (for elements such as type of products to be sold, stores to be opened or closed, financial results and objectives, etc.),
Wal-Mart: The Superpower of the Retail Market Walmart is America's largest chain of wholesale departmental and grocery stores and a multinational retailer corporation. Its first discount centre was established in 1962 by Sam Walton in Rogers, Arkansas, and was incorporated in 1969 (Roberts & Berg, 2012). As per statistics of Fortune Global 500, it is "USA's greatest retailer," "worldwide biggest private employer," and the "world's third-best public corporation" (Johanson, 2006). Today,
The Price-Sensitive Affluents, Wal-Mart has learned (Wal-Mart Annual Reports) is more interested in finding an exceptionally good deal and not necessarily concerned about the shopping experience. This is particularly true as one of the strongest factors influencing the execution of their strategy, the emerging global recession during this timeframe, takes hold. Again as with the Price Value Shopper and the paradoxical purchasing patterns of the Brand Aspirational segment show,
The company would develop a list of the best (and cheapest) doctors and offer incentives for employees to go to them. Wal-Mart would replace its current one-size-fits-all benefits package for a flexible offering that allows employees to choose which benefits each wants. Although this seems like a good idea, the total number of benefits offered would probably be reduced. Health clinics in stores is another suggestion with "innovations to
Wal-Mart Inc. Wal-Mart is an American-based multinational discount store, currently operating more than 11,000 retail outlets in 27 different countries, and serving approximately 140 million customers weekly. Headquartered in Bentonville, Arkansas, Wal-Mart grew from a small family-managed retailer in 1945 to the world's largest retailer, and was named the world's largest company by revenues in the 2014 Fortune 500 list. The company operates its retail stores in two forms: i) Sam's