Organizational Culture of Wal-Mart Since the year of 2008, Wal-Mart has been branded that name but before then, it was an American international trader company that runs chains of big discount department stores and warehouse supplies. Wal- Mart has turned into the world's third biggest public corporation, dependable with the Fortune Global 500 list in the year of 2012.This business has also turned out to be a private employer in the world with over two million workers, and is the largest retailer in the entire world. Wal-Mart even today is still a business that is family owned, as the business is measured by the Walton family who own a 60% investment in Wal-Mart. With said, this essay will discuss Wal-Mart's organizational culture

Viable employee relations practices have contributed to Wal-Mart's success as an employer in many ways. For example, the company has a very good staunchly anti-union. New workers are shown videotapes that clarify that instead of unionizing, they really do benefit from the policy which is open door at all times. This relation practice has allowed the workers to take their grievances outside the supervisors to management that is much higher. This method has been very successful for the Wal-Mart employees. In the past, when the United Food and Commercial Workers were trying to organize workers all over the nation, labor experts were brought in to have what they called "coaching sessions" with staffs who supported unionization. However, at one time some the workers made the complaint that these were intimidation sessions and did not really help much with employee relation practices. A lot of complaints that are similar to these are at the moment on file with the National Labor Relations Board.

Another way to help with relations practices was to make sure that had good pay. Though Wal-Mart employees begin at the same pay as unionized employees in alike types of work, they make about 25% less than their unionized complements after...

The speedy turnover - 75% of staffs were leaving almost during the first year (Wang, 2006). This happened because of the lack of recognition and inadequate pay, according to a survey Wal-Mart conducted. However this can work to the business's gain, because it is more problematic for unions to establish when there is continuous worker turnover.
With that said and because of these past difficulties, Wal-Mart has comes up with better ways to make sure that they have good relation practices. For Wal-Mart to embrace everyone in the workplace, they set out a social responsibility document on diversity for their workers. Wal-Mart's declaration of beliefs even inspires whistle blowing (Arnold, 2000). Many of them would need to constantly work to uphold a working atmosphere that inspires connections to escalate trepidations about likely violations of our Statement of Ethics. Often they hear stories of other businesses where staffs were aware of difficulties, nonetheless did not feel contented coming bringing things up. The managers would not want anyone at Wal-Mart to go through this. (Wal-Mart statement of ethics).

These benefits at Wal-Mart are able to contribute to the success of Wal-Mart employee practices in many ways. As a Wal-Mart Associate the workers are permitted to get paid time-offs not just for their social and personal accountabilities, but likewise for their vacations and holidays. The employees get a discount on a whole lot of things from traveling to entertainment. The discount advantage for Wal-Mart staffs does not just stop there, as they are permitted for the Associate Discount Card which provides the workers with 10% off shopping (O'Gorman, 2008).

These benefits help bring success because employees feel that their work is being appreciated. Wal-Mart also brings other benefits for success such as the consumer-directed health plans they offer for Associates.

Organizational culture and the…