Robson Walton - Chairman of the Board of Directors of Wal-Mart Stores, Inc. Stephen P. Whaley - Senior Vice President and Controller Eric S. Zorn - Executive Vice President and President, Wal-Mart Realty III. INTERNAL ENVIRONMENT: STRENGHTS and WEAKNESSES A. CORPORATE STRUCTURE Wal-Mart's retail division is formed from four major subsidiaries: Wal-Mart Discount Stores, Wal-Mart Supercenters, Wal-Mart Neighborhood Markets and Sam's Clubs. (Wal-Mart Facts, 2007) Wal-Mart Discount Stores more than 1,000 in U.S. alone average

Wal-Mart is also deemed to be a company that greatly mistreats and discriminates against its employees but there has apparently been no reliable empirical data to back that up (Van Riper, 2008). The article concludes by conceding to some Wal-Mart critics. First, Wal-Mart cites Ohio University professor Richard Vedder, who points out that Bureau of Labor Statistics Data holds that Wal-Mart's wage structure lags behind the retail sector as a

The result of this is a company that consistent meets its objectives for cost reduction, growth and profits. Works Cited Faletta, Salvatore. (2005). Organizational Diagnostics Models: A Review & Synthesis. Leadersphere.com. Retrieved October 30, 2008 at http://www.leadersphere.com/img/Orgmodels.pdf Nadler, David; Tushman, Michael & Nadler, Mark B. (1997) Competing by Design: The Power of Organizational Architecture. pp. 28-39 Retrieved October 30, 2008 at http://books.google.com/books?id=pemtYXc1Y1gC&pg=PA28&lpg=PA28&dq=nadler+tushman+congruence+model&source=web&ots=QI3cHfWVfu&sig=LO7-ujjwO6zj0ebfkBwQxDkBcBM&hl=en&sa=X&oi=book_result&resnum=2&ct=result Cawsey, Tupper F. & Deszca, Gene. (2007). Toolkit for Organizational Change.

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,

Employee development and training is an alternate zone. In the IT business, training is not simply about recognizing training needs and giving the presupposed training, but anticipating and reckoning the necessities and advancing suitable training to equip employees so that they can handle the challenges. Another serious challenge is the way businesses have the ability to fuse all the sub-systems in HR and help them in accomplishing a definitive objective:

But when it just recently occurred in 2004 at a store in Jonquiere, British Columbia, the reader must appreciate that a real battle had been won. The original efforts of that particular store for example had the local labor Commission reject certification by a margin of 74 to 65. When the union announced that it won the coveted certification at Quebec, it was quite a blow to the retailer.