Wal-Mart employs over 2 million individual worldwide. The Wal-Mart employees are referred to as associates and this is done out of both a sense of respect, as well as the realization of the important role played by the employees in the creation of organizational success. Wal-Mart argues that one of its goals is that of making the world a better place for its customers, shareholders, but also for its associates. The organization addresses the prospective employees through various channels, including the most recent internet recruiting.
The company lures future associates through the promise of several benefits. These benefits are generally divided into two categories: health and wellness benefits and financial benefits. The first category of benefits includes medical coverage, dental insurance, business travel insurance, disability coverage or illness protection. The financial incentives include a stock purchase plan, a retirement account rollover, discounts on purchases, paid holidays, Wal-Mart profit sharing and the 401 K. plan (The Wal-Mart Stores Website).
Still, despite these benefits, the company continues to encounters several critical aspects in its approach of the employees. In other words, there are several human resource issues which should be addressed. Some of the more noteworthy ones include:
(a) Lack of financial incentives -- the Wal-Mart employees are paid minimum wage and their levels of on-the-job satisfaction are decreased. While this strategy is recognized as necessary in the maintenance of the lowest retail prices, it should also be recognized that it creates internal tensions.
On the one hand, there is the dissatisfaction revealed in the relationship with the employer, represented by the managers. Employees will tend to reduce their commitment to completing the tasks assigned to them by their supervisors. On the other hand, the dissatisfaction of the staff members would be felt in the relationship with the customers. Not being able to benefit from the proper assistance, the customers' satisfaction would also decrease, all to impact the final profitability levels of the corporation.
This status quo points to a situation in which the retail giant cannot afford to not address the problem of employee dissatisfaction. In other words, with the implied risks of increasing operational costs, it is recommendable for the company to present its associates with more financial incentives.
(b) Lack of non-financial incentives -- the Wal-Mart employees often argue that the medical insurance they receive from the employer is insufficient and that they often have to pay...
Also, there have been complaints according to which the treatment of the employees is far from being equal. According to the current and former employees at Wal-Mart interviewed in Greenwald's documentary, the company favors white males for promotions in managerial positions. Women and different ethnicities are said to be discriminated against.
This situation creates the disadvantages observed throughout the previous section -- employee dissatisfaction, poor performances, customer dissatisfaction -- but also generates a new series of problems. Given a context in which such accusations of discrimination within the workplace continue to surface, the public reputation of the company will be negatively impacted. Also, it is possible for investigations to be launched which could lead to millions of dollars in loses.
In a context of globalization and international openness to cultural diversity, Wal-Mart's discriminatory practices will only jeopardize the firm. The advice is then that of creating equal employment opportunities for all staff members. It would even be possible to organize culturally diverse groups in which the associates can become better acquainted with the various cultures. In the long run, this strategy would also help in better interacting with the culturally diverse customers.
A final recommendation is that of increasing the sense of safety and security at the job and outside the job. This can be achieved through a better guarding of the Wal-Mart facilities on the one hand, and by the offering of training programs, on the other hand. While it might sound intriguing, the offering of training programs will sustain the formation of the individuals and will support their professional future. It will also increase their satisfaction levels, and as such their performances.
Greenwald, R., 2005, Wal-Mart: The High Cost of Low Price
Wal-Mart 2009 Annual Report, http://walmartstores.com/sites/AnnualReport/2009/making.html last accessed on April 9, 2010
Wal-Mart Stores Website, http://walmartstores.com last accessed on April 9, 2010
Wal-Mart Website, http://www.walmart.com last accessed on April 9, 2010
Wal-Mart Watch, http://walmartwatch.com /…
The documents we provide are to be used as a sample, template, outline, guideline in helping you write your own paper, not to be used for academic credit. All users must abide by our "Student Honor Code" or you will be restricted access to our website.
Business Intelligence Unlike its Military counterpart, Business Intelligence is not an oxymoron. There are many examples of successful implementations of Business Intelligence despite the challenges. This paper explores the purposes for and the complexities of data processing systems that are designed to provide tools for top managers in their task of wading through swamps of unrelated information as they hone in on supports for taking critical business decisions. A possible confusion of
Aside from the features which differentiate it from human resource management, strategic HRM is also noteworthy in terms of the basic traits which characterize it. In this order of ideas, Michael Armstrong and Angela Baron (2002) identify three specific features, namely the organizational level, the focus and the framework. In terms of the organizational level, it is noteworthy that SHRM is implemented at the wider organizational setting, since all of
Strategic Business Plan Strategic management Business concept Competitive advantages Market analysis Marketing Inglot Cosmetics has created a new innovative way for consumers to mix different make-up colors to suit their preferences. The company realized that there is potential in offering consumers the option to mix colors, instead of developing all color ranges. Consumers being health conscious has led to many restrictions within the different markets the company operates. Leveraging on its production facilitates the company has
"A strategic plan is not a wish list, a report card or a marketing tool. It is certainly not a magic bullet or a quick cure for everything that ails an organization -- especially if the plan winds up on the shelf. What a strategic plan can do is shed light on an organization's unique strengths and relevant weaknesses, enabling it to pinpoint new opportunities or the causes of
HRM Strategy and Business Goals: According to recommendations of the human resource management literature, organizations which sustain a human resource management strategy and practices that are in accordance with business mission usually record high performance. This performance basically includes high performance work practices and increased economic performance. Therefore, human resource executives play a significant role in the creation of competitive advantage within organizations. Human resource management practices are critical for choosing,
Business Plan -- Rocky Mountain Sports Fishing, LLC Business Description Definition of the Market Services Offered Organization/Management Marketing Strategy Financial Management Recreational fishing is a multi-billion dollar industry in the United States, both for salt and freshwater. Conservative estimates show that there are upwards of 30 million individuals with more than a 1-2 time/annum interest in the sport. This has an overall impact on the economy of $125 billion (Williamson, 2012). Consumer demographics show that it is