The organization I chose is Wal-Mart. Wal-Mart is a department store chain known for providing consumers with goods at extremely low prices they offer customers abroad range of goods. Wal-Mart offers an array of services like the money center, pharmacy, photo services, etc. One of their newer services I found interesting is grocery pickup I think this service is very convenient for a busy person. You can go online order your groceries and then pickup at the store. Their customer or client base ranges all over the place however, they tend to have more female shoppers than males when examining the primary household shopper ratio. Walmart's 150+ distribution centers are hubs of activity for their business. Their distribution operation is one …show more content…
He developed the motivation-hygiene theory to explain these results. He called the satisfiers motivators and the dissatisfiers hygiene factors, using the term "hygiene" in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction. Herzberg reasoned that because the factors causing satisfaction are different from those causing dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite of dissatisfaction is no dissatisfaction. While at first glance this distinction between the two opposites may sound like a play on words, Herzberg argued that there are two distinct human needs portrayed. First, there are physiological needs that can be fulfilled by money, for example, to purchase food and shelter. Second, there is the psychological need to achieve and grow, and this need is fulfilled by activities that cause one to grow. The job should have sufficient challenge to utilize the full ability of the employee. Employees who demonstrate increasing levels of ability should be given increasing levels of responsibility. If a job cannot be designed to use an employee's full abilities, then the firm should consider automating the task or replacing the employee with one who has a lower level of skill. If a person cannot be fully utilized, then there will be a motivation
According to Herzberg’s two factor theory, there exists ‘hygiene factors’, extrinsic factors of a workplace that lead to either dissatisfaction or non-dissatisfaction, but not motivation. As well, there are motivation factors, intrinsically rewarding factors of a workplace that “[emphasize] factors associated with the work itself or with outcomes directly derived from it”. In raising the salary of his employees, Dan hoped that the extrinsic reward of a pay increase would lead to intrinsically beneficial opportunities for personal growth for his employees. The opportunities for personal growth should in turn further motivate employees in their job. When Dan chose to raise the salaries of his employees, he was “influenced by research showing
It 's important for employees to know that their suggestions are being listened to, and should be given ways to improve themselves accordingly. This theory expresses that when a lower need is fulfilled, it 's no longer a strong motivator and consequently the interest in the following higher need gets to be overwhelming and the individual 's consideration is turned towards fulfilling this higher
Wal-Mart initially began its operations in 1945, when Sam Walton leased a ‘Ben Franklin’ franchise variety store in Newport, Arkansas. After relocating to Rogers, Arkansas in the early 1950s, Sam Walton’s ‘Ben Franklin’ became ‘Walton’s 5 & 10’. By 1962, Walton found himself the chain owner of 11 different Walton’s stores across Arkansas. He then decided to rename the chain ‘Wal-Mart’, after himself. On October 31, 1969, after further expansion across the state, the chain was incorporated as Wal-Mart Stores, Inc. Three years later, Wal-Mart was approved and listed on the New York Stock Exchange (NYSE).
WALMART store inclusive is the largest retailer and the largest company in terms of revenue.
Wal-Mart is one of the world's greatest assets to most people. It provides consumer's a place they can go to virtually get anything they need from, car repairs, to groceries, prescription's, even the latest toys and electronics. With all that said, this paper relates to the different forces in business that affects business: competitive, economic, political + legal + regulatory, technological, cultural + social, demographic, and natural forces. Although there are technically seven we are going to focus on competitive, political, technological, and natural forces.
Wal-Mart’s competitive environment is quite unique. Although Wal-Mart’s primary competition comes from general merchandise retailers, warehouse clubs and supermarket retailers also present competitive pressure. The discount retail industry is substantial in size and is constantly experiencing growth and change. The top competitors compete both nationally and internationally. There is extensive competition on pricing, location, store size, layout and environment, merchandise mix, technology and innovation, and overall image. The market is definitely characterized by economies of scale. Top retailers vertically integrate many functions, such as purchasing, manufacturing, advertising, and shipping. Large scale functions such as these give the top competitors a significant cost advantage over small-scale competition.
According to Greenspan (2016) Walmart’s tactical path is founded on the firm’s responses to the Five Forces in its industry environment. The company has by and large prospered in attaining the top position in the retail industry. Despite the foregoing, the external factors in the industry levy pressure that ought to be dealt with; that is, the firm needs to put in place additional strategies that take care of some aspects of the bargaining power of shoppers and suppliers. Further, potent strategies are required for Walmart to endure the threats of alternates and new entrants (Greenspan, 2016). That being said, please find below Porter’s Five Forces analyses in respect of Walmart.
How does managerial planning for Project Impact take place at different levels within the organization?
Wal-Mart Stores Inc. is in the discount, variety stores industry. It was founded in 1945, Bentonville in Arkansas which is also the headquarters of Wal-Mart. Wal-Mart operates locally as well as worldwide. It operated 1209 discount stores, 1980 super centers, and 567 Sam’s Club by January 31, 2006. It has also extended its operations to many international countries. It runs its retail stores in two forms: Sam’s Club and Wal-Mart Stores. The Sam’s Club sells assorted product lines such as hardwares, electronics, jewelry, and to mention a few. The Wal-Mart stores also offer similar products in addition to the following: health and beauty products, apparel for women, men and children, household appliances etc (www.yahoo.finance.com). The Vision Statement, Mission Statement, Values and Code of Conduct, Corporate Governance: Directors, Executive Management, Committees and Stakeholder will be the key elements that will discussed in this report as it relates to Wal-Mart. In addition to that, the major trends in the general/macro environment and industry will be analyzed.
The first Walmart was located in Rogers, Arkansas, it was founded in 1962, by Sam Walton, he called it simply “Walton’s”. At first it started as a small town mom & pop store, and then it grew, the original store is actually now the location for The Walmart Museum.
-formed by Frederick Herzberg in 1959 states that there are 2 factors that motivate a person to work. This is also known as Motivation-Hygiene theory. Herzberg’s 2 factor theory states there are factors in the workplace that causes job satisfaction, and a separate factor that causes dissatisfaction.(MacRae & Furnham, 2017). Hygiene factors are factors that are basic for the motivation to exist in an organization these includes salary, company policies, working environment and interpersonal relationships (Management Study Guide, 2013). In short, these are factors that conciliates workers,for them not to be dissatisfied (Management Study Guide, 2013). On the other hand, Motivation factors are factors that pleases or gratifies
International convention of human rights states that respect other people’s life in all situation. It means that the principle of human right requires all people living in equal life and no discrimination. However, this principle is not applicable for Wal-Mart treatment to its employees in certain situations. In case study, it shows that in United States some employees are illegally worked in Wal-Mart’s stores. They usually earn low salary and they have no overtime payment. Similar case also happened in 2001 where Wal-Mart paid employees working hour average $ 8.23. This amount of money is considered as low wages. Consequently, government provides additional assistance for Wal-Mart employees that considered earn low wages. In addition, unbalanced payment made by Wal-Mart towards young and older employees in 2005.Wal-Mart’s executive vice president Susan Chambers offered education opportunity to young employees while working in this corporation and reduced retirement contributions older employees even though they were working equally productive. Ultimately, these cases have shown that Wal-Mart commits unethical business as well as against human right principles.
I was at walmart one day and helped a little old woman shop for her groceries.
Wal-Mart Stores, Inc. is a renowned retail goods superstore that sits atop the Fortune list at number one. It would be very difficult to find an individual who is unaware of Walmart’s position as the largest brick-and-mortar retail chain in the world. The company has thrived over the past few years and is continuing to grow by effectively managing its store operations and distribution strategies. One of the major contributors to the business consistently meeting market expectations is directly attributable to their management approach. Walmart has revolutionized the way retail companies manage their supply chains in more ways than one. But, perhaps the most revolutionary was the practice of unprecedented coordination with suppliers (Chekwa,
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.