Problem statements
A Wal-Mart photo lab associate, Claude is facing a difficulty concerning attending his father’s major birthday dinner.( Brotheridge, C. 2005) Claude comes from a tight family, and he didn’t want to miss the celebration. However, there is a conflict between his working schedule and the dinner plan. Owing to the inflexibility of the auto scheduler program and his manager’s non-negotiable management style, he was sure that his manager wouldn’t give him the time off. Additionally, he didn’t want to call a sick day, not wanting to bend the truth. He also couldn’t feel there was a cold coming. Yet, the main problem is Wal-Mart’s organizational management. Managers do not treat their employees with dignity and respect and a lack of feedback and communication has caused tension in the work environment.
Situation Analysis
In order to carry out a meticulous analysis, we should look at both individual and organizational analysis.
We must recognize that employee attitude will affect their behaviours and job engagement. What’s more, attitudes derived from direct experience are stronger. (Sniderman, Bulmash, Nelson & Quick, 2007) In the beginning, Claude maintained a positive attitude toward his job. Messages in the employee orientation such as ‘family-approach’ and ‘associates are partners’ inspired him and established an affirmative attitude to work at Wal-Mart. However, after working at Wal-Mart for a while, he realized that his job was quite routine and replaceable. Furthermore, his co-workers experienced some disconcerting management issues. These incidents had triggered Claude to bring some negative attitudes toward his job and working environment.
When employees don’t feel a sense of conn...
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...lways find someone to replace the position. Claude can easily get another job and celebrate with his family.
However, as one of the largest retailers, Wal-Mart really needs to adjust its management assumption, treating its employees respectably and creating a positive work environment, which is essential for Wal-Mart’s on-going success. Managers should nurture their employees, increase their job satisfaction and pass on positive attitudes and passion within the work environment. This should be true even among employees who are doing low level jobs.
References
Brotheridge, C. (2005). Working at Wal-Mart. In T. Cawsey and G. Deszca (Eds.). Cases in Organizational Behaviour. Toronto: McGraw-Hill Ryerson.
Sniderman, P. R., Bulmash, J., Nelson, D. L, Quick, J. C. (2007). Managing Organizational Behaviour in Canada. Toronto: Nelson Thomson Canada Limited.
J. M. George and G. R. Jones, “Organizational Behavior,” 3rd ed. (Upper Saddle River, NJ: Prentice Hall, 2001)
The success of Wal-Mart has yielded admiration and sometimes condemnation from numerous stakeholders. While some people applaud the retail giant for improving the living standards of citizens, creation of jobs, and improving the welfare of its employees, others argue that the retail giant has disrupted communities, brought down small retailers and compromised the living standards of
Lichenstein, N. (2007) Why Working at Walmart is Different Connecticut Law Review, Volume 39 Number 4, May 2007
Mallaby admits Wal-Mart can treat their employees and other retailers unfairly, but as a result everyone can share in the 50 billion in savings that American shoppers consume annually. The pay that employees get is the price they must pay for low priced merchandise. Because of the minimal pay to employees, Wal-Mart strengthens its’ consumer buying power. Giving the American shoppers the savings they need, Wal-Mart’s has ultimately been them successful. Wal-Mart has potentially wiped out the middle class as an employer, but the employees can now work and ...
Robbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print
Wal-Mart maintains aggressively, a distinct and consistent corporate culture through out its operations. The issue is that local managers and supervisors are given unguided discretion on the hiring, firing, promoting, and disciplining of employees (Hart, 2006). These individual managers bring with them their own beliefs, biases, stereotypes, and assumpt...
Performance management issues can be fixed by maintaining close supervision, setting high standards, but also focusing on developing employee skills needed to reach them. A good manager is the one who helps their employees to identify and to focus on their most important objectives, goals, and desired outcomes; is the one who identifies the strong abilities in the individual, and shows a clear path to follow. Companies’ ethical focus, -and Walmart is not the exception- should be not only reviewing employee’s performance, but helping them to grow at all levels, creating an environment that energizes and motivates human beings and
Kreitner, R., & Kinicki, A., (2004). Organizational Behavior (6th ed.). New York: McGraw- Hill/Irwin. pp. 406- 441.
Kinicki, A., & Kreitner, R. (2009). Organizational behavior: Key concepts, skills and best practices (customized 4th ed.). New York, NY: McGraw-Hill Irwin.
McShane, Steven L.; Von-Glinow, Mary Ann: Organizational Behavior 6th Ed. Copyright 2013. McGraw-Hill Irwin. New York, NY.
McShane, S.L. and Von Glinow, M. A. (2009). Organizational Behavior: Emerging knowledge and practice for the real world. McGraw-Hill.
The most significant component of Wal-Mart’s success was the way it treated its employees or as they are known as in Wal-Mart “associates”, the beliefs or rules of the Wal-Mart culture makes associates want to provide excellent service to its customers. During visits Walton encouraged associates to pledge to greet customers and ask if they assist them or walking into a Wal-Mart store customers are met by a greeter, an associate who welcomed them and handed out shopping carts (Farhoomand, 2006).
How can Wal-Mart re-build its image? To help Wal-Mart be named as best retailer, instead of the worst, the A Team has come up with solutions to address the issue at hand. We have researched the causes of poor customer satisfaction that all Wal-Mart customers face and come up with solutions to end this issue. For our research, three different criteria for good customer service were evaluated: knowledgeability, friendliness, and availability.
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
Walmart’s leaders keep employees focused on goals and where the company wants to go by motivating them to beat overwhelming odds. They also use a technique called servant leadership, which allows any level employee to lead for the betterment of the team. This is like the belonging segment of why employees enjoy teams. The support of management to have free flowing ideas could bring about better practices throughout the