Assignment 2 HRM 522
Organizational Climate at Wal-Mart
Abstract Wal-Mart’s business is the result of Sam Walton’s visionary leadership, along with generations of associates whose focus was on customers and how they could save money and live better. Sam Walton believed that by putting everything a person may need in one place such as food, electronic, clothing, toys, home goods, office supplies and even automotive items would increase the amount of people that would shop and decrease the amount of different places customers would have to go for different items.
Wal-Mart is the largest multinational retailer corporation that employs employees worldwide. Wal-Mart is known for their discounts and their one stop shop. This study paper will provide information on how viable employee relations’ practices have contributed to Wal-Mart’s success as an employer. It will also show how the benefits may contribute to the success of Wal-Mart’s employment practices. Lastly it will describe how the organizational culture and the use of performance criteria could affect the introduction of a union.
Explain how viable employee relations’ practices have contributed to Wal-Mart’s success as an employer. Employees and managers are charged with continuous improvement, nonstop learning, and employee ownership. Wal-Mart promotes an environment that encourages superior performance and, employee empowerment in an effort to unite employees together as a team. Wal-Mart teams are highly productive but at the same time the staffing levels are slender. HR insures employees are held accountable for keeping a poised focus on customer service, theft control, and keeping products in stock (Townsend, 2011). Wal-Mart’s spend a considerable amount of time and effort trying to make employees feel like they are a valuable part of the company by soliciting new ideas through surveys. Wal-Mart is a continuously expanding company and that is why they are constantly searching for good candidates to
Abstract Wal-Mart’s business is the result of Sam Walton’s visionary leadership, along with generations of associates whose focus was on customers and how they could save money and live better. Sam Walton believed that by putting everything a person may need in one place such as food, electronic, clothing, toys, home goods, office supplies and even automotive items would increase the amount of people that would shop and decrease the amount of different places customers would have to go for different items.
Wal-Mart is the largest multinational retailer corporation that employs employees worldwide. Wal-Mart is known for their discounts and their one stop shop. This study paper will provide information on how viable employee relations’ practices have contributed to Wal-Mart’s success as an employer. It will also show how the benefits may contribute to the success of Wal-Mart’s employment practices. Lastly it will describe how the organizational culture and the use of performance criteria could affect the introduction of a union.
Explain how viable employee relations’ practices have contributed to Wal-Mart’s success as an employer. Employees and managers are charged with continuous improvement, nonstop learning, and employee ownership. Wal-Mart promotes an environment that encourages superior performance and, employee empowerment in an effort to unite employees together as a team. Wal-Mart teams are highly productive but at the same time the staffing levels are slender. HR insures employees are held accountable for keeping a poised focus on customer service, theft control, and keeping products in stock (Townsend, 2011). Wal-Mart’s spend a considerable amount of time and effort trying to make employees feel like they are a valuable part of the company by soliciting new ideas through surveys. Wal-Mart is a continuously expanding company and that is why they are constantly searching for good candidates to
References: Holley, W. H., Jr., Jennings, K. M., Wolters, R. S., Mathis, R. L., & Jackson, J. H. (2012). Employment labor & relations. (2nd ed.). Mason, OH: South- Western Cengage Learning. Richardson, M. (2003), New Unions, New Workplaces: Strategies for Union Revival, New York, NY: Rutledge Taylor & Francis Group. Townsend, K (2011), Research Handbook on the Future of Work and Employment Relations, North Hampton, MA: Edward Elgar Publication. Schein, E (1992), Organizational Culture and Leadership (The Jossey-Bass Business& Management series), Houston, TX: Jossey-Bass Publishing. Yates, M. D (2009), Why Union Matters, New York, NY: Library of Congress Catalog-in-publication data. Retrieved June 27, 2013, from http://walmartwatch.com/wp-content/blogs.dir/2/files/pdf/medicaid_factsheet.pdf