Walmart Case Study
June 12, 2012
1.Imagine that you are the senior human resource manager for Wal-Mart Canada. What might be your concerns about unionization? •Increased operating costs (wages, benefits).
•More operating constraints.
•Employees banning together against the company.
•Social media concerns - breach of information/fights between union members and non-members. •Working with legal teams to make sure policies are complaint.
2.If Wal-Mart become unionized do you think do you think it would be possible for the UFCW and Wal-Mart to work together collaboratively? Explain your answer.
Despite Wal-mart’s attitude towards unions, I do believe that the company could work with the UFCW. They have to learn to get along. It would be productive for both parties if they could work together. People from both parties would have to compromise between the union’s way and the Wal-Mart’s corporate way.
3.What is your reaction to Wal-Mart’s announcement to close the Jonquiere store? Does this violate labour legislation?
I view the closure as purely unethical and a form of intimidation. Unfortunately according to the article, No Unions Please, We’re Wal-Mart, as well as the Supreme Court of Canada Wal-Mart was within their legal rights to shut down the Jonquiere store. If we were employees we would feel that our labour rights have been violated.
4.As the CEO of Wal-Mart what would your labour relations goals be in the future to ensure high employee loyalty and consumer favouritism?
•Increase employee engagement and interest.
•Improve Customer Service.
•Produce a wide variety of products.
•Maintain savings for customers.
•Improve customers shopping experience.
•Consumer reward program.
5.How would you implement the goals...