Organizational Restructure

Topics: Management, Wal-Mart, Job satisfaction Pages: 12 (3931 words) Published: April 13, 2015
RUNNING HEAD: Organizational Restructure on Aisle Five

Organizational Restructure on Aisle Five!
TaKeesha Forman
Southern New Hampshire University

Organizational Restructure on Aisle Five!

Abstract
As a consumer, it is important to shop where you know you will get all that you need. That same need is more important when you are within an organization not as a customer but as an employee. Employees seek to be employed by an organization that can fulfill both monetary & physical needs for them, but also ensures the ability to continue to advance and grow. Within the field of customer service it is just about impossible to deliver satisfactory customer service without first delivering a certain level of job satisfaction to your employees. Wal-Mart is known for having everything known to man on its shelves, but it’s also known as being one of the country’s leading employers. In recent years, the company has received media attention and backlash in areas of employee job satisfaction & the way stores are being ran. This paper seeks to identify the ways in which the organizational behavior of the company can be revamped, by answering & implementing the following questions--does managerial control and approach have a positive or negative effect on Wal-Mart employee satisfaction? How does the company manage workforce diversity & are those employees treated fairly in position levels and pay rates? How does the company’s organizational practices influence employee job satisfaction and what changes can be made to improve employee job satisfaction? With reliable academic sources, I seek to answer these questions and also provide insight into changes that can be made with the company’s organizational structure.

Organizational Restructure on Aisle Five!

Introduction
“To attract the brightest and best employees, the workplace must be aware of and receptive to the everchanging desires of the "knowledge worker”… (Jameson & Jameson, 2008).” Regardless of the field of expertise an organization is a part of, the time & attention given to its employees is of the utmost importance. Many times, companies fail and or are known for bad service when the happiness of its employees is suffering greatly. Robbins & Judge defines organizational behavior as “a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations… (Robbins & Judge, 2014, p.11).” In other words, the behavior of the individuals within an organization, greatly impacts the success of that organization. This includes management styles, communication & diversity amongst employees just to name a few. All companies and organizations have some form of organizational behavior and that behavior is reflected through its employees.

So what exactly does organizational behavior have to do with a place like Wal-Mart? As stated in my definition above, OB is made up of three different components that all fall under the umbrella of the organization. There’s the employee/individual, groups within the workplace, and the structure of the organization. When studying OB, it is important to recognize that all three of these components are necessary for fully understanding organizational behavior. In fact Griffin & Moorhead (2012), point out in regards to OB, that we can study the individual and his or her actions without considering the organization, but because of the fact the organization influences and most times is influenced by the individual, we can’t fully understand the individual’s behavior without learning something about the organization! In other words, the behaviors of the individuals within an organization usually stem from the structure and norms of an organization. OB is a field of study that concentrates specifically with situations such as jobs, employment turnover, absenteeism, productivity, and performance to name a few. So in actuality, every organization that is an organization, deals with OB on some...

References: Amoopour, M. , Hemmatpour, M. , Mirtaslimi, S. S. (2014). Job satisfaction of employee and customer
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Aubry, L. (2013). Our Wal-Mart: fighting for rights and respect. Los Angeles Sentinel, 79 (49), p. A.6
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Hotchberg, S. (2013, November, 19). Working at Walmart Part 1 & 2. Retrieved from
http://onlabor.org/2013/11/19/working-at-wal-mart-part-one-wages-and-benefits/
Jameson, C. & Jameson, J. (2008). Motivation in the workplace-cultivating your team. Dental Economics, 98
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Lichtenstein, N. (2011, June, 11). Walmart’s authoritarian culture. The New York Times. Retrieved from
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Madlock, P. E. (2008). The link between leadership style, communicator competence, and employee
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Robbins, S.P. & Judge, T.A.(2013). Organizational Behavior (15th ed.). Upper Saddle River, NJ: Pearson
Educational, Inc
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