4 pages Organizational Culture of Wal-Mart

Organizational Culture of Wal-Mart

Since the year of 2008, Wal-Mart has been branded that name but before then, it was an American international trader company that runs chains of big discount department stores and warehouse supplies. Wal- Mart has turned into the world’s third biggest public corporation, dependable with the Fortune Global 500 list in the year of 2012.This business has also turned out to be a private employer in the world with over two million workers, and is the largest retailer in the entire world. Wal-Mart even today is still a business that is family owned, as the business is measured by the Walton family who own a 60% investment in Wal-Mart. With said, this essay will discuss Wal-Mart’s organizational culture

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Viable employee relations practices have contributed to Wal-Mart’s success as an employer in many ways. For example, the company has a very good staunchly anti-union. New workers are shown videotapes that clarify that instead of unionizing, they really do benefit from the policy which is open door at all times. This relation practice has allowed the workers to take their grievances outside the supervisors to management that is much higher. This method has been very successful for the Wal-Mart employees. In the past, when the United Food and Commercial Workers were trying to organize workers all over the nation, labor experts were brought in to have what they called “coaching sessions” with staffs who supported unionization. However, at one time some the workers made the complaint that these were intimidation sessions and did not really help much with employee relation practices. A lot of complaints that are similar to these are at the moment on file with the National Labor Relations Board.

Another way to help with relations practices was to make sure that had good pay. Though Wal-Mart employees begin at the same pay as unionized employees in alike types of work, they make about 25% less than their unionized complements after being on the job for two years. The speedy turnover – 75% of staffs were leaving almost during the first year (Wang, 2006). This happened because of the lack of recognition and inadequate pay, according to a survey Wal-Mart conducted. However this can work to the business’s gain, because it is more problematic for unions to establish when there is continuous worker turnover.

With that said and because of these past difficulties, Wal-Mart has comes up with better ways to make sure that they have good relation practices. For Wal-Mart to embrace everyone in the workplace, they set out a social responsibility document on diversity for their workers. Wal-Mart’s declaration of beliefs even inspires whistle blowing (Arnold, 2000). Many of them would need to constantly work to uphold a working atmosphere that inspires connections to escalate trepidations about likely violations of our Statement of Ethics. Often they hear stories of other businesses where staffs were aware of difficulties, nonetheless did not feel contented coming bringing things up. The managers would not want anyone at Wal-Mart to go through this. (Wal-Mart statement of ethics).

These benefits at Wal-Mart are able to contribute to the success of Wal-Mart employee practices in many ways. As a Wal-Mart Associate the workers are permitted to get paid time-offs not just for their social and personal accountabilities, but likewise for their vacations and holidays. The employees get a discount on a whole lot of things from traveling to entertainment. The discount advantage for Wal-Mart staffs does not just stop there, as they are permitted for the Associate Discount Card which provides the workers with 10% off shopping (O’Gorman, 2008).

These benefits help bring success because employees feel that their work is being appreciated. Wal-Mart also brings other benefits for success such as the consumer-directed health plans they offer for Associates.

Organizational culture and the use of performance criteria affect the introduction of a union in many ways. To begin with the Organizational Culture” is one of those expressions, that you cannot see, however, it can be felt and experienced and it has a deep influence in the way individuals accomplish in an group. It means the approaches, experiences, principles, and standards of the work group or team that is inside the association, which to a degree affect the institute as an entirety (Carden, 2005). All staffs regardless of their grade, and whether they are specialists or not, donate to the culture of an association by bringing their diverse talents, awareness, services, standards, and principles to the person.

Workers may hold talents and abilities that could qualify them to appropriate into the group and authorize it, somewhat as a result of socialization, but they could need help from others, for instance Human Resource Development specialists and Union supportive labors, so as to study the skills that will enable them to produce their part in the group, team, or section.

The culture of an organization is vital not just for people but to the group itself. This creates culture as a very significant section of every association and union leaders and organization need to comprehend the central part it plays in establishing an actual group. Union accepting of the significant role culture play for an association is necessary because the acknowledgment of combinations and the labor agreement typically means organizational variations to an establishment’s strategies, practices, policies, and the atmosphere.

I believe Wal-Mart has not been effectively unionized over the years for a number of reasons. For instance, in the past, Wal-Mart has been estimated for its strategies that are against labor unions. They have not been effectively unionized because even the critics over the years have been blaming workers’ unwillingness to join the labor union on Wal-Mart anti-union strategies for instance managerial investigation and pre-emptive conclusions of departments or stores who select to unionize (Wang, 2006).

Wal-Mart does make the point that they are not anti-union but, “pro-associate,” disagreeing that its workers do not have to worry about paying third parties to talk about issues with administration as the business’s open-door policy empowers staffs to lodge complaints and defer propositions all the way up the corporate top (Basker, 2007). In 1970, corporation’s late creator Sam Walton fought against a unionization idea by the Retail Clerks International Union in a couple of the Missouri cities by hiring a specialized union buster to direct an anti-union movement (Arnold, 2000). With the union buster’s instruction, Walton also made the moves to his workers on how the corporation was trying to make sure that they kept their best interests in mind, reassuring them to air distresses with managers and implementing a profit-sharing program (O’Gorman, 2008). However, a few years later, Wal-Mart then hired a referring company, Alpha Associates, to help in creating a union avoidance program (Basker, 2007).

In conclusion, it clear that Wal-Mart has some negatives and some positive attributes when it comes down to organizational culture in the workplace. However, it appears that over the years their organizational structure has reached some not so good places. On the other hand, Wal-Mart is at least trying to make some kind of adjustments to make sure that they are bringing in some relevant ideas to make sure that they keep their organization together.

Works Cited

Arnold, S.J. (2000). Wal-mart in europe: Prospects for the UK. International Marketing Review, 17(4), 214-220.

Basker, E. (2007). The causes and consequences of wal-mart’s growth. The Journal of Economic Perspectives, 21(3), 598.

Carden, A. & . (2005). Wal-mart, leisure, and culture. Contemporary Economic Policy, 27(4).

O’Gorman, M. (2008). Wal-mart: The face of 21st century capitalism. Labour, 23(4), 23-45.

Wang, J. (2006). Economies of it systems at wal-mart – an historical perspective. Academy of Information and Management Sciences Journal, 9(1), 45-66.

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