“Wal-Mart Management Consulting Project

The above-mentioned saying, of Marc Andreessen, a renowned thinker clearly demonstrates the whole activities of Wal-Mart in this already complex world business world. Wal-Mart now got the title of business leader in retail sector of country. The afore-said statement shows the up gradation in terms of Wal-Mart distribution and overall business market. It helps individual, groups, peers and all segmented market around the world so that they can save money and live better regardless their territorial bounding and restrictions. Wal-Mart just not bound itself in retail stores physically, online stores virtually and through their mobile story easy accessible from around the world. Already captured the market of 245 million customers both members and non-members on daily basis, Wal-Mart retain the title of biggest retail store of world. According to officially buzzed figures, Wal-Mart’ net sales of $482.2 billion in current fiscal year 2015. (Ehrenfreund, 2015)

Project On “Wal-Mart Management Consulting Project” By: ABC Date: Today's leading real-world retailer, Wal-Mart, uses software to power its logistics and distribution capabilities, which it has used to crush its competition. (Marc Andreessen) The above-mentioned saying, of Marc Andreessen, a renowned thinker clearly demonstrates the whole activities of Wal-Mart in this already complex world business world. Wal-Mart now got the title of business leader in retail sector of country. The afore-said statement shows the up gradation in terms of Wal-Mart distribution and overall business market. It helps individual, groups, peers and all segmented market around the world so that they can save money and live better regardless their territorial bounding and restrictions. Wal-Mart just not bound itself in retail stores physically, online stores virtually and through their mobile story easy accessible from around the world. Already captured the market of 245 million customers both members and non-members on daily basis, Wal-Mart retain the title of biggest retail store of world. According to officially buzzed figures, Wal-Mart’ net sales of $482.2 billion in current fiscal year 2015. CITATION Ehr15 \l 1033 (Ehrenfreund, 2015)As concerned most according to this writing, Wal-Mart constitutes 2.2 million employs and workers around the globe. CITATION LAY15 \l 1033 (LAYNE, 2015) Culturally speaking, Wal-Mart’ culture is highly based upon concept of integrity among workplace and social section of employee. The development of new ethical behavior at workplace and retention of already available ethical behavior at workplace in organization is most prioritized debate in Wal-Mart regarding all its stakeholders. Wal-Mart offers different kinds of job at workplace under one roof. Big heads of Grocery, membership, sales floor, receiving, health and wellness and front end are some big heads of jobs offering by Wal-Mart now a day. Due to official limitation, one uses major secondary source for data collection from online venture and web based material in this report with amalgamation of personal observation about Wal-Mart. This report will discuss motivation problems and motivation causes with respect to Wal-Mart and will provide a composite form of analysis based upon internal culture of Wal-Mart according to its employees and all its stake-holders. After a frequency analysis of Wal-Mart, one will also discuss the recommendation to improve the organizational behavior maxim according to pitfall founds in previous section of discussion. After a considerable repercussions and pragmatic strategies, one will also show some restrictions from culture, internal and external, while applying techniques as recommends in previous section. Critically analyzing, all above discussed is about the success stories and performances of organization but along with this reality a new reality is also un-ignorable that is problems of Wal-Mart in motivating its employee to align them with organization' objectives and long term strategies. According to Interview data, Wal-Mart is using Maslow's Hierarchy theory in real terms. Along with this, organization is also using equity theory for its employee around the globe. As the matter of fact, these both theories are far away from implementation perspective now a day. Since the start of 21st century Wal-Mart is facing multiple problems with its employee and workplace handling. Firstly, problem of managing health, and financial benefits at workplace, that affects employee and motivating vision of organization. Ironically, Wal-Mart was famous for the integrity and employee-centered cultural organization since its inception but now it becomes a profit-centered organization without considering employee basic needs so far. According to officially collected Interview data, responsible authorities claim that they are using Maslow hierarchy of need in organization but no implementing it in this complex business world. The competition is very much different from last century when Wal-Mart comes into being. Now, things have been changed and this is main reason that firm changed its basic vision which is culture integrity from employee-centered to profit-centered. According to web-based market studies, Wal-Mart cut its cost of production down by cutting benefits of employee. Now, the issue of labor physiological needs becomes a national issue. That problems lead employee to perceive motivation only to retain its salary that is extrinsic aspect of motivation. Despite this the successful business around the globe, the average Wal-Mart salary for its lowest-paid workers for a 40-hour week is about $18,720, which would be the figure for a five-day week if the employee worked 52 weeks a year and didn’t pay any tax. CITATION Ehr15 \l 1033 (Ehrenfreund, 2015) Therefore, Wal-Mart failed to justify their claim about the implementation of Maslow hierarchy of need at workplace. The only visible cause for this problem is profit-centered shift in recent years from employee-centered behavior of organization. Secondly, about 1034 time’s lower gap of remuneration between top-leveled and median-leveled employees in Wal-Mart is another challenge facing by Wal-Mart now a day. This thing is not considered as good in extracting maximum market share by investing minimum in labor perspective. The section of salary settings is not working at all in terms of motivation for employees. The one aspect of equity theory, which is organization justice as claimed by Wal-Mart, is also a missing link between its claim and implementation in reality. Behind the perspective of getting maximum profits that is provided by customers is only there to facilitate the top-level management rather than giving any benefit for lower level executives. This gaps further widened in 2013, when the gigantic and unrealistic change in top management occurs when the financial position of company thrived. This emerging concept in Wal-Mart sabotages the whole concept of market about the image of Wal-Mart as employee-centered company toward profit-centered venture. The recent scandal arouses at International Labor rights fund platform also lowered the image of Wal-Mart in its market. Despite the different media spokesperson try, Wal-Mart did not utter a word about the exploitation of workers at workplace in company. According to Reuters’ last month report, many ventures are facing scrutiny over pay but Wal-Mart crosses all the limits and negates the role of equity theory for motivation at organizational level that is very annoying for its image in competitive market, as now a day. Wal-Mart breaks all promises while meeting the challenges of employee turnover, and employee evaluation criteria. CITATION Ehr15 \l 1033 (Ehrenfreund, 2015)Therefore, Wal-Mart organizational behavior in terms of motivating employee is opposing what an organization buzzes and huge gap between pay scale of top level and median level employee. Thirdly, lowest interaction between employee and management is contemporary challenging in meetings motivational criteria in Wal-Mart. This thing can be extract easily through the reality that an employee interviewed by researcher about the evaluation criteria for specific section in Wal-Mart. When the same question put before the management, they gave theoretical answer about the standard set out by the motivational theory of equity at organization. For example, do you feel recognized by your employer? (EMPLOYEE) “YES: We receive a yearly evaluation, and this helps us know what we have done well, what need improvement, and where we are”. How do you recognize your employees? (MANAGEMENT). We have an associate of the month by shift and by department, the best cashier or the best greeter. I do this because it gives more people the opportunity to be recognized instead of just one associate of the month in the entire store.” CITATION ati10 \l 1033 (atirto2, 2010) As afore-said example sabotages the all required interaction and communication channels, as required by equity theory, as important linked for employee motivation and building better organizational behavior towards their employees. In recommending way, Wal-Mart should apply the same physiological needs by paying them adequate salary as compare to country lowest level of paying labor. By applying these physiological needs of motivational theory they can think about the other needs to lower their top management turnover in no time. The safety needs also need a serious look by top management, because as management believe employee culture as family than a family could not safe until or unless it is guarded by some responsible caretakers. Therefore, along with popularity index rises, the threat from illegal mechanism is also rises at store level where commodities are interact at first priority. Psychological needs are also decaying in Wal-Mart perspective. The pragmatic approach should be got attention from top administration so that big family of company could be retain at same pace and interact with each other with more easy way. Esteem needs are high level needs according to motivational theory and still facing an ignoring phase in Wal-Mart case which could be boasting to get the employee turnover at minimum level from maximum. Salary and remuneration section should be dealt with iron hands to keep horizontal competition within the company rather than vertical competition without the company. Employee performance which comes under the equity theory is not meeting at all by Wal-Mart now a day. Therefore organization can increase employee involvement and objective-centered work by acquiring the monthly based performance reports about the current and target states of employee. In challenging way, this is an era of information technology. There is no fact hidden from media. This thing is benefiting from one end and annoying from other. Competitors can take advantages of Wal-Mart decayed reputation in market. The only reputation in market and reputation psychologically among employee of Wal-Mart is only limitation in applying the afore-said recommendation in pragmatic way as discussed earlier. Another limitation of Wal-Mart is its silent behavior about the labor unions and labor exploitations in such technological enriched culture. One can hope that 2015 would be a paradigm shift of the only pay scale different among stake holders of company and continue its prosperity in positive way. References: BIBLIOGRAPHY \l 1033 atirto2. (2010). Wal-Mart Final Project. Retrieved March 04, 2015, from wikispaces: http://walmart-obproject.wikispaces.com/Wal-Mart+Final+Project Ehrenfreund, M. (2015). Taxpayers win as Wal-Mart gives workers a raise. Retrieved March 04, 2015, from washingtonpost: http://www.washingtonpost.com/blogs/wonkblog/wp/2015/02/20/wonkbook-taxpayers-win-as-wal-mart-gives-workers-a-raise/ Harress, C. (2013). Wal-Mart Says 'Save Money Live Better,' But Workers Don't Make Living Wage And Rely On State Benefits. Retrieved March 04, 2015, from ibtimes: http://www.ibtimes.com/wal-mart-says-save-money-live-better-workers-dont-make-living-wage-rely-state-benefits-1487598 LAYNE, N. (2015). Exclusive: Despite wage hike, some Walmart shareholders seek change. Retrieved March 04, 2015, from Reuters: http://www.reuters.com/article/2015/02/25/us-walmart-shareholders-exclusive-idUSKBN0LT0D520150225 P.Robbins, S., & A.Judge, T. (2012). Organizational behavior . Pearson Education, Inc. Pendola, R. (2014). Mistreated Walmart Employees Speak Out Against Company (UPDATED). Retrieved March 04, 2015, from thestreet: http://www.thestreet.com/story/12532764/1/pictures-and-employee-emails-that-make-me-think-walmart-is-about-to-implode.html

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