MGT 245 final - Wal-Mart 1 Wal-Mart Lisa McClure Axia...

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Wal-Mart 1 Wal-Mart Lisa McClure Axia College of University of Phoenix Julius Berry MGT 245 September 7, 2008
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Wal-Mart 2 This paper will address some of the organizational behavior that goes on inside of one of the major retail chains in America. Wal-Mart saves many families money on plenty of things. The company that was chosen for my research paper on is going to be done on Wal-Mart. The three areas that will be discussed in this paper are human resources practices, organizational culture, and power and politics. Wal-Mart is a powerful organization with many benefits and flaws within this organization. Human Resources Practices Wal-Mart uses the long graphical rating scale when they evaluate their employees. The practices that Wal-Mart uses in their human resources department are like other many businesses. Wal-Mart uses the ERP, (also known as Enterprise Resources planning), integrated application software and ADC (Automated Data Collection) which are strategic tools to help business like Wal- Mart to stay within certain requirements for the law (John, 2008).This helps Wal- Mart with their materials overseeing their labor and increases the reliability of the data. Wal-Mart has a new system in place to handle absenteeism and tardiness in their employees. Wal-Mart has instituted a new policy requiring those who are sick or late to work to call an 800 number. Workers using the automated system to
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Wal-Mart 3 call in sick are tagged with an "unauthorized" absence; anyone who logs seven of those within six months automatically will be fired (John, 2008). Any Wal-Mart worker who forgoes the new system and accrues three no- call no-show absences in a six-month period also will be fired. The discount-chain giant also is encouraging anyone needing more than three consecutive days away from work to file for an unpaid leave of absence or time off under the Family Medical Leave Act (Silva 2007). Wal-Mart's shift in policy comes at a time when absenteeism is on the rise and many employers - particularly in retail and similar transient industries - have reached the point of exasperation (Silva, 2007). Many of the reasons for the absenteeism are due to family issues that are beyond the employee’s control. Wal-Mart's call-in system represents a new approach to fighting absenteeism. Workers navigate an automated system to ensure they are routed to the right store. The call generates a confirmation number, which is electronically filed and stored. The system also tracks tardiness. Wal-Mart gives employees a 10- minute grace period before they are marked for an incomplete shift (Silva, 2007). Wal-Mart hires a number of different people, and they all have different backgrounds and cultures. Many of the different people who are employed by Wal-Mart are women. Wal-Mart employs more than 1 million people who work in more than 3,400 U.S. stores. Although women make up more than 72% of the Wal-Mart sales force, they hold only one-third of the management jobs (The Wal-
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This note was uploaded on 05/10/2009 for the course MANAGEMENT 245 taught by Professor Berry during the Spring '09 term at University of Phoenix.

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MGT 245 final - Wal-Mart 1 Wal-Mart Lisa McClure Axia...

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