Management
It seems that Walmart is always the center of criticisms. In this section, a couple of weaknesses of Walmart regarding the management of people are described and analyzed, then some recommendations that are feasible and creative to improve or avoid this issues are discussed and the limitations are pointed out.
1. Diversity chp4: racial and gender discrimination
It is said that the Walmart employees are gender discriminated when trying to be hired and discriminated against in the work area.[1]
Wal-Mart v. Dukes was a discrimination case on behalf of more than 1.5 million current and former female employees of Walmart’s 3,400 stores across the United States. (9th circuit 2007) Dr. William Bliebly who evaluated Walmart’s employment policies "against what social science research shows to be factors that create and sustain bias and those that minimize bias” (Bliebly) and he finished by saying, the men and women not being created equal in the workforce is what Walmart is doing and what they should essentially not be doing.
According to the textbook, discriminations mainly stemmed from inaccurate perception and attribution. The biases always exist under poor diversity management.
Details:………………………..
For preventing discrimination and better facilitating the management of a diverse workforce, I would recommend Walmart to first operate diversity training to break down the stereotypes that result in the baises, to make people aware of different backgrounds, experiences and values, to show people how to handle conflicts related to diversity and to improve peoples’ understanding of each other. The training may include Role playing, Self-awareness activities and Awareness activities.
2. human resource management :low motivation: high turnover[2], poor working condition[3], illegal employees[4].
Walmart has also faced accusations involving poor working conditions of its employees. For example, a 2005 class action lawsuit in Missouri asserted approximately
1. Diversity chp4: racial and gender discrimination
It is said that the Walmart employees are gender discriminated when trying to be hired and discriminated against in the work area.[1]
Wal-Mart v. Dukes was a discrimination case on behalf of more than 1.5 million current and former female employees of Walmart’s 3,400 stores across the United States. (9th circuit 2007) Dr. William Bliebly who evaluated Walmart’s employment policies "against what social science research shows to be factors that create and sustain bias and those that minimize bias” (Bliebly) and he finished by saying, the men and women not being created equal in the workforce is what Walmart is doing and what they should essentially not be doing.
According to the textbook, discriminations mainly stemmed from inaccurate perception and attribution. The biases always exist under poor diversity management.
Details:………………………..
For preventing discrimination and better facilitating the management of a diverse workforce, I would recommend Walmart to first operate diversity training to break down the stereotypes that result in the baises, to make people aware of different backgrounds, experiences and values, to show people how to handle conflicts related to diversity and to improve peoples’ understanding of each other. The training may include Role playing, Self-awareness activities and Awareness activities.
2. human resource management :low motivation: high turnover[2], poor working condition[3], illegal employees[4].
Walmart has also faced accusations involving poor working conditions of its employees. For example, a 2005 class action lawsuit in Missouri asserted approximately