Wal-Mart and It's Organizational Behavior Issues
Wal-Mart
Organizational Behavior
March 30, 2013
This paper will discuss the structure of Wal-Mart's corporate culture and how it influences their employees. In order to understand an Organization Behavior there are different elements that will create the employees perspective of the organization’s culture such as the management’s philosophy, vision, values, and goals. The driving force of these elements will create the culture of the organization. An organization’s culture will define the leadership, and dynamics of the organization. With each element listed the employees of the organization will identify this as work life that will guide their level of motivation. Depending on which level of motivation the employees are at will determine the outcome of their performance, along with their satisfaction, and development. The entire elements combine helps to build the framework in the way the organization operates. (Davis, 1993) It is important for Wal-Mart to understand their employees’ job satisfaction, fairness, personal development and growth within its organization. Wal-Mart was founded by Sam Walton in 1962. Sam Walton business strategy was to supply products for customers at low prices. Sam Walton began the first Wal-Mart store in Rogers, Ark. While Wal-Mart was at their beginning stage their competitor Kmart was growing rapidly. During that time Walton was only able to invest in 15 stores. In the 1970s Wal-Mart offered stock which helped to expand the company with 276 stores in 11 states. By the 1980s Sam Walton was labeled one of the richest individuals in the United States. In 1983, Sam’s club Warehouse was opened. In 1988 the first Supercenter was open offering grocery and 36 departments of merchandise. In 1989 there were 1,402 Wal-Mart stores and 123 Sam Club. As of to date there are 10, 185 Wal-Mart and Clubs location in 27 countries with 2.2 million employees. Walton theory is quoted in autobiography by stating “… if you think about
Organizational Behavior
March 30, 2013
This paper will discuss the structure of Wal-Mart's corporate culture and how it influences their employees. In order to understand an Organization Behavior there are different elements that will create the employees perspective of the organization’s culture such as the management’s philosophy, vision, values, and goals. The driving force of these elements will create the culture of the organization. An organization’s culture will define the leadership, and dynamics of the organization. With each element listed the employees of the organization will identify this as work life that will guide their level of motivation. Depending on which level of motivation the employees are at will determine the outcome of their performance, along with their satisfaction, and development. The entire elements combine helps to build the framework in the way the organization operates. (Davis, 1993) It is important for Wal-Mart to understand their employees’ job satisfaction, fairness, personal development and growth within its organization. Wal-Mart was founded by Sam Walton in 1962. Sam Walton business strategy was to supply products for customers at low prices. Sam Walton began the first Wal-Mart store in Rogers, Ark. While Wal-Mart was at their beginning stage their competitor Kmart was growing rapidly. During that time Walton was only able to invest in 15 stores. In the 1970s Wal-Mart offered stock which helped to expand the company with 276 stores in 11 states. By the 1980s Sam Walton was labeled one of the richest individuals in the United States. In 1983, Sam’s club Warehouse was opened. In 1988 the first Supercenter was open offering grocery and 36 departments of merchandise. In 1989 there were 1,402 Wal-Mart stores and 123 Sam Club. As of to date there are 10, 185 Wal-Mart and Clubs location in 27 countries with 2.2 million employees. Walton theory is quoted in autobiography by stating “… if you think about
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