MGMT591 Leadership And Organizational Behavior

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MGMT591 Leadership And Organizational Behavior

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MGMT591 Leadership And Organizational Behavior

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Course Code: MGMT591
University: DeVry University

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Country: United States

 Question:
A brief overview of the chosen organization and your role in it
 
A brief narrative description of the organizational behavioral problem that you would like to research and resolve
 
A preliminary behavioral problem statement in the form of a researchable question
How does Walmart behavior towards their employees hurt their business reputation?
Which TCO(s) your problem is related to?
Answer:

A brief overview of the chosen organization and your role in it
Wal-Mart Stores Inc. is one of the most recognizable global brands. The company was founded in 1962 by Sam Walton in Benton, Arkansas. Although it had humble beginnings, within the last 30 years, Wal-Mart has become a giant discount chain with 2.3 million employees, across 28 countries, in 11,695 individual stores. They sell a variety of products in almost every category from electronics, grocery, health, and beauty, automotive, home furnishings, sporting goods, etc. According to their corporate site, Wal-Mart continues to be a leader in corporate philanthropy, sustainability, and employment opportunity. Wal-Mart has billed itself as a leader in employment and opportunity for all people of all levels and abilities. In applying the methods of Organizational Behavior (OB), Wal-Mart Stores Inc.’s interaction with its employees can be studied in an attempt to create a more efficient business organization.
For a very long time, the company has been doing well because of quality in their services, buying experience and participation in social events that give back to the society. These have impacted the growth of the company positively judging by the annual sales report last year. However, the role of employees and their level of motivation have not been exploited (Copeland & Labuski, 2013). As a result, there have been complaints, from both within and outside the organization, regarding how Wal-Mart treat and handle employee issues. My role as an organizational consultant to Wal-Mart is to identify opportunities to improve its relationship with its employees in areas where behavioral problems are present. Further, my role is to assist the organization so that the processes stay in line (Copeland & Labuski, 2013). This way, employees work without interference from external sources like harassment and internal issues like negative attitude towards work.
A brief narrative description of the organizational behavioral problem that you would like to research and resolve
Although Walmart is renowned for its variety of products and services worldwide, they have also been considered as the worst company to work for in America. According to Yue, Rao, & Ingram (2013), the workers working in Asia making clothes for Walmart were known for child exploitation and abuse. According to the reports, 1127 garment workers in killed in the Bangladesh collapse (Copeland & Labuski, 2013). The workers in Cambodia suffer from improper working conditions and are harshly penalized, including termination of employment contract (Friedman, 2008).
Further, Walmart has been known to discriminate among its employees on the basis of gender. According to Eidelson (2013), approximately 2,000 women filed a case against Walmart as they were put to a disadvantage regarding pay and promotions. Therefore, the law board penalized Walmart with charges for the claims in Florida, Georgia, and Alabama. As per the reports by The Daily Beast (2014), Walmart was sued for not accommodating the physical needs of pregnant women. For example, a lady working at the organization, Candis Riggins was disallowed sitting on a stool and other inappropriate conditions that made it difficult for her to stay at work. When this information got to the media, they started scrutinizing how things are done in the company making the public to question Wal-Mart’s priorities in business. To them, it seemed like the company is willing to make profits at all costs including at the expense of their employee’s well-being.
Walmart was fined for an amount worth $190,000 by Occupational Safety and Health Administration (OSHA) as it had unacceptable working conditions at the organization (Lee & Maxfield, 2015). Moreover, there was lack of training provided for treating hazardous materials, unsafe trash compactor procedures and blocked exits. Inadequate fire safety measures were taken to address the equipment in the store (Kaplan, 2017). These put the life of employees, who are supposed to be the company’s most treasured resources, at risk.
According to Sherman (2014), Walmart eliminated healthcare insurance for the temporary workers. Therefore, when the employees fell sick, it broke them financially as they had to spend a large amount of income. This affected their morale and productivity level because they felt not cared for. As the employees are poorly paid, there are times when they feel the need to steal from the coworkers. The workers say that the wage is not enough and there is poverty pay in the organization (Friedman, 2008). According to US Equal Employment Opportunity Commission, Walmart was supposed to pay $150,000 as they discriminated against the manager (Eidelson, 2013). Some female managers complained that they were being paid less than their male counterparts and any ways of them climbing the career ladder were blocked by their male supervisors.
All these scandals do not paint a good picture of Wal-Mart among the public. The negative image is extending to its sales and profits. Customers like to associate with brands that obey the law. For example, according to statistics, 68% of women in the US believe that discrimination at work, based on gender, still exists. Despite the protections put forward by the government such as the Equal Pay Act of 1963 in the U.S, gender discrimination still exists, probably more rampant that it did 10 years ago (Copeland & Labuski, 2013). Wal-Mart is paying men more than their female counterparts and this is breaking the law, Moreover, gender discrimination has sparked a heated debate recently hence it does not look good that a company, as big as Wal-Mart is engaging  in this vice. Consequently, people have decided to shy away from their products and services.
If these accusations are not dealt with soon enough, it could cost the company its reputation. Here is a list of possible solutions to clean Walmart’s image against the gender discrimination, child-molestation, poor working conditions and low pay claims:

I need to form an inquirycommission that will listen to claims from women working for the company within the US.
After they have given their claims, thorough investigations will be conducted to establish there is any truth in their claims.
The names of those found guilty will be forwarded to the disciplinary committee within the management to be punished.
I also plan to create a documentary to highlight and remind the public of Walmart’s commitment to equal employment opportunities and decent treatment to all its employees. This will run on three national TV.

A preliminary behavioral problem statement in the form of a researchable question
How does Walmart behavior towards their employees hurt their business reputation?
Which TCO(s) your problem is related to?
The Terminal Course Objective (TCO) identified for the above-identified issue is: Given an ineffective individual or team in an organization, evaluate how motivation affects organizational behavior and the achievement of organizational goals. Motivation can be defined as a theoretical construct to explain the behavior of individuals. Motivation puts human resource into action. As seen, Walmart is struggling to attain high profitability in which it wants a maximum contribution from the employees. Therefore, it has tried engaging the children in the work. Also, to attain maximum profitability, Walmart has tried cutting down on expenses such as pay, rewards, and promotion (Spicer & Hyatt, 2017). Also, Walmart does not address the working needs of its employees. It is argued that pay, rewards, recognition, working conditions and other factors are motivational for the employees. Therefore, Walmart needs to enhance motivational factors to influence employee behavior and achievement of organizational goals.
Employees’ motivation can be well explained by the hierarchy theory of needs by Abraham Maslow. This theory interprets human behaviour best. It outlines the needs of an individual and offers an explanation on why people do the things there do base on their level of needs.Understanding employee motivation factors will help Wal-Mart in the following ways:
By understanding emotions and emotional make-up of an individual we are able to be aware of his/her motivations. That is emotional makeup and emotions make us aware of motivation. When we can identify a person’s moods then we are able to identify their behaviour towards a particular thing. For example, if a person is happy working at Wal-Mart, then we understand why he shows up for work early every day.
Understanding the emotional make-up and emotions motivates us into forming and maintaining social relationships with others. Through understanding somebody’s emotions as well as your own that you can establish a common ground and a platform from which you can interact. This will help form a strong and healthy bond between employees and management at Wal-Mart. Also, we can control our motivations through understanding our emotional make-up and emotions. Meaning, we can regulate our drive towards a particular action or thing by knowing how we or others feel about that action or thing. For example, when we know that an employee is demoralized because of difference in pay, sad, we comfort them or offer them encouragement instead of being judgemental about what is making them sad. This, in turn, increases Job satisfaction.
Motivation improves the efficiency level of employees. Motivation creates a cooperative environment at the workplace. Therefore, the motivational issues can be addressed to enhance employee satisfaction. With greater satisfaction, the organizational behavior can also be enhanced (Copeland & Labuski, 2013).
References
Copeland, N., & Labuski, C. (2013). The World of Wal-Mart : Discounting the American Dream. New York: Routledge.
EIDELSON, J. (2013). Walmart Workers Walk Out. . WMT SERVICE Employees International Union, Vol. 296 Issue 1/2, p11-15.
Friedman, D. (2008). Morals and Markets : An Evolutionary Account of the Modern World. New York, NY : Palgrave Macmillan.
Kaplan, S. (2017). WALMART’S JOURNEY TO SUSTAINABILITY. Rotman Management. Winter.
Lee, J., & Maxfield, S. (2015). Doing Well by Reporting Good: Reporting Corporate Responsibility and Corporate Performance. Business & Society Review, Vol. 120 Issue 4, p577-606.
Spicer, A., & Hyatt, D. (2017). Walmart’s Emergent Low-Cost Sustainable Product Strategy. Vol. 59 Issue 2, p116-141.
Yue, L. Q., Rao, H., & Ingram, P. (2013). Information Spillovers from Protests against Corporations: A Tale of Walmart and Target. Collective behavior, Vol. 58 Issue 4, p669-

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