Essays on Wal-Marts Organizational Culture Assignment

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The paper "Wal-Mart’ s Organizational Culture" is a great example of a business assignment.   Wal-Mart is founded on a strong organizational culture observed in all its chain stores regardless of their location. The culture has emerged as one of the key drivers of the growth and sustainability of the chain stores, enabling it to remain firm even amidst challenges associated with business globalization and hard economic times. The primary source of the company’ s culture is its founder, Sam Walton, who created the organization to reflect personal values that are imprinted it with his personal beliefs, attitudes and values (Fishman 2006).

Organizational members tell company stories that emphasize undertakings and transformations, and stress on events that are aligned with the organization’ s cultural assumptions, decisions, and actions. The apparently observable culture in Wal-Mart is the commitment to sustain its chain stores as a low-cost retailing business. The founder’ s thriftiness, courteous respect and honesty values permeate throughout the company’ s workforce and operations. The ingrained attributes form the foundation of the company culture, which has continued to be reflected in its chain outlets in different parts of the world. Through its management, Wal-Mart strives to main its operations at the lowest cost possible in order to sustain the culture of thriftiness founded on the founder’ s commitment to have a low-cost retail store (Cascio 2006).

The company also believes in the culture of employee empowerment in which store managers are empowered to free-take some risks their routine service delivery. The culture of employee empowerment has enabled the management to create strategic innovations and success-driven modern retailing ideas including blow out sales, the Oreo cookie stacking contests, and the door greeters.

Some of these ideas have played an important role in propelling the organization to great profitability and enhanced customer satisfaction. The company’ s culture also permits store managers to change production while at the same time allowing employees to create their own personalized displays within their stores through the volume pricing item program. The culture of empowering employees in Wal-mart has played a crucial role in inspiring employees’ loyalty, and provision of significant attention to employees that interact directly with clients. On the other hand, the prudential culture in the company relayed through the systematic transport procedures that cater to the whole human resources community at Wal-mart, and which does not consider the job portfolio.

As a way of sustaining affordability by clientele in the chain store operations, all employees including the executive team fly in economic rather than first-class or business class (Cascio 2006). In addition, employees on a business tour are encouraged to share rooms as well as seeking accommodation in less expensive motels. Wal-mart only reimburses a third of the meals on business travel expenses. The culture of door greeters and courtesy is observed in all the company chain stores in which salespersons at the retail outlets are expected to smile and warmly usher in the customers.

This is one of the widely observed cultures since anyone who has entered any of the Wal-mart chain stores has experienced a warm welcome. The culture at Wal-Mart is maintained through the sharing of the founding president’ s stories to the employees in the workplace and during general meetings. All store managers are required to remind staff members about the values of the founder and emphasize on the need to embrace and promote the valued principles (Fishman 2006).

The management always ensures that induction of new employees emphasizes on the legendary concepts and organizational cultural values ingrained by the company’ s initiator as the basis of the organization’ s culture. The company leadership retells the underlying cultural objects to sensitize the company undertakings and transformational scenarios that promote the culture that is aligned with assumptions, strategies, and actions. The reiterated foundational tales guarantee the sustainability of the founders’ valued attitudes and believe even after they are dead.

Sustainability of the Wal-mart organizational culture is guaranteed as long as leaders in the organization continue to uphold the values and believe of the company.

References

Cascio, W 2006, ‘Decency means more than “always low prices”: a comparison of Costco to Wal-Mart’s Sam’s club’, Academic of Management Perspectives, vol. 20, no. 3, pp. 26-37.

Denise, B 2010, ‘40 years of storming: a historical review of Tuckman’s model of small group development’, Human Resource Development International, vol. 13, no. 1, pp.111-120.

Fishman, C 2006, ‘The Wal-mart effect and a decent society: who knew shopping was so important?’ Academic Journal of Management Perspectives, vol. 20, no.3, pp. 6-25.

Martyn, K 2011, ‘Governance groupthink’, New Zealand Management, vol. 58, no. 2, pp. 55-56.

Stuart, S 2008, ‘Workplace stress management intervention: what works best?’ Academy of Management Perspectives, vol. 22, no. 3, pp. 111-122.

Xianyu, Y & Lambert, V 2006, ‘Investigation of the relationships among workplace stressors, ways of coping, and the mental health of Chinese nurses’, Nursing and Health Sciences, vol. 8, no. 3, pp. 147-155.

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