Case Analysis Wal Mart

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Case Analysis I – Wal-Mart Wal-Mart Stores, Inc. is consistently ranked on Fortune’s list of the 100 best companies to work for in the United States. Their employment had increased 50%, but the percentage of women employed decreased from 67% to 64%. Wal-Mart has a hierarchical human resource structure that is composed of different levels of management for different divisions and regions. Promotions are granted based on performance evaluations and certain minimum requirements. Certain minimum requirements could be waved in order to preserve the most talented employees. This led to numerous lawsuits against Wal-Mart with allegations of gender discrimination. The greatest issue Wal-Mart was facing was diversity. In 2002, Wal-Mart was the world’s largest employer and, unlike its retail counterparts, remained non-unionized. This limited the employees’ influence on policies and organization process. This became a problem with the reward and promotion process. Promotions are awarded to employees with exceptional performance evaluation. There was an implied rule that the employee must be willing to move across stores, districts, or regions as required. This put women at a disadvantage because they would not be able to pick up and move as easily as men. Wal-Mart would also waive minimum required qualifications to retain employees, a way of bypassing the promotion process. Wal-Mart pride itself on strong organizational culture that is based on respect for the individual, service to the customer, and strive for excellence. The company published letters praising individual employees for outstanding service. Wal-Mart managers public stated that women associates are paid less than men because they had to provide for their families. They also claimed that you can trust Wal-Mart employees with their wives and wallets. Additional information related to the

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