|
|
Wal-Mart: Staffing the Organization
Introduction
Wal-Mart is a global organization that has been monitored by job seeking individuals, businesses, and governmental agencies for decades and all are concerned with equal opportunity issues and the accommodation of equal opportunities. The operational practices of this global giant are not above the rules and regulations of the Equal Employment Opportunity Commission and strict adherence to these must be followed at all times by Wal-Mart and all organizations facilitating the working class. In addition to the standards the EEOC provides for an organization that are in place today there is the company's code of ethics.
EEOC Violations at Wal-Mart
Following the incident of EEOC violation at Wal-Mart, which resulted in the litigation of gender diversity issues at this company, initiated in 1998 (Bloomberg website, 2005, para 2), the company has adhered progressively to ethical codes created by the company and stakeholders of the business. Costly litigation can be avoided by compliance of ethical standards predetermined by a code of conduct, adherence to governmental regulations, and respect of moral standards, but has Wal-Mart changed the old ways of doing business as opposed to the daily functions of the modern day business Wal-Mart is now? According to Wal-Mart's CEO's message “The values that set us apart from others respect for the individual, service to our customers and striving for excellence rest on the foundation of personal integrity and responsibility. Encouraging employees to be champions for integrity by engaging fellow associates in conversation and setting an example through your words and actions.” (Wal-Mart, 2009, pg 3, para. 1)
The majorities of companies, in today's global business, identify and develop a clear and shared meaning of morals, viewpoints, and purpose that their employees understand and function by within the business. The equal opportunity promise made to those of diversity within Wal-Mart is one of controversy within Wal-Mart. One finds this dilemma represented by the research findings and discovery of an enormous amount of controversy surrounding issues outlined by the EEOC investigations provided that show Wal-Mart has been guilty of discrimination today and in the past.
According to Stuart Appelbaum (2010), president of the Retail, Wholesale and Department Store Union of New York, “There is no question that Walmart has earned its reputation as the quintessential villain of retail,” Appelbaum (2010) states,” Today's headlines report yet again that Walmart is facing a landmark class-action lawsuit for discriminating against women. The lawsuit filed, by more than one million former Walmart employees, alleges that Walmart pays women less than men for the same jobs and those women receive fewer promotions than male counterparts.” (Appelbaum, 2010, p. 1, para. 3)
One may speculate, following considerable criticism by the public and sanctioning by the legal system of the United States of America, Wal-Mart has adjusted the once practiced methodology of yesterday to align with the way business should operate today, but the evidence does not show a dramatic change in operations of the organization concerning equality of males and females.
Gender Bias in Wal-Mart
An example of the inequality is the rate of compensation for a male versus rate of compensation for a female in the same caliber of the company. Research provides example of men having a greater rate of compensation than women in the same job category. According to Forbes (2004), it is time for “women at Wal-Mart to get their fair share of pay and promotions which have been denied them for years," said Joseph Sellers, a lawyer at Washington, D.C. 's Cohen, Milstein, Hausfeld & Toll, which represents the women in the case, in a statement, (Ackman, 2004, p. 1, para. 4).
Is gender equality a current issue within Wal-Mart? The researcher has discovered gender equality is a current issue at Wal-mart evidenced by the article in the Brooklyn newspaper recently in 2010. Communities and business professionals are coming together to make public the infractions Wal-Mart has exhibited and many are demanding change within the organization.
Are both genders equally represented in all levels of the organization? According to the research one would reach the conclusion 'NO', representation of both genders is not equal at Wal-Mart on any level of the organization. Are salaries equitable at Wal-Mart and are these compensations based on job performance and/or seniority? Again, this has been another inconsistency Wal-Mart has not changed.
Wal-Mart Management
Should Wal-Mart's managers care about these statistics and what explanation of why or why not? Managers need to be concerned with the activities of the organization legally, ethically, and morally. Wal-Mart's management says they are concerned (Wal-Mart, 2010, p.1, para. 1), but the research has proven Wal-Mart has not changed and is not attempting to make the changes necessary, (Appelbaum, 2010, p. 1, para.6). Appelbaum states, “The real question is: Does a company that pays poverty wages, exploits its employees and fights their attempts to organize a union, provides few benefits, drives small businesses into bankruptcy, discriminates against women, abuses immigrants and child-labor laws, and demands enormous public services and subsidies from local governments good for New York?,” (Appelbaum, 2010, p. 1, para.6).
Change for Wal-Mart?
According to the grassroots movement in favor of change within the organization, (WakeUpWalmart, 2010, p 1, para 1), “Wal-Mart has a responsibility to all Americans to set the standard for customers, workers and communities, and to help build a better America,” (WakeUpWalmart, 2010, p 1, para 1). What, if anything, should management do about this issue? One recommends, if a management was concerned with the issues facing the organization implementation of corrective measures would take precedence. According to McNamara (2010), “Much of what managers and supervisors do is solve problems and make decisions,” (McNamara, 2010, p. 1, para. 1). Recommendation of the steps for improvement include: a. define the problems; b. make a plan; c. implement the plan; and d. monitor the plan, (McNamara, 2010, p. 1, para. 1). The success of an implemented improvement program by Wal-Mart management in service today may assist the organization to be a more successful and diverse organization.
Signs of the Times
Wal-Mart has been proactive since 2008, despite the ramifications of legal sanctions suffered by creating within the organization that are, “programs that touch recruiting, associate engagement, leadership training, supplier development, community outreach and community giving, Walmart received 37 separate awards and recognition in 2008 for its commitment to advancing Diversity and Inclusion at all levels of the company,” (Wal-Mart Diversity, 2010, p. 1, para. 4). Title IIV implementation and effectiveness upon Wal-Mart operational practices are apparent by the implementation of Wal-Mart's Office of Diversity, which represents to one Wal-Mart is attempting to right the wrongs of the past.
Conclusion
In today's society, business managers need to be well educated about diversity issues surrounding the operations of a business. An organization of massive size, such as Wal-Mart, must be responsible to the employees serving the company by being proactive concerning issues surrounding diversity and the prevention of discrimination in the workplace. Ignorance is no excuse for Wal-Mart and the act of ignoring the issues will not make those problems disappear. It is time for Wal-Mart to become an adult in the business community and held responsible to those faithful to the organization by giving equality to both genders and abolishing any compensatory difference between the two genders, if it still is present.
The millions of dollars recently awarded the victims suffering gender discrimination, while employed at Wal-Mart, will aide in combating many of the problems employers are unwilling to face surrounding the issues of diversity in their respective organizations, by showing other businesses of this caliber they are still accountable. Providing millions of dollars of Wal-Mart's profits to the victims of discrimination, because of management's wrong doing, ironically, is one way the future will be brighter for future generations of Wal-Mart employees.
Wal-Mart is a global organization that needs to be responsible always and possess diversity savvy for the sake of those servicing them and for the continuance of the company's business tomorrow. It is difficult to rise out of the ashes of scandal, but Wal-Mart is still operating the business today.
References
Ackman, Dan. (2004). Forbes.com: Top of the News; Wal-Mart And Sex Discrimination By The Numbers. 1(4). Retrieved on July 17, 2010 from http://www.forbes.com/2004/06/23/cx_da_0623topnews.html.
Bloomberg. (2005). Wal-Mart Didn't Act on Internal Sex-Bias Alert, Document Show. Paragraph 2. Retrieved on July 15, 2010, from http://www.wakeupwalmart.com/news/20050715-bb.html
McNamara, Carter. (2010). Field Guide to Leadership and Supervision: Basic Guidelines to Problem Solving and Decision Making. 1(1). Retrieved on July 17, 2010 from http://managementhelp.org/prsn_prd/prb_bsc.htm.
Wake Up Wal-Mart. (2010). Why Wal-Mart Must Change: America's Campaign to Change Wal-Mart. Retrieved on July 17, 2010 from http://www.wakeupwalmart.com/change/.
Wal-Mart (2009). Wal-Mart Statement of Ethics. Pg 3. Retrieved on July 15, 2010, from http://ethics.walmartstores.com/.
Wal-Mart (2010). Wal-Mart Corporate: Diversity; Recent Diversity News; A Year of Accomplishments. 1 (1-6). Retrieved on July 17, 2010 from http://walmartstores.com/diversity/.
|
|
|
|
ADD A COMMENT
|
Abstract
This paper is about personal values development and how I became the conscientious person who I am today. The personal values, ground rules, and/or ethics development will concentrate on the developmental aspect rather than on a particular position on any issue. Definition of what my values are, the sources—people, institutions, events, and so forth—that helped shape my values, and the criteria and decision-making factors I use to revise them. Also, the potential effect of my values and my performance in the workplace will be discussed briefly.
Personal Values Development
Childhood memories
Memories of childhood are ones of love and kindness received from my parents who I choose to remember and cherish. The nurturing mother gave me influenced my moral values immensely and provided me with a strong sense of promise, duty, and obligation. Mother's commitment to my well-being caused me to understand that being supportive of an individual and showing true commitment to a person is not required, but needed for one to have empathy for others one comes in contact with and an intricate part of understanding others and the values held dear to them. Mother was strong, virtuous, and supportive, in my view, and she made sure I was safe and never wanting for anything.
Father has always been the truth seeker and the executioner of punishment when I was a child whom I sought to avoid by doing good and not living as a 'bad girl'. Father reinforced my morals and values by instilling awareness of guilt in my conscience and consequences for negative behavior. Father's disciplinary tactics were severe, but he only wanted me to be 'good'.
Together my parents were unique in the child rearing they performed with me. Both of them were diagnosed mentally ill and the stigma of others knowing they were not 'normal' caused me to strive for acceptance from society.
Consequentially, I was scrutinized by other family members and society that would question my morals and values daily. I was constantly examined for my mental state and actions, which made me consider my actions and behavior continually for fear that others, could think I was less than 'normal' or less than 'intelligent'.
Acceptance by others has been of extreme concern by me because of my desired acceptance from all people and this desire fueled my efforts to achieve greatness in my life in an attempt to ensure I am highly regarded and held in virtuous esteem by my associates and society. The experiences of my childhood created my ethical roots, moral standards, and value system that I carried with me into adulthood.
Adulthood
Becoming an adult was more of a release than a process. I experimented with many aspects of 'doing my own thing' and I suffered the consequences of making the wrong choices in my life. I was married when I was 20 and delivered my first child when I was 21. Responsibility was vague and scary and there were many times I chose to do the immoral to accomplish the acquisition of needed food, shelter, and monetary rewards. I was faced with providing needs to myself and children without the assistance of a supportive husband or the government agencies that I was told were there for me. Due to my choices, I let my guard down; I married a man with a honorable discharge from military service because of his 'schizophrenic personality traits' during his service in the Navy. I never realized he was not 'normal' because to me he was.
This choice in my life made me question if I understood what normal is. I took on all responsibility of myself, children, and him. I sought acceptance again by enrolling in college, working several jobs, providing everything financially for my family I could, and concentrating on what was acceptable by others I came in contact with. I learned how to ask for help and receive monetary help from churches. I read the bible more than once from beginning to end and enriched my relationship with God that caused me to acquire morals and values of the Christian faith and meld these values into my value system. Ethically, I faced up to being a responsible adult and I attempted to instill into my children the insight of a believer. Morally I did not want my children to suffer the dilemmas I had and fear people the way I had, so I reinforced to them that there was good in all people. This value system I adopted was evident in my adult life until my children were grown into adulthood themselves.
My ethics were hinged on the belief, “if you are good to others, you will receive only good.” I suppose this belief came from my exposure to religion. This moral standard blew up in my face in the past ten years. I have since learned that my morals are important to me as an individual and the morals and values I practice are not necessarily the same as other people. I have learned to love myself and understand myself through trials and tribulations I have had in life causing me to accept me for who I am, regardless if others do or not. Morals and values of the choices I have made in my life are strong in that I do believe in being a good and kind person, but I do not believe I need to submit to other people and follow them blindly to be accepted. I question the motives others have because of the morals and values exhibited to me by others and I do not adjust my ethical standards easily. I strive to keep an open mind to understand those around me and this is a value that I find many people lack.
Monetary rewards of employment are desired and I have learned that the practice and acceptance of the majority ethical thought and moral view is how most individuals hold onto the careers they have acquired. I am not above change, but my basic values acquired from learning of the 'Ten Commandments' are a barrier to keep from crossing the line and being immoral in my life. Ethics in the workplace are important to me and I do not think it is morally acceptable to do anything for money, but I do believe that if a service is required or sought after and it is not illegal, it is acceptable. Ethical standards that I have to offer employers are moral and valued because I wish to show commitment and concern in my efforts to serve them and be an asset to the business I am employed by.
Conclusion
The acquiring of ethics is a lifelong acquisition some say. Acquiring the learning of the difference between right and wrong and what is the meaning of the expression “(morally) right,” or “(immoral) good” is one question that philosophers research today. How one's ethical and value judgments are established or justified, if they can be justified at all, is the nature of 'Morality'.
Fragments of experiences from the past and the reference to the past in my life give me a set of morals and values that I have taken with me in life which have created my ethical standards or 'ground rules of ethics' I carry with me.
What is the distinction between the moral and the non-moral to me? Moral in my view is 'good' and non-moral in my view is 'bad', but the exact definition of either is variable depending upon personal history, cultural standards, acceptable school of thought, and interpretation by society of actions performed by an individual or group.
FOOTNOTE: MERRY CHRISTMAS TO MOTHER, passed 2005, MERRY CHRISTMAS TO MY GRANDCHILDREN (taken by the state 2005), MERRY CHRISTMAS TO MY CHILDREN that have had little luck because of family history and people that have interfered in our lives, AND TO ALL OF THE PEOPLE WHOM IN THEIR OWN EYES ARE JUST AND RIGHT AND CANNOT UNDERSTAND WHAT THEY HAVE DONE TO ME OR MY LIFE AND THE PEOPLE THAT I LOVE,(someday maybe these individuals will feel what they did to me and my beautiful family, what is left of them), OH Yeah--and to the man that was never there, but when he chose to be, AND if you read my profile you have a good idea of why he was there.
|
|
|
|
ADD A COMMENT
|
Running head: DECISIONS IN PARADISE: PART THREE
Decisions in Paradise
Abstract
The management team of Caesars has been assigned the task of evaluation of Caesars providing a viable and substantial business presence on the island of Kava proposed by Caesars. This team has come to the conclusion that a healthy workforce is necessary to complete implementation of the decision to establish Caesars' presence within this small island country. Resulting impact and monitoring of the implementation of decisions being made are necessary for corporate in order to give perspective stakeholders a clear picture of the benefits of the project Caesars is undertaking. The following is a report of this evaluation and the implementation and monitoring process currently on the island by the management team placed there by the company.
Decisions in Paradise
The project initiated by Caesars of providing a presence on the island of Kava, a small island country in the middle of the South Pacific, has been evaluated by the management team assigned to the island. Implementations of solutions for the establishment of business on this island have been successful to date. Caesars initial proposal of the establishment of business on this island are being implemented by the company, but the problem of a healthy workforce that was lacking there has impeded the project.
Solutions implemented by Caesars management team along with the coordination of governmental agencies located on the island have been very successful and the health issues are addressed. Through partnership with governmental agencies many of the islanders are now inoculated against the dangers of possible flu epidemic and the threat has been annihilated. Educational efforts of the government agencies, with assistance of the World Health Organization and Caesars, of the HIV threat have been very successful as well and will alleviate the many concerns present about epidemic implications previously prominent on the island threatening the health of islanders, employees of Caesars, and potential guests of the proposed resort.
Factors of impact on implementation
According to the Caesars website, Harrahs (2009), “Having operated casinos for more than sixty years, and with casinos in more jurisdictions than any other gaming company, Harrah's understands the casino business. We also understand the effects of our business on the communities that we serve.” The factors that have impacted the implementation of the decisions made and solutions to the current health issues on Kava have been ever present for the management team of Caesars. Communications with the World Health Organization have been implemented and the assistance needed desperately on Kava to assist with epidemic disease related issues has been implemented. Stated on the website for the World Health Organization (2009) is the mission statement, which says, “It is responsible for providing leadership on global health matters, shaping the health research agenda, setting norms and standards, articulating evidence-based policy options, providing technical support to countries and monitoring and assessing health trends.”
The financial costs will be kept minimal for Caesars and the government due to the involvement of the World Health Organization's humanitarian efforts to assist this small country and bring about change there.
Legal issues have been investigated painstakingly and government representatives on the island assure Caesars that every effort made by the company will be supported and backed by the government. With a population more than half under the age of consent, ethical guidelines must be followed to ensure child labor laws are not violated. Research by the management team during the evaluation of implementation of decisions suggests action be taken to ensure the laws and regulations are abided by on the island. Governmental agencies need to take steps to guarantee residents have proper identification to ensure laws are not broken and children are not enslaved or manipulated to fill the present void of workers. Rationally, if there are no consequences to risk there will be severe violations from imposters that have false documents and seek to encourage unlawful and unethical behaviors. Public awareness should be enhanced and guidelines posted for all. Severe penalties for unlawful activities will be implemented by government officials and the lawmakers of the community of Kava. With the aid of the governmental agencies and Caesars coordinating this task new guidelines are being enacted and monitored. The process is effective immediately on the island according to the government representatives and Caesars is proud to be a part of the initial onset of business there very soon.
Ethical considerations have been met and will continue to be met by Caesars which is offering the government and people of the island a reputable business entity that has been welcomed by the community and government. The mission statement of the business, “somebody has to win, it may as well be you,” says much about the ethical considerations implemented in this venture of Caesars providing a major presence on the island of Kava. Ethical guidelines for our company on Kava are the same as stated on the Caesars website, “We conduct our business with honesty and integrity, and act in accordance with the highest ethical and legal standards,” (Harrahs, 2009). This factor impacting the implementation has been constant and will continue to be such. Caesars core values and mission statement to the islanders has been helpful for the WHO that has implemented assistance in the community and will continue to be of support in providing assistance to the island community and the health needs.
Environmental responsibility of Caesars is always a factor in any decision implemented by the company located in different parts of the world and locally. Caesars is a 'green company' and is proactive supporting the eco-health of the environment wherever implementations of our facilities are enacted. On the Caesars website it is stated, “CodeGreen, Harrah's comprehensive environmental program, focuses on critical issues of energy, waste, water, and carbon emissions. Harrah's is committed to finding sustainable solutions for our products, equipment, and facilities.” (Harrahs, 2009) Environmental responsibility is an intricate part of Caesars and the function of the company to be a responsible global leader in the industry.
The final factor on implementation is monitoring of the decisions and solutions themselves. The management team has recommended solutions and implemented several solutions presently to benefit Caesars in establishment of a strong presence on the island country of Kava; it is now time to implement the steps necessary to begin business there. Management processes include implementation of marketing, finance, purchasing, technology, physical resource, transportation, strategic planning, and leadership.
Conclusion
The management team of Caesars has completed the evaluation and the recommendations of the team have been taken into consideration by corporate and the respective participants involved in the company action to establish a paradise in paradise. All stakeholders' perspectives have been considered and the team concludes the current assignment with a happy conclusion to the implementation of the beginnings of a wonderful life style coming to the islanders of Kava of which is long awaited and well deserved.
References
Harrahs (2009). Harrahs Code of Commitment. http://www.harrahs.com/harrahs-corporate/about-us-code-of-commitment.html
World Health Organization (2009). http://www.who.int/about/en/
|
|
|
|
ADD A COMMENT
|
Running head: DECISIONS IN PARADISE: PART TWO
Abstract
The management team has been evaluating the problems on Kava, an island country in the South Pacific, for the establishment of a business presence by Caesars located on the island. The problems defined in the previous evaluation concerning availability of a healthy workforce are of the upmost importance to resolve. Rational thinking style denotes that options for an alternative workforce are costly. This evaluation will analyze alternative solution to the key problem identified and the selection of the best alternative based on the analysis will be chosen.
Decision in Paradise
The management team has been based on the island of Kava evaluating the alternative solutions available for implementation of Caesars presence on the island as a asset to the organization and to the islanders themselves. The mission statement of Caesars is to provide prospective tourists and residents with a quality resort and casino that will inject financial gain for the island community, governmental agencies, and our company.
The main problem established by the investigation by the team is that the workforce's health on the island is in question from the HIV virus and the possible spread of the bird flu. Though neither seems to be as desperate as once anticipated, the need for viable education of the people concerning health issues is needed to continue relations on the island by Caesars and do so in the best interest of our employees and potential guests. By use of rational thinking decision making style one will show the potential for a strong and healthy workforce with the aid of Caesars investments and governmental agencies backing up the efforts. Having defined the problem to be addressed, the next step is to define the decision criteria. The mission statement of the business, “somebody has to win, it may as well be you,” says much about the ethical considerations implemented in this venture of Caesars providing a major presence on the island of Kava. Ethical guidelines for our company on Kava are the same as stated on the Caesars website, “We conduct our business with honesty and integrity, and act in accordance with the highest ethical and legal standards,” (Harrahs, 2009).
Weight the criteria
Arrange the criteria in order from the most important to the least important:
Financial costs
Legal
Ethics
Environmental responsibility
Caesars mission and values met
Implementation of Management processes
Generate the alternatives
Through brainstorming and starbursting tools of thought process, one sees many avenues to take in the endeavor, but only one way to go seems clear and that would be the implementation of health agencies educating the public with the assistance of the World Health Organization. Once alternatives have been generated it is time to chart those worth considering on a matrix and evaluate them.
Health problem
Option Key Features S A F E
Intervention by World Health Organization coordinating health agencies on the island and providing aid to the agencies responsible for providing leadership on global health matters, shaping the health research agenda, setting norms and standards, articulating evidence-based policy options, providing technical support to countries and monitoring and assessing health trends. G G G G
Government Agencies setting up sites only Attempts have been biased because of cultural and religious beliefs amongst groups of individuals and government and causing resentment between authority and citizens R R A A
Leave islanders to fend for themselves Has not been successful in past R R R R
Caesars aid in combating issues by coordinating governmental agencies in the effort Caesars is a welcomed presence by islanders and trusted it seems; willingness to cooperate by islanders is very favorable in light of possible gainful employment by Caesars. G G G G
Langdon introduced the ranking tool used above as a “subjective measure of how SAFE the option is.” (2001, p. 53) Langdon (2001) uses the S for suitability, A for acceptability, F for feasibility, and E for enduring. When such an evaluation is given against the weighted criteria the matrix reveals the best choice. The scores are red, amber or green and rank from lowest to highest in that order. This clearly defines the direction that Caesars should take and has guided the management team to a clear decision.
Recommendations of evaluation
This effort would be a opportunity for the youth inhabiting the island and consisting of 50% of the population to have a goal. These efforts by WHO, and Caesars combined with government agencies, would build a workforce that is both substantial and able to perform the duties required of one in the service industry once youth have come of legal age and entered the workforce. This effort would give Caesars a viable workforce within a five year span and approximate the timeline designated for completion of this project.
Conclusion
Growth of our presence on the island will be inevitable if action is taken to proceed with the project proposed by Caesars. Management processes include implementation of marketing, finance, purchasing, technology, physical resource, transportation, strategic planning, and leadership. These processes should be proactive in operation and begin immediately to ensure timely initiation of this project once the health issues resolved.
References
Harrahs (2009). Harrahs Code of Commitment. http://www.harrahs.com/harrahs-corporate/about-us-code-of-commitment.html
Langdon, K. (2001). Creating Options. Smart things to know about decision making, 3, 52
World Health Organization (2009). http://www.who.int/about/en/
.
|
|
|
|
ADD A COMMENT
|
 |
ANTIDOTE
send msg
Any comments are appreciated. Research topics are considered, just let me know what you would like to read about.
|
Top of blog
|
|
view locals now online
