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Human Resource Management in Wal-Mart – Research Guider

The paper "Human Resource Management in Wal-Mart" is a worthy example of a research proposal on human resources.
Wal-Mart is a world-renowned US-based company which operates in the global retail industry. The company was established back in 1962 by Sam Walton. Currently, it has above 4,150 stores providing services in retail market across the world. The main aim of the company was to render products at low prices and attain significant competitive advantages through customer satisfaction. This contributed to the huge success of the company and placed it in the leading position of the industry. The network of the company links 2,400 stores accompanied with 100 centers of distribution all over the world facilitating the company to maintain its prices low along with an extensive range of stock (Hayden & Et. Al., 2002).
Identify your role within organization Personal
My role in Wal-Mart is that of a Human Resource Manager. Thus, I require dealing with the employees and understanding their requirements from the organization and vice-versa as well. As a Human Resource Manager, it is my responsibility to confirm the relationship between organization and employees to be healthy and based on mutual understanding and commitment towards a common objective.
Issues, Events, and Actions That Contributed To Problem
This paper is intended to be based on the various issues related to the concepts of leadership and organizational behavior that are faced by a Human Resource Manager. For instance, Wal-Mart operates in different demographic cultures around the world and thus employs professionals from different ethnic backgrounds. Thus, managing employees from differing cultural backgrounds become a significant challenge for me as a Human Resource Manager.
The Problems
The problem considered in this paper relates to the organizational behavior of Wal-Mart and the leadership strategies implemented in order to manage culture within the organization. Ineffective workplace culture shall result in the de-motivated workforce and low level of integrity that would at large hamper the business operations of Wal-Mart. Thus, it is basically a part of a larger problem.
Literature Review
Ojo (2009) states that corporate culture or the culture of an organization has a significant impact on the performance of the workforce. Where effective and positive organizational culture leads towards the betterment of the performance of the workforce, the negative environment tends to create stress on the employees and thus hampers their overall performance. It has also been stated by Hurley (1995) that organizational culture tends to motivate the employees intrinsically which further results in enhanced productivity of the workforce.
Therefore, it is quite significant to maintain a healthy workplace culture that would reward employee satisfaction and in turn enhance their productivity.
Analysis of the Problem
Causes of the Problem

It has discussed earlier that Wal-Mart, as a multinational retail company faces various challenges related to Human Resources Management (HRM). Employees are from various countries belonging to different cultural backgrounds with differing perceptions and motivational needs. Thus, the company is likely to witness significant challenges in maintaining a participative and healthy organizational culture.
Leadership and Organizational Behavior Concepts Present In Problem
Motivating in a particular organizational structure
A managing team in a multidimensional organizational culture
Managing culture in the workplace for the betterment of productivity

The solution to the Problem
Continuous monitoring of the employee performance
Gathering feedback from the employees in periodic intervals
Motivate the employees extrinsically
Reward the productive employees


Hayden, P. & Et. Al. (2011). Wal-Mart: Staying on Top of the Fortune 500 A Case Study on Wal-Mart Stores Inc. George Washington University. Retrieved Online on September 3, 2011 from http://allman.rhon.itam.mx/~oromero/Wal_Mart_CaseStudy.pdf

Huerley, R. F., (1995). Group Culture and Its Effect on Innovative Productivity. Journal of Engineering and Technology Management, Vol: 12, pp. 57-75.

Ojo, O., (2009). Impact Assessment of Corporate Culture on Employee Job Performance. Business Intelligence Journal, Vol: 2, pp. 388-397.

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