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Diversity in Wal Mart

The advantages of diversity in an organization revolve around the keys of communication, respect, and workplace unity. When management and employees are on the same page and believe that internally they are part of the same culture, and can communicate with each other in a positive manner, diversity is present and the organization is moving forward. Diversity is important for any organization, from a small privately run store to a large chain retailer such as Wal-Mart.

In creating and sustaining a culture of diversity, there are many assumptions that must be collated and analyzed, as well as observations regarding external and internal assumptions of cause and effect. One of the keys to sustaining a culture of critical reflection is an appropriate recognition of diversity and openness in the organizational environment at Wal-Mart. Employees at this organization want to be part of a company with a shared vision of cultural diversity, in its training and educational programs, and its overall organizational

culture and operations. However, although diversity is an important goal, one must also consider the separation between an organization’s own self-report, goals, and reality. “For example, the report notes that for females in the Diversity Career Fair Recruiting program, the percentage was about 41% — but it is not clear what that percentage indicates — is it the percentage of interviewees who were women? Furthermore, no comparison is offered (i. e. , what percentage were men)” (Wal-Mart, 2006).

This report considers the advantages of diversity at Wal-Mart, and how managers at this organization can face and overcome challenges. Managers at Wal-Mart who are having problems communicating and respecting diversity must realize that it is important to seek alternatives to the conventional organizational approach by proposing new ways in which to integrate all employees, managers, and customers, rather than, unintentionally or not, dividing them along lines of interest.

Workers in an organization, if a culture of diversity in the organization of Wal-Mart is to be maintained, should feel free to explore the relationships of what they are learning in the organization and daily life, with or without explicit concept explanation (general or thematic topics may be given), and as an extension of more conventional methods as well as an encouragement of their individuality. Simply arranging diversity encouragement measures does not stress any sort of connection the employee can make between the organization and real life, or between the organizational environment and the culture of critical reflection.

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