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Management

It seems that Walter is always the center of criticisms. In this section, a couple of weaknesses of Walter regarding the management of people are described and analyzed, then some recommendations that are feasible and creative to Improve or avoid this issues are discussed and the limitations are pointed out. 1. Diversity chap: racial and gender discrimination It is said that the Walter employees are gender discriminated when trying to be hired and discriminated against In the work area. [l] Wall-Mart v.

Dukes was a employees of Walter’s 3,400 stores across the united States. (9th circuit 2007) DRP. William Blebby who evaluated Walter’s employment policies “against what social science research shows to be factors that create and sustain bias and those that minimize bias” (Blebby) and he finished by saying, the men and women not being created equal in the workforce Is what Walter is doing and what they should essentially not be doing. According to the textbook, discriminations mainly stemmed from Inaccurate perception and attribution.

The biases always exist under poor diversity management. -? For preventing discrimination and better facilitating the management of a diverse Rockford, I would recommend Walter to first operate diversity training to break down the stereotypes that

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result in the babies, to make people aware of different backgrounds, experiences and values, to show people how to handle conflicts related to diversity and to improve peoples’ understanding of each other. The training may include Role playing, Self-awareness activities and Awareness activities. 2. Unman resource management :low motivation: high turnover[2], poor working condition[3], illegal employees[4]. Walter has also faced accusations involving poor irking conditions of Its employees. For example, a 2005 class action lawsuit In Missouri asserted approximately 160,000 to 200,000 people who were forced to work off-the-clock, were denied overtime pay, or were not allowed to take rest and lunch breaks Problem is that, the motivation is low, position is highly alternative and wage is low Recommendation: improve motivation, manage stress of employees, pay and employment 3. Thick and social responsibility: bad treatment of product suppliers/ corporation’s foreign product sourcing safety The company’s track record dealing tit how they treat their employees and suppliers has been less than perfect, and has tarnished their record every couple of years An important growth market for Wall- Mart, Mexico, hit a huge roadblock as a New York Times report depicted widespread bribery allegations against Wall-Mart in the Mexican market Walter has been accused of allowing undocumented immigrants to work in its stores.

In one case, federal Investigators say Walter executives knew that contractors were using investigation for the previous three years. [64] Some critics said that Walter directly aired illegal immigrants, while Walter claims they were employed by contractors who won bids to work for Walter. [65] organizational culture 17: save money, live better, high efficiency to keep low price.

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