Is Wal-Mart Achieving Organizational Goals at the Expense of Workers?
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The paper describes the difficult working conditions for lower level workers at Wal-Mart and highlights how there have been many public relations chinks in Wal-Mart's armor in terms of the claim that it uses positive, rather than negative incentives to motivate its employees. The paper compares Wal-Mart to Starbucks and reveals that Starbucks makes a considerable investment in training its workers while the majority of Wal-Mart's staff is interchangeable and disposable, and used to fold and stock shelves. The paper points out that Wal-Mart's main selling point is its price, not its ethics, and so it makes sense for Wal-Mart to keep prices down as low as possible, unless the consequences of negative publicity become too great and people drive Wal-Mart from their communities. Furthermore, the paper notes that for many retail employees who do not enjoy the managerial benefits of Wal-Mart work, the Wal-Mart experience is a vicious cycle--the longer they are ill-served by a job at Wal-Mart, the more they must shop at Wal-Mart, solely because of the prices.
From the Paper:"Wal-Mart is one of the most criticized organizations in the world, yet also one of the most successful. It is an organization that claims that people are its greatest asset, yet in terms of the incentive programs it uses to motivate its staff, this allegation has seemed questionable in the past. In 2003, when a Wal-Mart was zoned to be built in one Southern California community, workers at rival businesses actually went on strike. "In 2003, Wal-Mart paid its hourly associates an average of $9.64 per hour--almost $10 less than the average hourly wage the California supermarket workers were receiving" (Is Wal-Mart a bargain for its workers, 2004, PBS). In its response to widespread criticism, which has mounted over the years, Wal-Mart claims that it has changed, offering "a competitive package of benefits and pay" including "profit sharing and 401(k) programs, the opportunity to purchase stock and to move up the corporate ladder. [Critics] don't always value the promotion opportunities that come with a job at Wal-Mart that might not be available for people with unionized job," said its Vice-President Bob McAdam and adds "last year we promoted 9,000 of our hourly associates to management position" (Is Wal-Mart a bargain for its workers, 2004, PBS)."
Sample of Sources Used:
- Is Wal-Mart a bargain for its workers? (2004). Is Wal-Mart good for America? Retrieved June 29, 2010 athttp://www.pbs.org/wgbh/pages/frontline/shows/walmart/transform/employment.html
- Lesson 7: Healthcare and Wal-Mart. (2010). Teacher guide.Retrieved June 29, 2010 athttp://www.ithaca.edu/looksharp/books_economics/Lesson%207/Lesson%207%20Teacher%20Guide.pdf
- The partner experience. (2010). Starbucks. Retrieved June 29, 2010 at http://www.starbucks.com/career-center/us-careers/partner-experience
- One, two, three, four, we don't want your superstore. (2004). Is Wal-Mart good for America? Retrieved June 29, 2010 at http://www.pbs.org/wgbh/pages/frontline/shows/walmart/transform/protest.html
- Walters, Chris. (2008, February 28). Starbucks retraining employees. Consumerist. Retrieved June 29, 2010 athttp://consumerist.com/2008/02/starbucks-retraining-employees-at-7100-stores-next-week.html
Cite this Persuasive Essay:
Is Wal-Mart Achieving Organizational Goals at the Expense of Workers? (2013, March 24) Retrieved July 03, 2022, from https://www.academon.com/persuasive-essay/is-wal-mart-achieving-organizational-goals-at-the-expense-of-workers-152594/
"Is Wal-Mart Achieving Organizational Goals at the Expense of Workers?" 24 March 2013. Web. 03 July. 2022. <https://www.academon.com/persuasive-essay/is-wal-mart-achieving-organizational-goals-at-the-expense-of-workers-152594/>