Walmart 's Human Resources Mission Statement

As stated on the corporate website (2017), “Walmart is the largest retailer in the world, where 2.3 million associates meet the needs of more than 260 million customers every week.” These numbers are huge, and with so many locations around the globe, they have had allegations been made by employees regarding their dissatisfaction about poor work conditions, gender discrimination, low wages, poor benefits, and inadequate health care. Walmart has been criticized for its policies against labor unions and this issue has prompted public outrage, (Johansson, 2005) which is of great concern for the market. The company has also faced criticism for being anti-union, but it has claimed that it is rather pro-associate, whereby employees

From Hollywood to the the social sector, diversity, rather the lack thereof, has been a topic of conversation. Although many organizations have begun to advocate for diversity, more work must be done. Across the social sector,women and people of color remain severely underrepresented in leadership positions. Organizations must become intentional about creating a diverse workforce and implementing inclusive policies that foster positive work environments. When employees feel represented and included they are happier and more likely to contribute to fulfilling the organization's mission.

Walgreens is the second-largest retail pharmacy chain in the United States. The company’s mission is to be America’s most loved pharmacy-led health, wellbeing, and beauty retailer (Walgreens Mission, n.d.). Our purpose is to champion everyone’s right to be happy and healthy through the company slogan of “Corner of Happy and Healthy.” Our core focus is to improve the quality of life through our pharmacy services, Take-care clinics, and health and beauty products. These messages are widely broadcast through media such as television commercials, radio, and health and fitness magazines.

Walmart is a global employer in the retail industry that employs employees all over the world. We believe Walmart can improve by implementing the following strategies: Cost leadership strategy - this is what Walmart is known for, Differential strategy - a big portion of what how Walmart stands out from others (is different) is because of their pricing, which kind of reflects #1 (cost leadership), Value-creating strategy - again they create value because consumers enjoy their prices and offerings, because of their supplier diversity ..which again kind of reflects #1 (cost leadership), Revamp the external view of its workforce - this one is different from the others and we all know how much Walmart has been in the news for their treatment of employees and some of their policies.

Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment

Walgreens prides itself on its diversity in the workplace. This is one of their core competencies. Since 2013 Walgreens has created an annual diversity and inclusion report that shows what they did that specific year that helped diversify their company. According to the report, in 2014 33% of the United States labor force was people of color while during that same time people of color made up 42.8% of Walgreens employees (“2014 Diversity,” n.d.). Walgreens also offers a disability inclusion report each year. At one of Walgreens distribution centers more than half of the employees have disabilities. With this center they have seen 120% increases in productivity so now they are expanding this model into retail locations (“2014 Diversity,” n.d.).

According to United Way (2017), the vast majority of their Board of Trustees, employees and volunteers create a great internal representation of their organization (United Way, 2017). Similar to Verizon, United Way understands the importance of bringing diverse minds together to collectively push the organization forward. While diversity statements acknowledge an organization’s attempt to include all qualified individuals, according to Jonathan Webb (2017) women currently only earn 75% of their male counterparts salary. As the importance of a title or position advances, a number of women in leadership roles continue to decrease heavily despite account for almost half of the entry-level (Webb, 2017). While based on the diversity statements from Verizon and United Way provided, they are making great efforts to promote diversity, there is no way to ignore that there continues to be an ongoing issue regarding glass ceilings for a specific group of employees. Whether it be favored by a particular group by race, gender or financial class, in certain scenarios, a glass ceiling definitely given to a special group of

Walgreens is one of the companies that manage diversity well, as mentioned before Walgreens is widely scattering diversity throughout training programs which are delivered at every level. In such programs Walgreens make emphasis on what is expected from employees in concern diversity as well as Walgreens obligations with diverse employees. The training programs endorse cultural awareness to teach employees about others cultures and how to behave with sensitivity. Walgreens has established comprehensive policies and programs to ensure compliance with all applicable federal and state labor and employment laws. However, according to our research and survey, Walgreens is facing a problem in how to practice diversity in different stores. According to Melvin, Walgreens’s diverse customers vary depending in which area or suburb the store is located. In some stores Walgreens do not really have training diversity programs. (For instance if a customer were to come from another neighborhood and shop at a Walgreen’s which they noticed all of one race it

Our company has done great job in managing diversity so far. We rank in the 11th of the Diversity Incorporated Top 50, and rank the 8th of the Diversity Incorporated Top 10 companies, which has women in the executive committee. In our company, 29% employees in our company are minorities, we are concerned about diversity in work place, and we appreciate our employees’ opinions. We endeavor to provide equal pay and

Westfield 's workforce has become increasingly diverse in recent years. They direct use of more than 4,200 employees globally across shopping malls, construction sites and corporate offices from different generations; gender, nationality and culture often work together in the same organization. Over ten years ago the Westfield recognizes

Wal-Mart is a company that has taken its core competencies, which are the capabilities the firm emphasizes and performs especially well while pursuing its vision (Ireland, Hoskisson, Hitt, 2008), and turned them into competitive advantages. Core competencies must satisfy four characteristics in order to be a competitive advantage. These advantages, according to our text, include: *valuable, *rare, *difficult to imitate,*nonsubstitutable.

Best Foods Company is a multinational worldwide food company whose vision is “To be the Best International Food Company in the World.” (p.713) Best Foods set out to make some serious strides in diversifying their organization. However, there were three key diversity challenges facing them. First is that the company has very few women who have been on the career path that leads them to executive level position. This unfortunately was due to past practices. Best Foods top 150 senior managers were mostly made up of older males predominately white. At the time that Best Foods sought to change there was only one women and she was a general manager. With the lack of skill level and job experience one of the first

Gender and race are often synonymous with one’s place in organizational power structure. Those individuals who occupy the top positions have a tradition in maintaining traditional rules and procedures related to hiring, seniority, and other personnel practices that work to their advantage and exclude others. A good example is that corporate policies and practices can subtly maintain the status quo by keeping men in positions of corporate power. Boards of directors, which are mostly comprised of men, sometimes perpetuate the status quo by selecting CEO’s who look like them. Other gender based barriers include behavioral and communication styles that differ vastly from the company’s norms and women’s lack of opportunity to gain general management and or line

There are so many organizational behavior concepts to take into consideration for the success or failure of any organization, business or company. The way these concepts are handled by management and employees will either keep the business open or these same concepts could end up in closure of this same business or organization. Management and employees are the people who will make the "win or lose" situation occur. Communication, motivation, and power and politics are some of the concepts that will cause a business to succeed or fail. Businesses must be competitive to stay alive, or these same businesses will

Wal-mart is the number one retail store in the U.S. and was founded by Sam Walton in 1962. Wal-mart has expanded to include the U.S., Mexico, Puerto Rico, Canada, Argentina, Brazil, China, and various other places. In 1988, Wal-mart developed the Supercenter concept to meet the growing demand for one stop family shopping. Supercenters combine grocery and general merchandise all under one roof. Their purpose is saving people money to help them live better (Wal-Mart, n.d). Even their success Wal-mart has still had many lawsuits for violating labor laws and