Wal-Mart Inc Company Profile

Wal-Mart Inc Company Profile
Introduction
The media have consistently projected the firm Wal-Mart as one of the best organization to work for in the world. In 2002, the Wal-Mart company was voted as the world largest employer and the best company in the entire globe (Wal-Mart, 2016). Sam Walton is the founder of this firm that was established in 1962. Currently, Greg Penner is the CEO of the firm. The Wal-Mart emperor is available in five to six global regions, and it has 11,000 stores (Wal-Mart, 2016). Today, the Wal-Mart Inc company has employed almost2.3 million employees from different 27 nations and cultural background (Wal-Mart, 2016). So far, the primary goal of the Wal-Mart company is to address the gender disparities of its human resource and also ensure that it is consistently voted as the best firm that incorporates the fairest staff satisfactory laws. I selected this firm because it is interesting to analysis how a huge firm like this can handle the issue of diversity when many employees are involved. In this analysis, I will review Wal-Mart organization through focusing on approaches such as organizational structure, cultural practices, communication and diversity approach.
Communication
The Wal-Mart company is driven by their workforces who are dedicated towards the success of the firm. This firm is based on retail selling, and the concept of communication is paramount to this business (Miller, 2012). Therefore, the company always perform an individual based orientation to new staffs so that they can effective understand what the management wants from them (Wal-Mart, 2016).

The human resource approach is convenient in this element. This is because it involves the transmission of data from one member of staff to another within the firm structure. Furthermore, there is a strategic conflict resolution structure that assists employees to air their issues. The internal communication is the critical key that ensures the company`s goals and the culture of efficiency are maintained in the entire organization (Miller, 2012). In order for employees to be confidence in sharing their problems, the firm has put in place an anonymous suggest box that goes directly to the top management for evaluation in quest of establishing the areas of weakness within the firm (Wal-Mart, 2016).
Consequently, in every classical organization, the system of communication tends to be exclusively written, formal and vertical (Miller, 2012). Therefore, the Wal-Mart firm operates under classical approach system. The company is based in 27 varying countries, and the communication system used involved cyber confessing, email, and occasional region meetings (Wal-Mart, 2016). Therefore, every decision made is formally drafted and sent to various department stores using the formal channels. Furthermore, the mechanisms of communication that exist in this firm are based on task-based talks, innovation, and customer relation concepts (Miller, 2012).
For various surveys, the Wal-Mart employees were found to be ethically upright through valuing their colleges (Lombardo, 2015). The way they interacted with each other showed high respect for themselves. This is directly in line with the human resources approach that insists on staffs making a contribution in the form of ideas and thoughts that will boost the company to the next level (Miller, 2012). Therefore, the success of Wal-Mart being the firm with high employee`s satisfactory rate is all based on the open communication channels that exist within the firm.
Diversity Process
In Wal-Mart, the departmental managers in every store are required to act as the solemn mediating leader for various issues experienced in their respective departments. This can be effectively achieved through avoiding biased judgments. The human resource approach is also convenient in this element. This is because it involves the organizing of various staffs within the firm structure. Furthermore, the managers are needed to implement the company`s policy and protocol used in dispute resolution situation (Lombardo, 2015). The managers are also forced to place, promote, train and recruit employees regarding their qualification, skills, and experience so as to prevent future diversity issues. Moreover, the Wal-Mart managers have established a team building traditional practices that develop a climate of tolerance and equality to any available opportunities (Wal-Mart, 2016). This is enhanced with programs such as career development, childcare, adult education and health services insurance for their employees as required by the international labor laws.
The Wal-Mart company handles the issue of diversity through initiating programs that reduce the risk of discrimination in the firm`s culture. For example, they immediately act in any allegation seriously through performing a series of investigations (Wal-Mart, 2016). They managers also have the capacity to handle grievances fairly and professionally in the quest of ensuring that the solution appeals to either party of the human resources as a perfect presented image of equity. The issues of diversity are always presented in terms of allegations (Lombardo, 2015). Therefore, when Wal-Mart management act on various allegations presented before them, they will, in the end, solve discrimination problems at its core conception (Wal-Mart, 2016).
Organization Structure and Organization Culture
The laid down Wal-Mart’s organizational culture forms the basis under which people respond to issues when in their respective workplace. The Wal-Mart organizational culture and structure has been party associated with its potential success and its competitive advantage from other firms (Lombardo, 2015). The cultural approach is convenient in this element. This is because it involves the leadership concept within the firm structure. In short, the organization chart at Wal-Mart interacts well with the organization culture of the firm to maintain a consistent competitive advantage over other firms. The Wal-Mart Inc company is facilitated with an effective hierarchical functional firm structure. The structure contains two elements that are function-based definition structure and hierarchy structure (Lombardo, 2015). The hierarchy structure is a vertical chain of command that makes the CEO superior to other staffs. Therefore, Wal-Mart is facilitated with top, middle and lower management.
Alternatively, function-based definition structure incorporates a specific group of employees working on a given task in the hope of fulfilling a particular function (Miller, 2012). For example, Wal-Mart contains various departments that function as information technology, marketing, or human resource management. Therefore, these are examples of function-based departments found in the Wal-Mart’s organizational structure (Lombardo, 2015). The hierarchical functional structure enables corporate managers at Wal-Mart to easily influence the worldwide firms to implement any new laid down policies. For example, the main corporate headquarter of Wal-Mart can spread strategies and policies to regional managers who will assist in the uniform implementation of the policies.
Contrarily, the organizational culture of Wal-Mart has four aspects that guide every staff within the firm. Firstly, service to clients ensures that customers are always the prime priority. Secondly, respect for the individual ensures that the staffs respect one another in the midst of their operation (Lombardo, 2015). Thirdly, strive for excellence ensures that staffs work uniformly in quest of implementing the laid down company policies. Lastly, action with integrity ensures that both clients and employees are treated fairly without any discrimination (Lombardo, 2015).
Conclusion
In conclusion, Wal-Mart is an exciting firm. They have a high competitive advantage compared to other firms that are popular in the global view. They utilize cutting edge technology to advance their sales (Lombardo, 2015). More ever, they have been successful in the global market because they have an open system of communication that ensures their employees are part of critical decision-making agenda. Secondly, they have systematic mechanisms of resolving disputes that aid in reducing discrimination cases within the firm (Miller, 2012). The hierarchical structure and the function-based definition system also influence smooth communication and specialization of tasks with the firm (Miller, 2012). Therefore, through incorporating various approaches in evaluating the system of communication and organization structure within this firm has enabled me to comprehend why Wal-Mart Inc Company is the best place for employees.
References
Lombardo Jessica.(2015). Wal-Mart: Organizational structure and Organizational Culture.
Retrieved from. http://panmore.com/walmart-organizational-structure-organizational-culture
Miller, K. (2012). Organizational Communication: Approaches and Processes. Boston, MA: Wadsworth.
Wal-Mart.(2016). Our History.
Retrieved from. http://corporate.walmart.com/our-story/our-history