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Solving Ethical Issues In Wal-Mart
Solving Ethical Issues In Wal-Mart
Introduction
Wal-Mart stores Inc can be looked up to as an icon to many businesses in America. It grew from just a small-town business into a renowned multinational organization. Wal-Mart tends to members and customers close to 200 million times in a week. They control over 8000 retail shops fewer than 53 banners in about 15 countries. They make close to $401 billion in their sales and have provided employment to 2.1 million workers in the entire world. Wal-Mart is now a leader in sustainability, employment opportunity and corporate philanthropy. It has become the most powerful and largest retailer in the world making exceptionally high sales per square foot. It also has a high inventory turnover and an operating profit just like any other retailers. Wal-Marts mission statement is to help those whom visit their stores save money so that they can better themselves and their lives in general. Wal-Mart has been using the slogan “Always Low Prices “for an unusually long time it is only recently that they changes the slogan into “save money live Better”. Wal-Marts initial goal was to provide customers with suits their needs and at the particular time they need it .Focus is on the developing of cost structures, which would the organization to offer their goods at very low prices (Fishman, 2006). This goal was to be achieved through making the replenishing of its inventory centerpiece of the organizations strategy that relied on a logistic technique known as docking. This strategy saw the reduction of costs incurred by Wal-Mart significantly which enabled them to pass what they were able to save to the customers. Wal-Marts focus shifted to the developing a supply chain management this is highly structured enhancing their competitive advantage.
Background
Wal-Mart stores Inc just like many other organization’s have faced challenges in its operations. Over the recent years, there is being a lot of negative publicity received from the media on the organization. There have been a series of accusations of some ethical issues within the organization. There are various unethical behaviors that are visible within the organization, and it is obscured quite deep into the co-operate culture. One of the ethical issues is favoritism within the workplace. Those involved are department managers and General Managers in the organization (Kehoe,2013). This is a common occurrence during promotion periods. It is a general understanding by the employees in Wal -Mart that they can only get promoted if they know someone in the management position. The employee is demoralized and sees no absolute reason why they should work hard in the organization. They see that no matter how hard they work their efforts will not be recognized and they will receive no reward. There are instances where a job position is posted say a Front-end supervisor position. Two employees go ahead and sign up for the position so that they can get an interview for the position. One employee is a holder of an MBA with fifteen year working experience, in a managerial position in the retail industry and has been working in Wal-Mart for two years. On the other hand the second applicant is a 9th grade graduate, has no experience in managerial issues or retail prior to their employment in Wal-Mart. He has worked for the organization for just a year, and on top of that his attendance record is quite poor. They are both gate same ratings on their ninety day evaluation. Among the two applicants who is the manager likely to pick? Contrary to most peoples expectations the general manager will pick the second applicant (Kehoe, J,2013). This is simply because the applicants’ wife and that of the general manager are close- friends and are both members of a social club. This is just one example of the complaints on Wal-Marts favoritism. Favoritism when promotions are done is gender based there is discrimination against women when it comes to position placement and promotions.
This act of favoritism in Wal-Marts operational strategy when it comes to promotion of employees is in conflict with most of the personal values that people hold. Managers should be role models to their employees as well as their fellow mangers. Such acts of favoritism can cause the disgrantment of many employees. Apparently the performance of an employee, their qualification and working experience means totally nothing when it comes to promotion. It means that the only thing that matters when it comes to a promotion is who one knows and not what you know.
This unethical behavior has resulted to numerous lawsuits against the organization. There are unimaginable numbers of lawsuits that Wal-Mart since the practice of favoritism is still deeply rooted in the managers of Wal-mart. This unethical behavior will soon catch up with the organization. They will continue loosing their competent employees who loose morale simply because they do not get rewarded accordingly. They will seek employment opportunities in other organizations where they will feel they are fully maximizing their knowledge and applying it to the full. This move can be quite devastating to Wal-mart since they will lose competent employees who can steer Wal-mart forward in the direction intended. They will probably seek employment in competitors to Wal-Mart.
Solving ethical issues in Wal-mart
The changes in Wal-Mart towards being having an organizational culture whose entire operations are ethical calls for the existence of managers who are ethical in their leadership. Therefore as a general manger of Wal-Mart I can easily foster ethics in the entire organization. The general manger has a big influence over the entire organization. Other managers take the opinion of the general managers seriously (Baron, ,& David ,1999)
As a general manager, I will ensure that I employ justice in all the operations pertaining to the organization. This is particularly when carrying out promotions will ensure that I treat each and every applicant in a just and fair manner. I will also be honest when it comes to giving out promotions and rewards to the employees. Under no circumstance will I be dishonest as I am to give a good example to other managers. I will treat them equally and only give the position to someone with qualifications and has the relevant experience required for the position. This means that I will do promotions based on one’s competence and not whom they know. My decisions will be purely on the basis of evaluating the individual and their track record as an employee.(Baron, ,& David ,1999)
As a general manager, I can have an influence on the decisions t made by other managers. Therefore, I will ensure that I am fully involved in promotions of employees is taken done by various mangers in their respective departments will ensure sure that they base their decisions pertaining to a particular candidate on their knowledge and expertise. This will ensure that they are just in their decision and do not favor anyone in their promotions will ensure that I foster an ethical culture within the organization, and every manager should be ethical in their performance
If there are ethical managers within Wal-Mart this practice of favoritism will be a thing of the past, and it will be done away with completely. If promotions are done justly promoted justly then, employees twill feel comfortable to work in the organization. Those employees who are aiming a particular position will work hard knowing that their efforts are recognized, and a reward given to them.
Personal statement
I have a Masters in business management, masters in business administration and a degree in business studies and economics. I have been in the retail industry for close to fifteen years, and throughout this time in high profile companies. I have held the post of a general manger for ten of these fifteen years of my working. I am an ethical leader and posses some ethical traits like honesty. I have dignity, and respect for people. I serve others when I have the opportunity and my efforts go towards community building. If given the opportunity, as the General Manager of Wal-Mart I will ensure that I apply my ethical traits fully within the organization. I will also ensure a code of ethics is upheld within Wal-Mart particularly when it comes to issues pertaining to employee promotions and development. My presence in Wal-Mart as the general manger will be felt and the appropriate and much desired changes will be made under my leadership.I will ensure that Wal-Mar stays of the news as an ethical company and instead be known as a company that if full of ethics in its operations .many people will desire to work at Wal-mart after the changes that I will make.
Conclusion
Though deeply rooted in the organization culture, with efforts from competent and ethical managers through their performance there can be an end to this unethical behavior. Even though it can take several years and effort from leaders who have ethical traits it is still achievable. If Wal-Mart manages to deal with this practice, they will no longer loose employees who are competent, and these are the same people who will lead to the further development of the organization into an even better organization than what it is today.
References
Baron, N,& David M, 1999,Strategic human resources: frameworks for general managers. New York: John Wiley.
Fishman,C, 2006 The Wal-Mart effect: how the world’s most powerful company really works– and how it’s transforming the American economy.New York: Penguin Press.
Kehoe, J,2013 ,Business ethics 12/13,24th ed. New York: McGraw-Hill.
Solving Compensation and Wages Disputes
Solving Compensation and Wages Disputes
Student’s Name
Affiliation
Course
Date
Introduction
Incidences of business employees complaining of unpaid wages have been common of recent. Disputes arising between an employer and employee may at times result the employee losing his/ her job. Nevertheless, after losing their jobs some end up not even getting compensation of there was any. In this paper, an analytical research will be conducted to examine the incidences that result to a dispute between an employer and an employee, the views of two parties, as well as giving reasons to why it is ethical for employees to be paid as little as possible (Franceschin & Misuraca, 2011). A point of view will also be provided on the point of view that is best suited. In incidences where business employee’s wages or compensation is not paid, an administrative wage claim is filed or alternatively the employee can file a civil complaint levelled against the employer (Perline & Goldschmidt, 2004).
First, a dispute may arise when the employer fails to pay the employee the required minimum amount of payment as stipulated by the state laws. In California for instance, the labour code states that an employee must not be paid less than $8 per hour (Perline & Goldschmidt, 2004). If an employee is paid an amount that is less than $8 then a complaint will automatically be levelled against the business enterprise that had employed him/ her. Under such circumstance, the worker demands legal justice so that he/ she can receive the correct payment. Contrary, some employers are adamant for a number of reasons. Some state that before they recruited the worker he/ she agreed to the company’s terms and conditions which clearly stated the pay that the member of staff would be offered that was bellow the state limit. In such case, the registrar of companies in the particular state or country should clearly have straight forward laws with no loopholes. The laws for employers should be well stipulated in manner that no business license in offered to business enterprises that will pay their employees less than the set limit. A legal action is taken against any company that violates this rule even if there was a signed contract between the employer and employee (Perline & Goldschmidt, 2004). Conversely, the employee is subject to receive full compensation for all the time he served at the business and got underpaid.
Secondly, some in some business enterprises, employers fail to pay their workers overtime compensation. Depending on the rules of the state, in America, it is mandatory that an employee works for a maximum of 40 hours per week (Perline & Goldschmidt, 2004). Well, some employers fail to honour the set laws and they go further to overworking their employees and they also do not pay for the extra hours the employee worked. Workers find it injustice especially when they worked so hard and they have not received their dues. Employers on the other hand argue that little profit margins were achieved during the working hours and therefore they had to go an extra mile letting their employees work overtime so that they could sustain their business enterprise. Another point of argument is that they feel did not want to lay off some of their employee knowing very well that their families depended on them and laying off an employee meant their families would suffer. In this case, it is the role of the employer to only recruit an employee if he/ she can pay them without surpassing the 40 hour limit. In circumstances where the employee works overtime then he/ she is to be fully compensated. Such scenario plays to the advantage of the employee and not the employer.
Disputes at work place arise after disagreements between the employer and employee. At times the employee is laid off with employers citing that the employee was laid off on the basis of gross misconduct. Well, such incidences require that the employee once laid off is subject to full compensation for the period he/ she worked for the business and was not paid. Rows and differences between the two parties may be big to an extend that an employer fails to pay the employee. If a complaint is filled, the employee is subject to receive full compensation for the period he/ she worked and was not paid. Employers cite grows misconduct as the reason they laid off the employee and it is the same reason that makes the former member of staff fail to receive compensation (Franceschin & Misuraca, 2011). Workers in most cases are bitter because they have not received compensation yet they worked and were subject to getting paid. Such situation is not in any case subject to any form of argument. In fact, the employee should be fully compensated because they worked and the work was not for free.
Conclusion
Proper creation of workplace laws are essential and can be very essential in solving rows and disputes between employers and employees (Franceschin & Misuraca, 2011). Well stipulated laws will provide a proper guideline on who was wrong where and clearly defined rules will cite the circumstances an employee is accrued to compensated or not.
References
Franceschin, G., & Misuraca, F. (2011). India: Commercial law, customs and taxation.
Alphen aan den Rijn: Kluwer Law International.
Perline, I. H., & Goldschmidt, J. (2004). The psychology and law of workplace violence: A
handbook for mental health professionals and employers. Springfield, Ill: C.C. Thomas.
Solution Focused Therapy versus Narrative Therapy
Solution Focused Therapy versus Narrative Therapy
Introduction
Family therapy is a branch of psychotherapy dealing with couples in intimate relationship and their families aimed at nurturing change and development with continuous interaction among family members emphasizing their relationship as influential in their psychological health. This paper compares two family therapy models, which is the cognitive behavioral therapy versus narrative therapy, creating an insight of some major similarities and differences on their view to the subject.
Solution Focused Therapy versus Narrative Therapy
Solution focused therapy (SFT) model is a talking therapy based on social constructionist philosophy. Usually oriented on the goal the client want to achieve through the process of therapy, but not the historical problems that may lead them to seek for help. The therapist seek to invite the clients envision their ideal future using respectful curiosity with questions about the clients’ story, resources and strengths to client-perceived problem. In SFT, therapist support clients in identifying the times when events matched their preferred future in their life by examining the two different occasions and support them repeat those their successful moments’ behaviors when out of problem (Becvar & Becvar, 2008). On the other hand, narrative therapy is a therapeutic approach that uses narratives and holds that those stories or narratives primarily shape individuals’ identities whether culturally general or uniquely personal. The technique assumes problematic groups and individuals imply domination of problem-saturated stories (Winslade & Monk, 2000). Narrative therapists collaborate with the clients to help them conceptualize a non-essential identity and generate experimental descriptions of life allowing an individual to engage in constructing and performing of preferred identity.
The two family therapy approaches have a significant overlap that on surface make them look similar to one another. First commonality is that, regardless of the problem basis either individual or family, the responsibility for change of the problem and its impetus lie within the family but not the individual since the key concept is that nobody operates or exists in a vacuum. Secondly, the two approaches view relationships, even at work place and community as a system and the family as the central unit to that society that mainspring human potential, implying that all problems have an origin from different families (Schacter, Gilbert, & Wegner, 2010). Both solutions focused and narrative therapies encourage the clients to think a bit different about their world, holding that positive self-narratives and positive thoughts have an impact determinant on their emotions, behavior, and overall quality of life whilst negative and self-defeating thoughts have detrimental effect. SFT and narrative practitioners usually model their approach alongside the Socratic questions in assisting client discovers new reality.
Conversely, there lay distinct differences between the two approaches with first considering their backgrounds within which the form of therapy technique adopts. SFT model adopts modern strategies of Solution Focused Brief Therapy and Milton Erickson’s hypnotherapy, whereas narrative therapy background changes from the psychodynamic of Freudian theories to feminist narratives of Marxist critical theories. These backgrounds are evidence to the expert SFT approach, which is a systematic question answer versus collaborative narrative therapist approach (Schacter, Gilbert, & Wegner, 2010). Secondly, when narrative therapy has its basis on hypothesis that narration gives the patient an insight on their life protagonists at the present, solution-focused therapy has its focus on preferred future of the client.
Narrative therapy has shown to work well in managing couples’ disputes and cases of divorce or separation. This may fall from an event when one infidelity, loss of job, or one failed to succeed in an event and attribute the failure to have resulted from his/her partner. In a couple, the process aims at providing an environment for flourishing values and respect, rather than to revert to demeaning behaviors. Therapist guides the partners through the narrative to realize the embedding differences and lead them to separating their problems from the individual. The technique set a stage for positive interaction and transfer of negative communication into a more non-judgmental, meaningful, and accepting exchanges. The benefits of this therapeutic approach are that couples are provided with an insight when they reveal their maladaptive behavior through challenging their prior conceptions to illuminate one’s life. On the other hand, there are limitations to the process as it is qualitative without researched congruent findings to support its efficacy (Winslade & Monk, 2000). Again, parties in relationship are not provided with a specific method of solving their problem in future if the same reoccurs because solutions aims at what immediately affecting the couple and may lack a follow up.
To avoid a divorce case, it is important for couple to seek for mental health professional practicing solution focused couples counseling. The couples devise practical problem focused solution to meet each other’s needs, which is made possible by an assumption that one places their needs on par with those of the other. The process involves at least some steps, starting by focusing on what the couple wants to be different; they describe desired outcomes with results already realized. Again, therapist wants to know when successful results were realized to find a way forward monitor for achievement making for further change (Becvar & Becvar, 2008). SFT has an advantage that therapy work faster than most other approaches with the clients more satisfied with each other and the process. However, there are limitations of the process where the partners may victimize one another and the process does not change the facts of the situation but only change the psychological notion of the clients.
References
Becvar, D., & Becvar, R. (2008). Family therapy: A systemic integration. 7th ed. Boston: Allyn & Bacon.
Schacter, D. L., Gilbert, D. T., & Wegner, D. M. (2010). Psychology. 2nd ed. New York: Worth Pub.
Winslade, J., & Monk, G. (2000). Narrative Mediation: A New Approach to Conflict Resolution. San Francisco: Jossey-Bass. ISBN 0-7879-4192-1.