Change Management Plan
aveclemRunning head: DIAGNOSING CHANGE
DIAGNOSING CHANGE 2
Diagnosing Change
Avery Clementin
Dr. Allan Beck
HRM 560
4/26/2016
The Walmart Company Analysis
Wal-Mart is one of the biggest retailers ever recorded in the entire world. The company is also largest employer with a population of 2.2 million for the full-time and part-time over the world. The hugest provider of the works to the Walmart is the US, which provides an average of 1.4 million to the company. The company is well known for its relatively low prices of some selected products. Because of the relatively low prices of the Walmart, it has attained a king status in the retailing field. The company scares other competing companies since it has steering size and pricing ability. The company is in possession of almost 11600 stores in the entire world. Of the total number of stores, 4516 are situated in the US, 6290 International and 647 is the Sam’s Club stores.
The average stores of Walmart are 107000 square feet and employees an average of 225 associates who issues up to 120,000 products. The supercenter in the Walmart Company includes the supermarkets which occupy up to 185, 000 square feet of the total area covered by the Walmart. The supercenters employ 350 how to offer 142, 000 different items. In the other hand, the Sam’s club employs up to 175 associates, and they also offer 5500 distinct items. The membership fee for the Walmart Company adds to $35 annually. The above price is evident in the Sam’s club shops.
The company operates under what is referred to us Neighborhood markets. Since its start in 1998, it has conducted over 150 neighborhood markets. The neighborhood market involves products such as deli foods, fresh meat and dairy Items.
History
The Wal-Mart store was first established in 1962 by the two brothers namely, Sam and Bud Walton, hence the name Wal-Mart Company. It was opened at the tiny Rogers. By 1964, the company had opened up to 24stores with a total expenditure of $12 million in sales. In 1969, Wal-Mart moved out of the state of Arkansas with the stores in Sikeston and Claremore.
Wal-Mart Company was led by one of the founder members who was Sam Walton, who guided the company with all his passions to satisfy the customers’ needs and at everyday Low Prices. He led the company with lots of wit making it grow faster.
For the first time, the company opened its distribution center and corporate headquarters in the year 1970 in Bentonville where it is located to present. It is in the same year that the corporation also became so popular in the state.
In 1983, Wal-Mart Company opened its first warehouse store. Despite all those improvements of the enterprise, in the year 1988, the company also opened the first Supercenter, which was characterized with a full-scale supermarket inside.
In the year 2011, the company changed its operation by not paying the new workers an extra$1per hour for working during the Sundays, but the current employee was not de-motivated (Agrawal, Kishore, 2006). This was one of the best strides the company had made that enabled the company flourishes in its performance
The following are some of the diagnostic tools used to determine the readiness of the organization to change.
Having the right conditions and resources in place to support the change
Firstly, is having the right conditions and required resources at hand and in place to support the change. The above is a vital factor to consider before implementing any change. If the company has all that it requires regarding financial backup, the company can go ahead to apply the change. Also, if the company has enough skilled and competent manpower, it can go ahead and implement the change in the organization.
Despite the above conditions, it is health to consider also the willingness of the employees to embrace the change. If the employees do not comply with the modification, the targets of the organization cannot be achieved.
Having a clear vision and objectives for the intended change
Another tool that one can use to determine whether the organization is ready to change is the analysis the organizational vision and goals for the proposed changes. A company that intendeds changes its objectives and targets and adjusts its operation towards the direction of change. Most cases, if the organization may start shifting its focus on the present objects and concentrate on the new techniques that will result in the attaining the intended changes. The company should start training the employees on the impact of the expected changes and try to make them accept the changes. On the contrary to the organization that is ready to embrace new shifts in the management taking an example Walmart for instance, such organization will stick to the old version of leadership. The company does not show any intention or preparedness for the intended change.
Having the motivation and attitudes to engage with the change and make it work
The third indicator that demonstrates that an organization is a ready change is its motivation and attitudes to involve itself into dialogues and engagements that will resolve into the changes intended. If the group spends times to discuss the issues to do with it changes, that fact can make one conclude that the body is ready to accept the changes and it has analyzed the impacts of the changes and determined whether the change is worthwhile. In the other hand if the organization does not take the time or show interest on engagements meant to impact the team indicates that the company is not ready to take changes. The willingness of commitments of an organization into dialogues aimed at improving the organizational management is a core indicator that directly shows whether the team is ready to change or not.
Human Resource Response
This is the department that deals with the manpower of an organization. In Walmart Company, Sam Walton who is the founder of the company placed so much value on his employees. Hence, in the company they had no Human Resource Department but they had People Division.
It brings a very crucial attention on how the company works and yet it does not have the Human Resource department (Varian, & Shapiro, 1999). The company has put the employees at the organizational bridge which helps to tie the all the Wal-Mart’s strategies and tactics intact and together to ensure the achievement of the company’s aggressive goals.
In conclusion, in the Wal-Mart corporation, they are not ready to embrace the new changes. The dispute is valid because putting the department in place in the Wal-Mart company is costly. Doing this, it will reduce the profit that the company accrues. Also, the employees are not ready for the change. Also, the founder is not ready for the diagnostic change because creating departments will reduce efficiency too unlike the current situation where the employees own the decisions of the company hence its good performance.
Varian, H. R., & Shapiro, C. (1999). Information rules: a strategic guide to the network economy. Harvard Business School Press, Cambridge, 1-352.
Agrawal, M., Kishore, R., & Rao, H. R. (2006). Market reactions to e-business outsourcing announcements: An event study. Information & Management, 43(7), 861-873.