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Enhancing Employee Performance and Commitment at Walmart: Strategies and Recommendations

This report explores key factors influencing employee performance and commitment at Walmart, the world's largest retailer founded by Sam Walton in 1962. With $414 billion in sales and 2.2 million employees across 27 countries, understanding the dynamics of job performance, citizenship behavior, and organizational commitment is crucial for enhancing workplace effectiveness. We discuss stress management, job satisfaction, and the importance of communication within teams, offering practical recommendations to foster a supportive and productive work environment.

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Enhancing Employee Performance and Commitment at Walmart: Strategies and Recommendations

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Presentation Transcript

  1. Group 9 Nathan Hawks, Linh Nguyen, Candace Galbreath, BezaNegash, GirumWondmu, Anna Roshanali

  2. Background • Founder: Sam Walton • First Wal-Mart: Roger, Arkansas, 1962 • World’s Largest Retailer • Sales: $414 Billion in 2012 • 2.2 million employees worldwide • 27 countries • 69 different names • Mission:

  3. Job Performance • Citizenship Behavior • Flexibility • Willingness To Help • Sportsmanship • Employees’ Role and Routine Task Performance • Responsibilities • Weekly Schedules

  4. Counterproductive Behaviors • Work Gossip • Production Deviance • Political Deviance

  5. Organizational Commitment • Affecting Commitment • Interpersonal Interactions • Continuance Behavior • Employee Pay • Physical Withdrawal • Recommendation: Physical Fitness

  6. Stress • Employee Stress Levels • Effects Of Stress On Duties • Suggestions To Reduce Stress • Recommendation: • Training Intervention • Supportive Practices

  7. Job Satisfaction • Employee Reaction • Employee Happiness • Job Fulfillment • Recommendation: Emotional Labor

  8. Ability • Ability • Cognitive • Verbal • Quantitative • Reasoning • Other awareness • Physical • Correlation to Job Performance and Organizational Commitment

  9. Trust, Justice & Ethics • Management’s Trust In Employees • Distributive Justice vs. Procedural Justice vs. Interpersonal Justice

  10. Team Breakdown • Type: Work Team • Surface-level Diversity • Similarly-attraction Approach • Diversity Problem-solving Approach

  11. Team Communication • Communication: • Cohesion • Mental Models • Recommendation: Cross-training • Personal Clarification • Positional Modelling • Positional Rotation

  12. Team Processes • Communication • Action Processes • Helping • Coordination • Interpersonal Processes • Conflict Management • Network Structure

  13. Conclusion

  14. QUESTIONS???

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