Change Management Plan HR? Wendy Lewis Only

Cultural Analysis

Culture can be described as the foundation upon which the organization is built. The culture of the organization is developed for an extended period, and it is can consists of the values, beliefs, norms, and the traditions which are important in guiding the organization as well as the employees on how things are supposed to be done and how they are required to act. Therefore, culture is the personality of the organization, and it can usually be traced back to the personal values that are held by the founder, or it can even give a reflection of the upper management (Hogan & Leonard, 2014).

This paper, therefore, aims at collecting and carrying out the analysis of the data from the Wal-Mart organization. The data would be collected through observation because being an employee for four years I am knowledgeable and have information regarding the activities or the operations of this organization. Also, the data is gathered through secondary source i.e. the historical data and information to give a brief history of the selected organization. The analysis of data collected through observation would be based on the three dimensions i.e. artifacts, the values, and the underlying assumptions. Also, the examples of the behavior, speech, or even symbols are provided to give a description of my findings.

Brief History of the Wal-Mart

This first store of this firm was opened in the year 1962 within a small town known as Rogers, Arkansas. The founder of this store was known as Sam Walton who was the then military veteran. By the year 1964, the number of the stores owned by this firm increased to 24, which brought about the total of $ 12.7 million sales yearly. In the year 1966, the Wal-Mart store was established, and this was the marking point of the success story of this world known firm (Brea-Solis, Casadesus-Masanell, & Grifell-Tatje, 2015).

This organization has held some recognition for being the nation top retailing shop more after its Supercenter was made to offer products at lower prices in the year 1990. In the year 2000, this organization managed to move into the digital age by providing the clients with a seamless shopping experience in store, on the personal computers, and the mobile devices. Currently, this firm has employed more than 2.3 million associates globally and having approximately 200 million customers a week in its more than 11,000 stores within the 27 nations (Wal-Mart Stores, 2013).

With an incline in the prices of living, every person is seeking for a place to get the affordable items or products to be able to sustain life. For example, when a person advises you that you are in a position to furnish your house and still in a position to treat your family to a nice vacation even in fixed income, would you be capable of that? This is only possible when you become a client of Wal-Mart stores. The organizational motto of Wal-Mart store is "Save money. Live better." There are several artifacts as well as the values that help Wal-Mart achieve its goal of providing the daily affordable alternatives to the clients when it comes to the shopping.

Observations

Having been an employee in this organization for the past four years, I have witnessed the first hand on the various methods through which this firm tries to help the clients in saving their money. Several customers will argue that it is the smallest things that matter, and with the Wal-Mart, that has never been true. The philosophical idea of saving money does not only apply to the prices of the merchandise that is available to the clients, but also it applies to the daily operations of the store.

Observable Artifacts of Wal-Mart

This organization represents a stronger organizational culture that results from the model that was provided by Sam Walton. The values, as well as the priorities that were advocated by Walton, are conveyed to the store managers as well as the associates through the policies, meetings, and the shared experiences of the stores. The managers and the associates are ready to make similar commitments that were shown by Walton. The adoption of the vision and the attitudes as their shared learning develops into fundamental beliefs and the shared assumptions.

The associates of this organization are cooperative towards addressing the challenges faced during the daily operations of this firm. They come up with the behavioral patterns that are being encouraged by all the stakeholders of this firm. There is positive reinforcement, which is made possible through meetings of the associates, smiley face motivation posters, and the corporate pledge to the team thus promoting the joint assumptions.

The organizational culture of this firm is also developing from the environmental climate of the company. The environment at which this retail industry sells, the willingness to match the prices of the competitors and the price in their daily prices are some of the aspects that influence the values of the Wal-Mart members. The organization's culture is being portrayed in the three basic levels i.e. the artifacts, values, and the underlying assumptions.

At the Wal-Mart group, some of the artifacts that can be seen are the physical layout of the stores located in the 27 countries and with their spacious interiors as well as the stable departmental structures. There are also products found in these stores that are promoted or advertise using the promotional flyers and television. The television commercials used the whistling smiley face that usually suggests a sense of fun, and this leads to the informal "down-home" environment that is preferred by the Wal-Mart guest. The dressing attire at Wal-Mart organization is primarily casual with the navy blue collar T-shirts and the Khaki pants which form an essential artifact that is important when it comes to the building of the friendly atmosphere of the approachable staff.

The teams also use the blue vests and this important in making them be recognized by the clients. There is also a nametag on the vests that mainly specifies the first name and only emphasizes the staff accessibility. In the front of the Vest, there is an inscription of the word "Proud Wal-Mart Associate" together with the name tag that reads "Wal-Mart Our People Makes the Difference." This is a pride statement by the associates as they work within the organization thus giving a symbolic pat on the back.

There is simple spotting of Wal-Mart associate aid within the 10-foot rule that at whatever time an associate comes into the 10 feet of the customer, they are to have eye contact with the guest and inquire if they need any assistance. This is important because it proves to the clients that they are valued by the organization, and thus the associates are available whenever they are needed. This is important in impacting the culture through making the associate feel important and needed as well hence their values are recognized. This is important in improving the performance of the associate and the overall production of the firm.

Observable Wal-Mart values

One of the values of this organization is serving the customers. The customers are served by making them be the priority. The associates are supported to serve the customers at their best level. The local communities are also provided with the ways that connect them to the customers. Another value of this organization is the respect for the individual. The contributions of every associate are valued, recognized, and appreciated. The things being done in this organization is owned with a sense of urgency, and members of this organization are empowered to do the same to one another. There is effective communication and listening to all the associates as well as the sharing of the ideas and the information.

The third observable value of this organization is that there is striving for excellence. In this case, every individual in this organization tries to innovate new ways of carrying out the operations of the firm to improve the performance. There is modeling of the positive as each, and every person pursues higher expectations. The staff in this institution work as a team, they also help one another by seeking for assistance wherever necessary.

The Underlying Assumptions of Wal-Mart

The description of the organizational culture of Wal-Mart according to Sam Walton was involving the recounting of the stories of the organization's cheer, Saturday mornings, and several promotional stunts, which were designed, with the aim of offering a fun atmosphere for both associates and the customers. Within this organization, there was an agreement that the firm of the members and the team building are the primary focus of the employees. The workers declared that they do get pleasure from working as a team and always make every effort for merit. These employees are only recognized as individuals within the department. It is the personal achievements that assist the employees in embracing the leadership roles within the organization.

Conclusion

Most of the customers, for example, those from China appreciates this firm's localization strategy, spaciousness, clean, air conditioned stores and therefore it is a symbol of globalization and modernization. The behaviors of the leaders for example managers, supervisors, and the associates do live by the words that imperative leadership develops relationship. The behavior of greeting the customers through following the symbol of 10 feet rule greeting makes the customers feel more valued.

Brea-Solis, H., Casadesus-Masanell, R., & Grifell-Tatje, E. (2015). Business model evaluation: Quantifyng Wal-Mart sources of advantage. Strategic Entrepreneurship Journal , 9 (1), 12-33.

Hogan, S. J., & Leonard, C. V. (2014). Organizational culture, innovation, and performance: A test of Schein's model. Journal of Business Research, 67 (8), 1609-1621.

Wal-Mart Stores. (2013). Wal-Mart Stores. Dock walls: Truckwell retaining wall.