This represents a major impediment for women with families and children who need to have a regular schedule for knowing the time they can allot to domestic responsibilities (http://walmartwatch.com/img/blog/dukes_backgrounder.pdf).
Secondly, the company lacks in female managers; even though the average number of female managers in the retail industry amounts to 47.5%, women holding leading positions at Wal-Mart account for 38.8% (http://walmartwatch.com/img/blog/dukes_backgrounder.pdf).
Thirdly, the company introduced the so-called wage caps, a technique which prohibits annual raises for workers whose salaries have already reached the cap (i.e. A pre-established sum of money). In order to start receiving the yearly raises, the respective employees must move to a superior position. As women expect longer for being promoted into higher positions and the experience they achieve is vast, they are the first segment impacted by such a policy (http://walmartwatch.com/img/blog/dukes_backgrounder.pdf).
Before suggesting courses of action, I would like to mention that findings 1 and 3 have been induced after listening to the discussions of the focus group members while finding number 2 has been detected after studying the Betty vs. Goliath report.
To conclude with, Wal-Mart is confronted with three major problems: equal pay, equal promotion opportunities for both men and women, and the work-life balance offered to employees.
First of all, for ensuring an equal pay, the company should draw up a job evaluation scheme (Soret, 2007). This method establishes the worth of a job and can use either analytical or non-analytical techniques. Yet, practice proves that the analytical Points Rating method is the most recommended one. This consists of identifying the core components of a job and their factors (e.g. knowledge and skills - experience, qualifications, trainings; decision-making - initiative, ability to analyze things; communication - social skills, diplomacy and so forth). Each of these elements receives a number of points directly proportional to the complexity of a job. The total sum of points will represent a job's value (http://www.cipd.co.uk/subjects/pay/general/jobeval.htm).Therefore, Wal-Mart should make this evaluation schemes public meaning that any employee can request them from the HR department and ask for an evaluation of his/her job if being entitled to a higher salary.
The main advantage of this method will be the transparency of the pay raise process while the main disadvantage could be the employee's different perspective on the points he/she should receive.
Secondly, the promotion process should be clearly explained by the organization. Thus, Wal-Mart must draw up a concise career path in which it should specify the requirements for climbing each step (from hourly positions to in-store management and above-store management). This scheme should be displayed in a visible place (priory communicated to all employees) together with the available promotion opportunities. Hence, the obvious benefits of this measure are the fact that employees know exactly what they have to do for climbing the ladder and are permanently informed about vacancies.
Thirdly, the...
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