Gender Discrimination – Wal-Mart Employment Practices!

MBA 6241 Human Resource Management in 21st Century Knowledge
Situational Analysis Final Action Plan

Table of Contents
Introduction………………………………………………………………………………….…..3
Executive summary………………………………………………………………………............3 Wal-Mart’s Profile……..………………..…………………………………………..….…3 Wal-Mart’s Vision…………………………………………………………………..…….4 Wal-Mart’s Mission………………………………………………………………….……4 Human Resource Profile…………………………………………………………………..5 Economic context…………………………………………………………………………5 Political and regulatory context…………………………………………………………...6 Competitor analysis……………………………………………………………………….6
Cultural Context…………………………………………………………………………………7 Measuring organizational Culture…………………………………………………………7
Action Plan/Conclusion ……………………………………………………………………...11 Surveying members to identify organizational cultures and norms……………………11 Install executive CTC HR professional as member of Board of Directors………………13 Develop long term HR strategies and policies for growth of CTC………………………15
References……………………………………………………………………………………….18

Introduction
Gender discrimination has been widely debated everywhere from the boardroom to the courtroom. In spite of the laws and regulations that exist to prohibit gender discrimination, it continues to be a common practice within many organizations. Throughout history, women have been relegated to administrative positions, such as typists, secretaries, receptionists and the like. Although in recent years, women have made strides and are holding executive level positions, the “glass ceiling” is still alive. According to the Small Business Chronicle, “the glass ceiling is a metaphor describing a barrier where the targeted group, in this case, women--can see the higher rungs on a career ladder. However, the targeted group, women are prevented from attaining more responsible