Unit 5 capstone

Quality of Walmart Employee Appraisal and Motivation Strategy

Gayla Burow

CTU

12/13/2019

Western organizations such as WalMart have to struggle with the rising concerns of proper employee treatment as well as pressures of collective bargaining. Considering the disparity in knowledge transfer mechanisms, organizations are unable to balance all units successfully due to the absence of a motivation strategy. Although organizations have a framework of educating and inspiring employees, large organizations with large human resource systems often overlook the need for an appropriate appraisal. As such, some of the employees might feel alienated if they feel a profit motive only drives the organization. Traditionally, Walmart has been forced to fire employees who went on strike. Due to a lack of alternatives ways of inspiring employees, evidence inclusive in the study illustrated WalMart has failed to develop a communication strategy that would enhance motivation development inside the organization. As such, the study should unveil Walmart's motivational and appraisal strategy aimed at understanding the challenge facing the organization in line with developing a competitive employee strategy. Given the nature of the problem, the study integrates WalMart's case study aimed at drawing the quality of motivation strategy hence come up with hypothetical evidence that would lead to more conclusive evidence.

Table of Contents Executive Summary 2 UNIT 1: INTRODUCTION 5 1-Background (Problem Analysis) 5 1.2 Problem Statement 5 1.3 Impact of Study 5 UNIT II: Literature Review 7 2.1 Introduction 7 2.2 Empirical Studies 7 2.3 Measures to Situation 9 2.4 Literature Gap 10 UNIT 3. METHODOLOGY 11 3.1 Synopsis 11 3.2 Research Design 11 3.3 Research Philosophy – Interpretivism 12 3.4 Data Collection 12 3.4.1 Sampling 12 3.4.2 Control Constructs 12 3.4.3 Inductive Reasoning 13 3.4.3 Generalization and Filtration 13 3.4.4 Quantification and Interpretation 13 UNIT 4: RESULTS and FINDINGS 13 4.1 Hypothetical Highlight 14 4.2 Interpretation of Data 14 UNIT 5: DISCUSSION and CONCLUSIONS 19 5.1 Synopsis 19 5.2 Conclusion 20 5.3 Recommendations 20 5.3.1 Enhance Employee Productivity 20 5.3.1 Creating Long-Term Solutions 21 5.3.2 Inspire Strategic Thinking 21 References 22

By definition, employee motivation would be considered the process of enhancing commitment at work by engaging systems that inspire positive employee contribution to the organization. Employee commitment places strategies that enhance strategic incentives, and all meant to inspire employees to works towards building their internal capacities. The strategies further look at models of employee involvement through strategic commitment. Employee motivation is one of the critical elements within an organization like the case of Walmart Company in America. However, according to a report issued at the start of 2019, evidence was in that the management does not care about the motivation of the employees a situation, which has raised concern amongst the employees (Dagenais-Desmarais & Leclerc, 2018). Therefore, the entire report will discuss the problem statement, research design in consideration of methodology, and then literature review. The literature review will discuss the problem statement in depth

Walmart Company has faced some difficulties, just like the other companies in operation. As illustrated, the main problem within the company is the failure of the management to care about the employees in consideration of motivation (Kuranchie-Mensah & Amponsah-Tawiah, 2016). In this case, motivation within an organization should e highly embraced due to the positive productivity of the organization's activities. Therefore, the management has profoundly failed in the understanding of the importance brought by the encouragement of employee motivation within the workplace.

Findings from either the literature review or the main study would help shape my scholarly understanding of how large organizations should integrate motivation to resolve the challenges facing the organization internally. The focus should be developed to reflect on the challenge, such as industrial strike considering the lack of a proper motivation strategy. There are so many effects of failure to embrace employee motivation within the workplace. One of the effects is none other than the poor productivity of the organization (Dagenais-Desmarais & Leclerc, 2018). The motive behind this logic is that, if the employees are not satisfied as per their needs, then it so means that some of the employees will not report to work high recording cases of absenteeism. As a result, very few employees will be available for all of the tasks found within the organization. As a result, the employees will not be in the capacity to meet the daily target of the organization, a situation that will be of many failures to the organization. The other impact is poor service delivery to the customers. Within an organization, the branding of that organization does not attract customers but the value of services offered (Kuranchie-Mensah & Amponsah-Tawiah, 2016). Therefore, because the employees will not be determined to provide reasonable services, then the customers will not visit the organization to purchase different goods. Moreover, the organization will end up realizing a decrease in sales as compared to the other years. In this case, because only a few employees will be available for huge tasks, they will not be in a position to attain the daily target production within the organization leading to reduced sales. Further, poor employee motivation will also lead to the end of the organization's vision, maybe or expansion to other areas (Lăzăroiu, 2015). The idea behind this logic is that the reduced sales reflect a reduction in profits, which is used in expansions by most of the organizations.

The incoming unit explores the literature review and the gap established following the development of the research. The purpose of the section is to present the research challenge in detail, as such, come up with creative and conclusive evidence concerning mechanisms of handling the research questions. The section focuses on peer-reviewed articles aimed at establishing the specific research gap established in the process.

Within the entire organization, a solution has to found as a way of satisfying the employees (Kuranchie-Mensah & Amponsah-Tawiah, 2016). On the other hand, the satisfaction of the employee's wills e of significant change within the organization. One of the advantages is that the organization will be on the safe side of maintaining the employees in its operations. The intention behind this logic is that it is not easy for an employee to terminate services under proper management. On the other hand, the organization will be in a high position to generate high sales leading to the gaining of huge profits. As a result, the organization will be in a capacity to open more branches in other sectors. The change will not be embraced until the management installs different practices in their operations. One of the critical factors is the recognition of employees'' success within the organization (Kuranchie-Mensah & Amponsah-Tawiah, 2016). As a result, the employees will feel accommodated hence work entirely for the prosperity of the organization.

Afriyie (2015) examines rapid change and development of human resource practices, noting the use of organizational performance and surrounding appraisal systems. The study investigated the effectiveness of performance appraisal systems establishing how motivation resolves rising organizational challenges. The study illustrated appraisal techniques yielded greater satisfaction, as such, encouraging higher motivation levels. The study concluded considering the ultimate relationship between appraisal and motivation one draws further evidence from Kumar et al. (2017), who observed how organizations ignored objectives, critical incidence, and personal prejudices. As learned, the organization should minimize giving attention to employees by recognizing their training needs. The study concluded reliable, competitive advantages by engaging a vision and mission statements in tandem with desired organizational goals.

Zhang and Long (2013) engage cognitive evaluation and industriousness theory, engaging creative self-efficacy providing interactional perspectives. The journal collected data from 296 dyads based on supervisors from 44 enterprises. The questionnaire provided to employees considered job fit performance, often evaluating self-efficacy on the job fit. The study concluded the highest level of creativity was often clarified through a higher relationship level between workplace and creativity. Zhang and Long (2013), joined by Idowu (2017), agreed performance appraisal extended beyond rating on employee performance and motivation. The performance appraisal systems established a moderate role of performance, further presenting potential challenges to the organization coordination. The study concluded there were significant positive outcomes for appraisal techniques. The specific aspects of performance appraisal systems further link performance rewards setting objectives and benchmarks that are compatible with employee strength weaknesses.

Janseen et al. (2016) examined the relationship between performance appraisal and motivation. The research drew upon the quality of the relationship between appraisal and intrinsic motivation by integrating implicit person theory. The research sampled 134 respondents from non-profit organizations assigned to two control groups (N=66) and (N=68) presenting the nature of the performance appraisal scenario. The study concluded sample groups (N=68) demonstrated a significant interaction with employee perceptions and the growth mindset, further sharing the quality of positive feedback and employee appraisal.

According to Thompson (2017), Walmart, human resource management centers its efforts towards performance packages. The company engages career development strategies aimed at maximizing employees and their jobs. The company fully focuses on human resource growth, often ensuring that sufficient growth towards continued global growth. Walmart seems to agree with Zhang and Long (2013), where the journal integrated cognitive evaluation confirming to Walmart employee knowledge, skills, and abilities. Furthermore, employee knowledge and skills present a basic criterion for human resource management objectives.

Human resource management objectives ascertain what employees are capable of doing, as such, developing a lucrative career development. The career development is nurtured through recruitments, considering assess to employee potential while developing lucrative management objectives. Current capabilities and performance levels maximize employee potential while extending the leadership potential. Kumar et al. (2017) agree with these measures by noting that the organizations are in a position for personal prejudices while accessing critical incidences and minimizing giving attention.

Besides, the journal reviews seem to agree with the situation in noting the instituting to career development initiatives, further related to human resource management goals, as well as improving the workforce by filling leadership and managerial positions. Coaching is used to develop competitive personal leadership agreeing to the Janseen et al. (2016) in line with drawing upon the quality relationship and intrinsic motivation integrating implicit personal theory. Coaching helps in improving the managerial and supervisory role, but drawing upon intrinsic rewards. Furthermore, Walmart examines the different job types at different levels of organizational structure concerning training programs. The training programs are in tandem with Afriyie (2015) findings on human resource practices for the organizational performance and appraisal systems. Walmart training programs are configured in line with human resource management developed to support career development, as well as focusing fully towards improving employee morale while ensuring that personal knowledge is at the epicenter of the training.

The conducted research did not exactly show whether Walmart engages Employee motivation strategy aimed at unveiling the challenges facing the organization's human resource development. Although all the integrated research explored the essence of human resource practices aimed at maximizing performance and appraisal systems, it is still not clear whether Walmart engaged a lucrative HRD system that would fully improve service delivery. Other researchers have stated that modifications geared towards job satisfaction focus on the human capital, skill intensity, for instance, bettering education and experience, human resources, and strategic management. The commitment for managers and employees depends on the job satisfaction existing inside the organization. The low commitment between different managers and employees best explained through satisfaction (Crociata, 2015). Hence, the organization is required to utilize different measures to motivate the employees by creating stable instruments for motivation and necessities for security, survival, social relationship, self-actualization, and recognition. These instruments create a stable working environment that depends on the hierarchical layers of an organization. A close and related theory is Herzberg's theory of motivation, which denotes that it has been activated sufficiently; it might fail to see the proper motivation.

The research integrates qualitative research design, drawing opinion from websites published recently concerning appraisal and motivation. The researcher realized the need for secondary data sources, primarily websites other studies, then quantifying them based on the control constructs allows harnessing similar information. For the entire research to be credible and reliable, different methods of secondary data, the collection will be used within the organization to evaluate the poor motivation of employees in consideration of the causes of that particular problem (Dagenais-Desmarais & Leclerc, 2018). Therefore, the entire research will involve the use of interviews under qualitative data research. In this case, different questions will be framed concerning the problem statement to inquire more knowledge on the cause and impact of the problem. The results will be reliable because the use of interviews is one of the refers methods, which gives accurate data on every research without bias as compared to other methods.

The qualitative research design was organized since it was subject, gathering information from different sources, using generalization to pair similar information as such, integrating a research philosophy that allows easier information generated. Qualitative research design is often overstretched, using diversified statistical methods. Given observations were applied in the code of findings, the respondents were much easier to develop parallel information encouraging the researcher to focus on the key points of the data extraction process.

The researcher engages interpretivism, which involves the researcher construct s the different elements of the study. Interpretivism integrates diversified human interests to the study, a useful component in accessing reality through social constructions as well as drawing upon common meanings such as positivism. The researcher engaged interpretivism reflecting on the methods of the different aspects of the issue. The researcher engages phenomenology, presenting specific traditional constructs useful for the in-pairing information.

Systematic data sampling will be used in the assistance of the use of the interview. In this case, few individuals will be selected randomly as a way of providing enough information regarding the poor employee motivation within the organization (Dagenais-Desmarais & Leclerc, 2018). Systematic sampling is reliable because it avoids much time wastage, as the employees are many so they cannot be interviewed in person.

The researcher engaged focus groups observation examining each method in detail. The researcher hopes to draw appropriate information from different online websites. However, to ensure that data is clustered to the appropriate, the researcher used control constructs of agreeing to disagree. The percentage to agree can be detailed as the following - Strongly Disagree 1-20, Disagree 21-40, Neutral 41-60, Agree, 61-80, Strongly Agree 81+. The researcher engaged a control construct using appropriate interviews and focus groups, which would allow proper development.

Alongside data collection, a reasoning strategy integrated facilitated the pairing of unique information. The researcher engaged inductive and deductive reasoning to ensure a certain element of truth verified the research conclusion. The researcher hoped at developing an appropriate derivation towards the general specific observation. The researcher had to go to each of the article based on the key search variables

Generalization is an extension of inductive generalization based on the sample population derived. The researcher drew upon inductive generalization, which would help sample the appropriate representation of the population, based on random sampling. The hasty generalization based on non-biased sampling. The research draws an argument from analogy derived from analogical induction while drawing upon a certain degree of probability.

Using agree to disagree control constructs, the researcher developed mechanisms of interpreting data. The researcher hoped to develop a competitive way of sharing information. As such, the researcher prioritized on SPSS since it provides techniques such as linear regression that would summarize the entire data. From the score table of the highlighted articles, it was possible to generate an overall opinion about whether Walmart was in a greater position to implement the best-desired appraisal and motivation strategy.

The section presents the opinionated data extracted from the selected websites. As noted, the section influenced by Linear Regression – SPSS. Linear regression featured tools such as descriptive studies, ANOVA, and Histogram as well as scatter plot that aided in presenting diversified information. The researcher was more concerned about presenting a diversified environment for the data presented.

True: Walmart implement appropriate Knowledge system to enhance a creative motivation strategy

False: Walmart does not implement the appropriate Knowledge system to enhance a creative motivation strategy

From the dependent verse independent variable specified, it is clear Walmart does not competently build knowledge systems alongside employee motivation strategy. The research question registered a Mean of 1.61 and a Std. Dev of 0.756, as such presenting the real scenario facing research questions. Based on the coefficient, it is clear the independent variant since Walmart has a training curriculum registered a significance of .612, as such many websites agreed to the report. Equally, Walmart has a traditionalist of rating employees, with a rate of .855. However, Walmart trails significantly in developing competency-based assessments. As such, one notices that Walmart fails to build active knowledge systems, failing to fully draw on the desired motivation strategy. Given the impact of lack of creative competency-based assessments, the histogram had longer tails on the left as compared to the right side, meaning the high-level disagreement to the hypothesis.

As evident, although Walmart has a huge infrastructure it has not done enough to inspire a lucrative motivation strategy. The organization still faces significant challenges in trying to bring employees together. Most employees at the lower ranking levels feel Walmart has not done enough towards encouraging competitive organization strategy. The problem statement has been identified as poor employee motivation within the Walmart Company. In this case, the management has been identified as the leading cause of that particular process y failure to meet employee needs. Again, different impacts like lack of employee determination within the organization and reduced profits have been discussed in depth. Further, the importance of improving employee motivation has also been discussed, and they include increased sale, increased profits and employee sustenance. Walmart decisions to develop active knowledge systems is hampered by the battle between intrinsic versus extrinsic rewards. Walmart hopes at building active systems, focusing on mechanisms of improving a motivation strategy, one based on competitive knowledge structure. However, considering there were three relatively smaller tails from the Histogram, it is only clear Walmart hopes at generating intrinsic rewards from extrinsic rewards, this justifies why some of WalMart managers receive as high as $175,000 annually. Although a number of employees are fairly and competitively numerated (Albert-Deitch, 2019), Walmart also invests in training technologies aimed at improving employees competitiveness. WalMart further engages a system that enhances competitiveness at all levels of resource distribution. Principally, ensuring that the knowledge doubled with technology (Green, 2019, and Koca-Helvaci, 2015).

Walmart has failed to engage a lucrative motivation and appraisal strategy, this best justify why several industrial strikes have rocked it. Walmart has faced challenges considering that its remuneration structure has seen those who work less being paid more. Also noted, Walmart has engaged an extrinsic strategy such as gift, recognition, money and awards but has failed to draw a competitive strategy. Walmart has failed to inspire a strategy aimed at encouraging a long-term growth strategy that would focus on developing competitiveness inside the organization. Walmart HRD systems should have focused on a career development strategy, engaging incentive plans and employee potential maintaining motivation through key benefits. Walmart has had to balance its internal organization framework with new incentives. Walmart has hoped towards blending lucrative experience inspiring an empowerment strategy that considers strongly a lucrative emotional strategy. From the results, it is further clear that Walmart has traditionally failed to train employees as a way of bridging their differences.

Walmart is strongly advised to enhance employee productivity by engaging lucrative training systems, some of the key recommendations is towards bridging the knowledge system by offering open systems of payment (Varey, 2000, p. 360). Osman-Gari et al. (2002, p. 820) Walmart would engage in creative ideological development aimed at enhancing employee productivity. Walmart can draw key interests in organizational systems. Walmart should look forward towards a management strategy that inspires career development, aimed at minimizing the possible challenges that would come due to the lack of a lucrative knowledge structure.

Walmart should develop long-term solutions for the major challenges of labour. In their defence, Walmart has argued that the economic downturn is the key challenging hampering lucrative payment systems. Given the organization is in the service industry, it should be in a position to develop systems that would enhance internal organizational competitiveness. The organization has to come up with a structure where it compensates employees for their long-term solutions. As well, Walmart has to narrow down its labour structure by slowing down the hiring policy of unnecessary departments.

Walmart is advised to adapt to competitive approaches, for instance, Blockchain or Artificial Intelligence as a mechanism of enhancing strategic thinking. Walmart can focus on labour mobility aimed at identifying the areas that need more strategic growth. The strategic thinking process should aim at reducing cost implementation of the work while focusing on the corporate strategy, further aimed towards executive level and strategic implementation at the operational level. Walmart should further focus on enhancing a corporate strategy that would enhance the lucrative touchpoints of the organization. Furthermore, the organization aims at the cost and hierarchical corporate structure that enhances strategic decisions that would inspire relevant information development.

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