Walmart mission and vision statement

WAL-MART ORGANIZATION CULTURE

It improves the alignment that exists between the culture, mission, vision, values, and strategies.

Walmart Company has existed in its business for along period because of the resilience that company’s human resource has achieved over time. Importantly, the human resource’s mindset has been supported through the corporate culture that has the ability to influence the Company in adapting to changes as well as emerging challenges that the global market tends to face every time. For instance, the culture of Walmart is affiliated by four main components which guide the working values of the employees’ behavior. These components include, service to customers, respect for the individual, strive for excellence, and action with integrity.

1

Organizations’ Culture Alignment

The mission and vision statements of the company speak more about what the company needs its customer’s to achieve, for instance, the company wants its customers to be able to “Save their Money.” The company emphasizes on flexibility and integrity as away to move its cultural believes and values.

2

The mission statement for Walmart is “to save people money so they can live better.” This mission statement aligns with the organization’s culture of “Service to people.”

The vision statement for Walmart is to “Be The destination for customers to save money, no matter how they want to shop.”

The strategic placement of Walmart’s mission and vision statements only demonstrates the supporting culture of the Company in ensuring that their customers spend the little money they have to buy what they need and desire.

The Kotter’s 8 Step Change

Therefore, it is undoubtedly that Kotter's 8-Step Model can be used and applied as a unique plan to instigate change and define an individual purpose for an organization such as Walmart Incorporation. Kotter's Model would greatly help Walmart Inc. flourish today, especially within a competitive environment. Moreover, the Model's steps mainly focus on generating an appropriate environment that can be used as a platform by an organization to accept change, connect it to its changes, and eventually focus on change consolidation and application whenever possible. Thus, the Kotter's 8- Step changes would be used to give subsequent foresight on the areas Walmart Inc. should create change.

3

The Kotter’s 8 Step Model for change is a very influential model that most organization tend to adapt.

The Model has three sections whereby the first three steps look into how an organization can change its Mission Statement and the vision Statements.

The second part starts from step four to step six of the Model which involves communicating the changes to every employee.

The final part of change is in the last two final steps. These steps involve modifying the changes an organization has made.

Organizational Management Plan under Kotter’s Model

A corporation like Walmart needs to create a sense of urgency for its employees before establishing any change. According to Kotter's, creating a feeling of urgency for your employees does not imply that an organization should push on asking employees to respond or deliver duties and responsibilities within a speculated time (Appelbaum et al., 2012). Further, To achieve a feeling of agency in Walmart Inc., there would be a need to build a team that can guide others working in the organization to accept and steer the necessary change process the company is focusing on. Therefore, forming a powerful coalition will contentiously create a team of people who are willing to pull together using the company's resources in the same direction without looking at what they would achieve within the embedded change.

4

Creation of the sense of urgency to ensure that the whole organization reflects on the need for change.

The change can as well be on the management where only employees who are ready to accept the change retain their positions while those who do no want to take up the challenge maybe scrapped.

The first change would be on the changing the vision and mission statement of the organization.

The Organization Management Plan should focus on forming a coalition as it is suggested in the second step of Kotter’s 8 Step Model

Furthermore, a creation for a vision for change would be necessary to validate that the organization is experiencing a new system.

Continued

After figuring out the necessary changes in the organization, it would be important to communicate the vision and the changes that have been achieved by the organization.

It would mean that the organization enforces what they have decided on the employees. It is an act within the 4 step of the Kotter’s Model.

It is significant to ensure that some obstacles are removed during the process of changing the organizational working plan.

Kotter’s suggests that any obstacle hindering the opportunity for change should be removed.

After the provisional changes on the Organization’s management, it is essential to create short term wins to facilitate the working of the organization.

Any change is realized if all employees in Walmart Company happen to breathe in the life of the new changes or vision put before them. Importantly, staff members should respond to the changes in vision by reacting to it and focusing on working under its oath. However, the incorporation of a new idea may be shuttered within the whole organization with various factors, such as the management system. The faithfulness of the adopted change becomes remarkable if organization tens to achieve constant wins within short term periods. Creating short terms wins within the changes empowers the employees to work consistently towards achieving the prospects and the needs in the new modifications created by an organization

5

The Desired Outcome

Through the process of achieving the conceptual needs in changing the management plan would attribute to the increase of sales in the company.

The company would be able to monitor and manage any changes that will come their way in a more easy way.

Also, the company would be able remove any type of obstacles that hindered them from any changes that will drive them to prosperity.

The process would help cut on the cost because all employees would be focused to administer the required duties.

The change would be aligned with the organization’s culture.

Alignment to Organization Culture

The changes will be on the page with the mission statement and the vision statement

New strategies would closely be aligned to the new changes of the management changes.

References

Appelbaum, S. H., Habashy, S., Malo, J., & Shafiq, H. (2012). Back to the future: Revisiting Kotter's 1996 change model. Journal of Management Development, 31(8), 764-782. https://doi.org/10.1108/02621711211253231

Kotter, J. P. (2012). Leading change, with a new preface by the author. Harvard Business Press.

Pathak, A., Shankar, S., & Tewari, V. (2018). Impact of emotional intelligence on employability of IT professionals. Management Insight - The Journal of Incisive Analyzers, 14(1). https://doi.org/10.21844/mijia.14.01.4

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