The Impact of Workplace Diversity on Job Performance in Walmart - Research Paper Example

It correlates about how an institution directs the performance of its officers and workers within a targeted period to perfect the company’s relation with the market and to ensure that it’s able to achieve shareholders’ expectations based on the confluence and influential factors driven by the state of the economy. Russu (1993) posited that HRM is achieved if an organization has nurtured a formal structure of organization using its human capital in the perfection of desired performance.

As such, the company must be able to (a) develop strategic approaches to motivate them in order to engage them in all necessary tasks; (b) permit the organization to function for efficiency and effectiveness of services; (c) adhere to objectives using standards and performance control or systems; (d) make some essential decisions about employment in relation to organizational effectiveness; (e) appreciation of diversity to gather leverage in the market and to make the services harmonious to market; and to nurture high productivity in its economic and corporate activities (Russu, 1993).

Rusu (1993) pointed that HRM is therefore about defining strategies to assure concordance in business strategy and human resources strategy. It is also interested about developing a comprehensive process in the application of policies and workplace ethics or practices by setting down the integrated human resources’ desired behaviours and nurturing commitments from workforces (Rusu, 1993). The objectives of this research to broadly investigate the application of the principles of diversity in human resource management to Wal-Mart, one of the multinational corporations prominently tagged as a leader in global retail industry.

It will specifically investigate how Walmart appreciates diversity as integral component of HRM, as well as, the uniformity or consistency of this framework or process when these principles are applied. Wal-Mart, as one of the largest multi-national retail organizations got an average sale of $405 billion by competitively leveraging and servicing about more than 200 million customers on weekly basis. As it look forward to employ about 500,000 jobs in the next five years (Wal-Mart Workplace Diversity Report, 2010), such feat could be an interesting object of in-depth study.

The company reported that as of these date, the company has U.S. workforces of about 815,000 female associates; 248,000 African-American associates; 67,000 Hispanic associates; 42,000 Asian; 5,000 from Pacific Island; 14,000 from Alaska and American Indian workers (Wal-Mart workplace Diversity Report, 2010). Such figure an enormous diversity of workforces which meant an essential appreciation to multiculturalism as human capital are variegated in age groups, genders, ethnic and racial backgrounds, cultural and national origins, as well as, mental and physical capabilities.

Research Objective This is a qualitative study targeting to have an in-depth analysis about how Walmart apply the values of diversity in human resource management and how the theory of diversity has been strategically applied by the corporation to develop market leverage, competitiveness, competence and in business management as a multinational retail corporation. It will likewise attempt to critically understand the impacts of diversity in the job performance of the employees; elicit