Here is the synopsis of our sample research paper on Conflict Resolution at Wal-Mart. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 3 page paper discussing Wal-Mart’s success in directing energy to the task at hand, rather. Much of Wal-Mart’s conflict management is based on path-goal theory, which relates managers to workers in a variety of ways. Mostly, however, Wal-Mart seeks to avoid conflict by ensuring that all who need to know something are well informed. Information and its free exchange are antidotes to misunderstandings, a fact that Wal-Mart retains close to the surface. Bibliography lists 9 sources.
Page Count:
3 pages (~225 words per page)
File: CC6_KSwalmartConfl.rtf
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Unformatted sample text from the term paper:
Wal-Mart has set its own course and has focused on arriving at its intended destination. Everyone on the team is expected to work for the same general ends; conflict
is not long tolerated. Neither is Wal-Mart autocratic in its preservation of harmony. Rather, management and corporate philosophy requires pragmatism in decision-making.
There is little if anything that Wal-Mart does merely out of tradition. The companys management is systematic and methodical in its requirements for logical support for decisions made
throughout the company, and it uses the same approach in managing change. Corporate Response to Conflict In matters of conflict external to the
company, Wal-Marts approach to conflict is simple: Wal-Marts way or no way at all. Vendors are not required to agree with Wal-Marts demands, but those that do not
agree also will not be given much if any further business from Wal-Mart. This is a point of intense significance for most of Wal-Marts suppliers, given that the company
is the largest in the world and can single-handedly constitute any suppliers single largest point of distribution. There is little room for conflict
internally, either. Of course conflict arises, but Wal-Marts structure and organizational climate are not conducive either to creating or nurturing conflict. It is Wal-Marts policy to maintain ongoing
personal contact with workers at the store level, and to recognize individual employees who perform beyond expectation. The atmosphere is that of open communication, and it is difficult for
ongoing conflict to survive in such an arena (Deming, 1986). It appears that Wal-Mart gives more attention to avoiding conflict than to resolving
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