A Comprehensive Professional Development Program Proposal for Walmart

This report proposes a professional development program for Walmart, focusing on enhancing employee performance and organizational success. It begins by highlighting the significance of employee intelligence and its impact on a company's growth, especially in a competitive market. The proposal delves into key areas such as emotional intelligence, including self-actualization, self-perception, and emotional self-awareness, and their role in improving employee satisfaction and motivation. It also addresses the importance of social skills, such as communication, persuasion, and team-working abilities, for effective leadership and decision-making. Furthermore, the report emphasizes the creation of effective teams through appropriate leadership, clear objectives, cooperation, and communication. It also details the implementation of reward systems, including both intrinsic and extrinsic rewards, like bonuses and gold star systems, to motivate employees. The report aims to provide Walmart with actionable strategies to improve its employee development and overall performance.

RUNNING HEAD: Professional Development Program Proposal
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Professional Development Program Proposal
(Student Name)
1/29/2019
Table of Contents
Background.......................................................................................................................2

Professional Development Program Proposal 1
Emotional Intelligence and Motivation............................................................................2
Social Skills and Decision Making...................................................................................3
Effective team...................................................................................................................4
Reward System.................................................................................................................5
References.........................................................................................................................8

Professional Development Program Proposal 2
Background
The management field of the company is composed of three major factors such as
management of machines and assets, financial resources and people. Employees play an
essential role in the growth and success of the company. A company may have all the
financial resources it requires but without proper management of the employees would cause
failure of the business. Therefore, the employee intelligence has a significant attribute in
which the leader and managers ought to possess. One of the leading companies Wal-Mart
pilot at global level but in the recent scenario they face certain type of challenges due to high
competition in the market. Therefore, it is required for the company to adopt the employee
intelligence that would help the company to retain in the market in more effective manner
(Uusi-Rauva & Nurkka, 2010).
In the following part, there will be a detailed discussion on how Wal-Mart can enhance
their performance by concentrating on their resources.
Emotional Intelligence and Motivation
Emotional building blocks play an essential role in enhancing the performance of the
employees as well as improve their job satisfaction. The major tools of the building block that
enhance their performance of employees and their job satisfaction are self-actualization, self-
perception and leadership, self-regard and emotional self-awareness (Levitats & Vigoda‐
Gadot, 2017). These are explained in below points:
 Self-actualization is the ability of an individual to enhance themselves as well as their
awareness to achieve desired goals and objectives.
 Self-regards are the ability of an individual to accept their strength as well as
weaknesses.

Professional Development Program Proposal 3
 Emotional self-awareness is one of the abilities of an individual in which they are
aware of and to understand their feelings with impact.
 Self-perception and leadership are the ability of an individual to understand their self-
image with their capabilities of leadership (Magnano, Craparo & Paolillo, 2016).
All these emotional building blocks are fundamental to the management of the
employees as well as the organization in general (Carson, Carson & Birkenmeier, 2016). The
positive reinforcement as a motivation tool is the reward for doing something well. Such
motivational tool can be used by the manager when an employee works beyond their
expectation. The manager can also use such tools in the case when work is allocated to the
group of individuals and the management is seeking to promote the competition among the
group of employees (Mathew & Gupta, 2015).
On the contrary, reinforce as a motivational tool is a penalty for not doing anything or
doing something poorly. Wal-Mart can utilize such a tool when the employees are performing
poorly in their duties. It can also be used when the employees break or do not follow the
policies or procedures of the company (Serrat, 2017).
Therefore, Wal-Mart can use such building blocks to motivate their employees towards
the targeted goal and it also helps in enhancing the satisfaction level among the employees in
a more effective manner.
Social Skills and Decision Making
In the emotional intelligence, the social skills termed as a skill that is required to handle
as well as to influence the emotions of other people effectively. Therefore, the core concept
of emotional intelligence can be used to enhance the social skills of the management as well
as it can be used in enhancing the decision making efficiently of the administration. There are

Professional Development Program Proposal 4
certain skills that are necessary for leader and management of the company such as
communication skills, persuasion and influencing skills, team-working skills, rapport skills
(Bereczkei, 2015). These are explained in below points:
 Communication skills: Such skill is essential for any manager when they share
information with their subordinates. It is important for the management to communicate
in an effective manner so that the employees would able to understand and work
effectively.
 Rapport skills: It is essential for the management when they need to build bonds or
relations with their subordinates to ensure high-level performance in the company
(Hopkins & Yonker, 2015).
 Persuasion and Influencing skills: the manager can use such skills to persuade other
managers or directors to take up investments or other strategies that may benefit the
organization.
 Team-Working skills: such skills are majorly used to enhance or boost the performance
of both the management and employees. It helps the management to work more
effectively with other manager and employees in the company (Wood & Holt, 2018).
Therefore the management of the Wal-Mart need to enhance such skills in their leaders
that help them in leading the team members in a more effective and efficient manner.
Effective team
It would not be easy for the capable team to accomplish effectively due to the reason
the effective team needs some building blocks to be put in place. The effective team also
require some team dynamics which is to be beneficial to the Wal-Mart. The building block
with the dynamic team needed to come up with a capable team in which they cover
appropriate leadership, clear objective, effective communication, cooperation, and individual

Professional Development Program Proposal 5
development within the team (Allameh, Pool, Kazemi & Mostafavi, 2015). These are
explained in below points:
 Appropriate leadership: it plays an essential role for any team to perform an effective
manner. The leader must have effective leadership skills that instill confidence in them
and the entire team. The team members must feel that their leader is competing to
perform their obligation.
 Clear objective: the objective of the company should be clear among the team and
mutually accepted by the team members and the team leader. They must have an idea
as to how to positively contribute to achieving the team goal.
 Cooperation: It plays an essential role in an effective team. The team members should
not only grow as a team but also as individuals which increase the strength and
effectiveness of the team as the individuals.
 Effective communication: communication should be productive as well as effective
among team members. In the case of task allocations or meeting, the communication
should be transparent to make them productive.
Therefore, the strategies should be put in place by the Wal-Mart that would help them
in enhancing the attributed among the team members. The management of the Wal-Mart
should choose the team leaders who are capable as well as competent. These leaders will, in
turn, able to identify their strength of the teams and would able to work to make them even
stronger. The leaders should also recognize the weakness of the team and come up with the
mechanisms to make the improvements. The management should also create the teams that
are based on the team members that have different capabilities to enhance their performance
of both the teams and individual (Curşeu, Pluut, Boroş & Meslec, 2015).

Professional Development Program Proposal 6
Reward System
The rewards system plays an essential role in the performance of the organization. The
system serves to motivate the members of the team which in turn promote the effectiveness
of the individuals and the organization. It incorporates both the positive and negative aspects
of the reinforcement. However, the organization should majorly focus on the positive
reinforcement since these do not make the employees feel appreciated as well as essential in
the company. Rewards system also consist the intrinsic and extrinsic rewards. Intrinsic
rewards are the rewards that one offers them and it is driven by the personal interest in the
work that the subordinates work. Whereas extrinsic rewards are the rewards that are tangible
and the administered are based on other individuals with the thought that an individual has
done an outstanding job (Alsam, Rehman & Imran, 2016).
Wal-Mart can consider extrinsic rewards as they are easy to operate and they cut cross
various duties and various skills that possessed by the employees in the company. The most
basic and effective rewards are the bonus rewards and the gold star systems.
 In the gold star system, the employees are awarded stars each time they accomplish a
responsibility in an effective manner. Each star connected with the specific monetary
value.
 The bonus, the employees are awarded bonus that is a share of the net income of the
company. It is the portion which is dedicated to the employees and is divided according
to the achievement of the critical performance (Altındag & Kosedagi, 2015).
Wal-Mart can use any two of this system or even combine them according to their
financial capabilities. The company can also reward their employees with the company stock
based on their achievement of the key performance metrics. That is specially applicable to the
management.

Professional Development Program Proposal 7

Professional Development Program Proposal 8
References
Allameh, S. M., Pool, J. K., Kazemi, R. V., & Mostafavi, M. (2015). The impact of emotional
intelligence on transformational leadership and leader effectiveness. Latin American
Journal of Management for Sustainable Development, 2(1), 83-93.
Alsam, U., Rehman, C. A., & Imran, M. K. (2016). Intelligence and managerial performance:
an interactive role of knowledge sharing culture. Pakistan Business Review, 18(3),
598-617.
Altındag E., & Kosedagı, Y. (2015). The relationship between emotional intelligence of
managers, innovative corporate culture and employee performance. Procedia-Social
and Behavioral Sciences, 210, 270-282.
Bereczkei, T. (2015). The manipulative skill: Cognitive devices and their neural correlates
underlying Machiavellian’s decision making. Brain and cognition, 99, 24-31.
Carson, K. D., Carson, P. P., & Birkenmeier, B. J. (2016). Measuring emotional intelligence:
Development and validation of an instrument. Journal of Behavioral and applied
Management, 2(1), 810.
Curşeu, P. L., Pluut, H., Boroş, S., & Meslec, N. (2015). The magic of collective emotional
intelligence in learning groups: No guys needed for the spell!. British Journal of
Psychology, 106(2), 217-234.
Hopkins, M. M., & Yonker, R. D. (2015). Managing conflict with emotional intelligence:
Abilities that make a difference. Journal of Management Development, 34(2), 226-
244.

Professional Development Program Proposal 9
Levitats, Z., & Vigoda‐Gadot, E. (2017). Yours emotionally: How emotional intelligence
infuses public service motivation and affects the job outcomes of public
personnel. Public Administration, 95(3), 759-775.
Magnano, P., Craparo, G., & Paolillo, A. (2016). Resilience and Emotional Intelligence:
which role in achievement motivation. International Journal of Psychological
Research, 9(1), 9-20.
Mathew, M., & Gupta, K. S. (2015). Transformational leadership: Emotional
intelligence. SCMS Journal of Indian Management, 12(2).
Serrat, O. (2017). Understanding and developing emotional intelligence. In Knowledge
Solutions. Singapore.: Springer
Uusi-Rauva, C., & Nurkka, J. (2010). Effective internal environment-related communication:
An employee perspective. Corporate Communications: An International
Journal, 15(3), 299-314.
Wood, A., & Holt, S. S. (2018). Emotional Intelligence, Performance, and Fulfillment. The
Palgrave Handbook of Workplace Spirituality and Fulfillment, 153-174.