Addressing Sexual Harassment in Walmart's Operations Management

This report addresses the problem of sexual harassment within Walmart's operations management department, where a male-dominated environment fosters inappropriate behavior and a lack of respect towards female employees. The report defines the issue as unwanted sex-related behavior that creates a hostile work environment, impacting employee productivity and morale. The student proposes a solution using a fishbone diagram to analyze the root causes of the problem, considering factors such as machines, methods, materials, and people. The solution involves implementing a zero-tolerance policy, providing support for whistleblowing, conducting workplace relationship workshops, and establishing progress analysis reports. The goal is to create a safe and respectful workplace where all employees can perform at their best, free from sexual harassment.

Running Head: SOLUTION APPLICATION 1
Solution Application
Author’s Name
Institutional Affiliation
Date

SOLUTION APPLICATION 2
Solution Application
Problem background
At Walmart Inc, the Operations management department is mainly dominated by men. At
the department, there are 50 employees and only 10 are female. The male employees are
provocative and would usually discuss sex. The female employees were completely disgusted at
such a topic because it was annoying and disgusting. Worst of it, such male colleagues could
openly make sexual advances at the chagrin of other employees. The female employees
complained about sexual harassment and the lack of respect from their male counterparts.
Unfortunately, there was no commitment from human resource management to address the issue.
Also, the female employees who felt objectified could not frankly speak out about their
frustrations at work. This to some great level energized the male colleagues to continue with
their provocative actions remorselessly.
Problem definition
Given the scenario stated in the problem background, it is clear that the challenge at the
company is sexual harassment. To be specific, this is sexual harassment in the workplace.
According to Howald, Walker, Melick, Albert, & Huang (2018), there is no specific definition
for sexual harassment, but generally, it is viewed as unwanted sex-related behavior in the
workplace which the recipient appraises as offensive and threatening to their wellbeing. In
another context, sexual harassment can be considered as unsolicited nonreciprocal male conduct
directed at a woman with an intent to objectify her. Any sex-related behavior directed at either
party which asserts one’s sex role over their function as a worker amounts to sexual harassment.

SOLUTION APPLICATION 3
Since sexual harassment offends, it can affect a worker’s productivity. It is the sole
responsibility of the human resource team and the entire workforce to fight sexual harassment. It
is despicable for male counterparts to make advances at female employees that deserve respect.
However, harassing sexually an employee discourages and demotivates them to work as normal.
Howald et al (2018), assert that about 49 percent of women working in male-dominated
workplaces claim sexual harassment is a humongous problem at their work. In the same vein, 32
percent of workforces dominated by women assert that sexual harassment is a problem at their
workplaces. This research confirms how unsafe workplaces are becoming, with many women
feeling that they are vulnerable to sexual harassment especially in workplaces dominated by
men. Besides, the rise and spread of the #MeToo movement confirm the worries and
vulnerabilities women face in workplaces. Their male counterparts do not just see them as
colleagues and respect their professional relationships, instead, they view women as their sexual
objects both directly and indirectly. However, organizations are adopting a zero-tolerance policy
in response to sexual harassment (Brock, Garde, & Weldon, 2018). Some female employees do
not fear to voice their frustrations in the event of sexual harassment. Also, allegations of sexual
harassment are increasing, and this has prompted a majority of organizations to respond with
zero-tolerance policy to this vice. Nonetheless, Brock et al. (2018) indicate that some female
employees believe that there is little commitment by some managers to address their sex-related
complaints. As a result, some are becoming vocal to expose the perpetrators in retaliation and in
demand for an action to be taken against them.
In reference to the problem background, it is clear that this is a male-majority workplace
where the voice of women can easily be ignored. Holding a sex-related discussion in the
presence of female colleagues disadvantages and makes them feel objectified. The workplace

SOLUTION APPLICATION 4
should be a safe place where every employee would feel that they are respected (Dilts, McGehee,
Phillips, Sanders, & Keirn, 2016). Professionalism needs to be upheld and women should always
feel respected and appreciated. Instead, the operations management department in this scenario
appears to tolerate sex-related discussion which at worst infuriates the female colleagues.
Also, given that there is gender parity or balance in the organization, it is unfair for male
employees to hold unwelcome sex-related discussions as well as behave suggestively (Jenkins, &
Jenkins, 2019).. Their female counterparts would in all probability feel disgusted at every time
they are at work. Considering that at some point the colleagues could make fun of their female
colleagues’ bodies to provoke them, it highlights how sexual harassment is a major problem at
Walmart. Scholars, academicians, observers, and analysts believe that sexual harassment has a
high possibility of affecting the performance of women (Dilts, McGehee, Phillips, Sanders, &
Keirn, 2016).This then underscores the need to solve the sexual harassment problem. It is the
expectation of every employer to receive high performance from every worker. Unfortunately, in
a hostile environment where women are sexually harassed, it is impossible to meet some
performance targets. It is within that premise that sexual harassment should not be tolerated.
Besides, sexual harassment dehumanizes women because of objectification over their work.
Solution generation
In the context of the problem background and problem definition, it is clear that sexual
harassment in the workplace is a huge problem that can bring an organization to a standstill
(Larsen, Nye, & Fitzgerald, 2019).It can paralyze operations or lead to a legal action that can
cost resources or waste a lot of time. An employee who is a victim of sexual harassment can go

SOLUTION APPLICATION 5
to court to file a lawsuit against her employer. Thus, it is reasonable to solve the sexual
harassment problem before it becomes a costly affair for the organization.
Given the scenario above, to generate a solution to sexual harassment, the human
resource managers and other stakeholders need to look at the problem broadly. The solution to
this problem would be generated in the context of this fishbone diagram.
Figure 1: Fishbone diagram for solution generation
Machines and measurements
The machines would include all the items used within the department to perform tasks. In
this case, the focus is to understand how the sharing and operations of machines within the
department affect the relationship of employees. Also, the number of male to female employees
handling/sharing a machine will be looked at in order to understand how it shapes or influences
their relationships.

SOLUTION APPLICATION 6
In this case, the focus would be to measure the performance of employees in the
department amid sexual harassment complaints. Also, it would be prudent to measure or assess
workflow within the department. In essence, the measurements would reflect the impact of
sexual harassment on performance. If performance and workflow is affected, then it is
reasonable for Walmart to consider solving this problem fast. Also, slow workflow and poor
performance reflects lack of morale and disgruntlement among the female employees. In the
same vein, it is plausible to evaluate how the female to male employee ratio amplifies the
problem.
Methods and people
To arrive at the solution, it is necessary to evaluate how sexual harassment happens at
Walmart. An employee can be harassed sexually verbally, touching intentionally or
unintentionally. As mentioned in the problem background, employees at the operations
management department, discuss sex-related stories even in the presence of their female
counterparts. Given that sexual harassment in some instances happens verbally, it would critical
to understand the specific time when employees can have time to tell or share sex-related stories.
Also, the obscenities in sex-related stories in all probability results to embarrassments to female
colleagues since such discussions are unwelcome.
Materials and environments
In this case, the focus would be to look at how objects in the work environment fuel
sexual harassment. Any drawings or material that asserts male dominance or justify sexual
harassment should be investigated. In entirety, materials that objectify women make the work

SOLUTION APPLICATION 7
environment hostile to women. Evaluating the materials and work environment would make it
easier to understand the sexual harassment problem and provide solutions to the problem.
Solution evaluation
The fishbone diagram is comprehensive, and it will help the human resource team to look
at the sexual harassment problem holistically. By assessing each of the items highlighted above,
the HR team would understand and determine the real impact of sexual harassment on the
organization. Also, relating factors such as methods and people makes it possible to understand
the relationship between each items. For instances, methods and people factor would help the HR
team to understand and analyze how sexual harassment behaviors are perpetuated in the
workplace. In essence, the fishbone diagram used in this scenario makes it easy to relate every
factor in the operations management department that could be contributing to the problem.
Howald et al (2018), insist that to resolving sexual harassment in the workplace, requires a
holistic and comprehensive approach that can help understand the problem in details before
resolving it. Thus, the fishbone diagram strategy has been used in this case to help understand the
sexual harassment problem in detail in order to get lasting solutions.
Implementation and action plan
Sexual harassment requires a behavior-center solution. Therefore, it can be solved
without costing an organization a lot of money. Given that the problem is well-understood, the
implementation and action plan would be as follows:
1. Developing a zero-tolerance policy

SOLUTION APPLICATION 8
The human resource team will develop a strict zero-tolerance policy that is punitive to all
perpetrators of sexual harassment (McDonald, & Charlesworth, 2016). Employee, who
intentionally harasses a colleague sexually, will be suspended or fired for sexual misconduct
without any compensation whatsoever. Any provocative sexual behavior or discussions shall
never be tolerated in the workplace. Hence,CCTV camera shall be mounted at some places
within the work environment to monitor sexual misconduct.
II. Support for whistleblowing
All employees that report sexual harassment will be protected and given necessary support.
III. Workplace relationship workshops and training
Quarterly, Walmart would convene workplace relationship workshops and training to address
sexual harassments.
IV. Progress analysis
Reports on sexual harassment will be released quarterly to evaluate the effectiveness and
efficiency of the zero-tolerance policy.

SOLUTION APPLICATION 9
References
Brock, J., Garde, B. P., & Weldon, M. N. (2018). What is Zero Tolerance on Sexual
Harrassment?. LERA For Libraries, 22(1).
Dilts, E., McGehee, M., Phillips, T., Sanders, A. M., & Keirn, E. C. (2016). Extending audience
response systems to sexual harrassment prevention training. University of Tennessee at
Chattanooga. Dept. of Psychology. University of Tennessee at Chattanooga.
Howald, N., Walker, J., Melick, S., Albert, M., & Huang, S. (2018). Addressing Sexual
Harassment in the Workplace. Society for Industrial and Organizational Psychology,
Inc., 1-11.
Jenkins, M. K., & Jenkins, D. M. (2019). ABA submission to the National Inquiry into Sexual
Harassment in Australian Workplaces. Australian Bar Association, 1-11.
Larsen, S. E., Nye, C. D., & Fitzgerald, L. F. (2019). Sexual harassment expanded: An
examination of the relationships among sexual harassment, sex discrimination, and
aggression in the workplace. Military Psychology, 31(1), 35-44.
McDonald, P., & Charlesworth, S. (2016). Workplace sexual harassment at the margins. Work,
employment and society, 30(1), 118-134.

SOLUTION APPLICATION 10