Walmart: Organizational Change Management, Resistance, and Engagement

This report provides an analysis of organizational change within Walmart, examining the company's strategies for adapting to market demands and technological advancements. The report explores various models and theories, including force field analysis, Leavitt's model, and system analysis, to understand the drivers and requirements for change. It highlights the importance of addressing resistance and fostering engagement among employees and leadership through communication, training, and support programs. The report also delves into Walmart's people development strategies, such as employee involvement, training, and surveys, to facilitate successful change implementation. Furthermore, the report discusses the implementation of change through digital transformation, open system theory, and management strategies, including the Carnegie school theory, to improve customer relations and drive business growth. The analysis emphasizes the continuous improvement and adaptation required for Walmart to remain competitive in the retail industry.

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Running Head: MANAGEMENT 0

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Executive Summary
The study of organizational change is an interdisciplinary nature. This is drawn from the field
of sociology, psychology, economics, science, political, management, and so on. The
organization has recognized many changes according to the requirement within the industry.
For this Walmart analysis, their requirement of change and this is very important to grow
business. The further discussion highlights the resistance and engagement for the successful
implementation of relation between the employee and leadership. The following paper
cover that Walmart uses people development strategy for the organization success by
implement necessary changes.

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Table of Contents
Executive Summary...................................................................................................................1
1. Organizational change........................................................................................................3
2. Requirements of changes with benefits..............................................................................3
Force field analysis.................................................................................................................3
Leavitt’s model.......................................................................................................................3
System analysis......................................................................................................................3
Interventions...........................................................................................................................4
3. Resistance and engagement................................................................................................4
4. People development strategy to overcome resistance to change........................................5
Involvement of people............................................................................................................5
Training and development......................................................................................................5
Change support program........................................................................................................5
Survey.....................................................................................................................................5
Employee assistance...............................................................................................................5
5. Implementation of change..................................................................................................6
Digital transformation............................................................................................................6
Open system theory................................................................................................................6
Burke-Litwin theory...............................................................................................................6
Management strategy..............................................................................................................6
Carnegie school theory...........................................................................................................7
Analysis and summary of findings.............................................................................................7
References..................................................................................................................................8

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1. Organizational change
Organizational changes is a procedure in which organization changes its operational methods,
strategies, organizational culture, technologies, and affect within the organization1. This can
be a continuous procedure that occurs in a distinct time. Walmart organizational structure is
functional and hierarchical2. Walmart organizational structure is prepared by two features like
function & hierarchy based. The hierarchy is a vertical line of authority and command. Each
employee within the organization except head of the company has a superior. The directives
from the upper level of management are executed by middle superiors down to the luxuriant
and file staffs in its stores. The function-based features of an organization include an
employee group to fill certain functions that includes information technology, HRM
marketing and so on. Organizational change effects a host of a system within a structure of
the business. An organizational change within the organization would change the structure of
management and workforce of an organization. Organizational restructuring of Walmart will
see that the many numbers of regional managers decrease from 44 to 36. The Departmental
management will also restructure to enhance organizational competitiveness in the sector of
retail.
2. Requirements of changes with benefits
Force field analysis
Force field analysis in Walmart provides a structure to view factors that influence structure of
orders to perform. Restructuring of the supervision structure like integration of leadership
groups is main key area of Walmart functions. This is necessary to maintain competitiveness
and status according to business requirements3. This restructuring will create a new position
in the market.
Leavitt’s model
This organizational development model proposes specific variables within the business that is
responsible for the functioning and development of business. These all variable includes
technological variables, task variables, human variables, and structure variables. The
1 P. Claus, an Organizational Change, 2nd Ed., Florence, Routledge, 2017, p. 22.
2 M. Lake and H. Reynolds, an Organizational Structure, 1st Ed., UK, Oxford University
Press, 2016, p. 36.
3 T. Fitz Simons, A. Laugh, and E. William, Documentary of Australian: Practices, 2nd Ed.,
UK, Oxford University Press, 2019, p. 78

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advanced technology has increased the competitiveness in retail area and has promoted the
organization to change structure to retain abreast with competitors.
System analysis
Walmart uses four systems of supervision and proposes an organizational management
system to determine organizational development. Management of Walmart in the past years
slated for lacking in skill of poor communication, employee motivation, and interface
between the managers and employees. The Likert’s structure suggests a management system
that is a participative group, exploitative-authoritative or benevolent-authoritative4. This has
developed within the organization to perform more effectively to achieve goals with higher
level of quality control.
Interventions
Organization develop interventions at many levels5. Walmart has developed three basic
tactics to organizational development. Behavioral, structural and technical changes are main
approaches to organization development. Changes at the structural level are aimed towards a
hierarchy of the organization and include removing or adding layers to hierarchy, downsizing
workforce and centralization or decentralization of Walmart operations. This organizational
development is not limited towards the top people in the organization. Walmart has made
many changes regarding technology that are machinery, automation, methods, design of the
job and so on. These all technical changes in operations of Walmart with restructuring has
increased the production within Walmart. An approach of behavior to change increased better
use of human resources in addition it fosters the inclusivity of the employees by
empowerment, motivation, and participation.
The participation of employees, empowerment, and motivation has ensured to increase
performance. An approach of teams work has been implemented to lead the solutions that
contribute to organization development. The structure of parallel learning has promoted to
innovation and represent many functions and levels to work together by creating new
communication channels parallel to the usual structure of hierarchical. The structure of
parallel learning helped Walmart to capture an organization's collective expertise. It has
4 D. McKenzie-Mohr, Social System Analysis, UK, Oxford University Press, 2019 pp.196-
199
5 R. M. Rospond, (2013). Interventions Assessment in Practices, Journal of Business Ethics.
45(4), pp. 773-788

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started to use the structure of parallel learning to advance operation by smoothening the
procedure of organizational restructuring.
3. Engagement and Resistance
Resistance to organizational development and change is a normal phenomenon6. This
organizational development and changes in an organization will not be any different. It has
made at both employee and leadership level. To enhance engagement and mitigate resistance
of expansion organization has taken place in stages that employees and leadership get
accustomed to changes. Communication and education are the main keys to minimize
resistance. The structure of employees and leadership informed about the organizational
change nature and it present logic by reports, group presentation, memos, and individual
discussions. Rewards and negotiations are tools used to reduce resistance and increase
engagement in the episode of organizational change. Walmart foster engagement that is
important for both organizational leadership and employees to understand present situation.
Employees and leadership within the organization have alive with the statistic that the
organization suffered a decline in sales growth. The stability is an important part as reduce
anxiety. Organizational change has implemented the process of transition to manage
workforce effectively.
4. People development strategy
People involvement
This is the best method to astound the resistance of management from change. This will help
to manage and bring a customer-centric program. These include managers and workforce
within the organization by organizing a conference. This involves aspects of changes that are
important to bring changes. This will help to overcome the resistance of changes7.
Training and development
To overcome the resistance of change it is necessary to conduct training that is equipped with
the necessary skills which are important for change in Walmart. These are important to bring
6 R. Boliviano, (2016), Resistance and Engagement, Journal of Business Management,
94(06), pp. 106-116
7 Walmart Annual Report. (2011). Getting future-ready. Retrieved from: https://
walmart.com.au/content/dam/auspost_corp/media/documents/AP-annual-report-0910.pdf

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a successful change in traditional services. This is also very important for the management to
move from customary services to eCommerce deliveries.
Change support program
Many programs are introduced by Walmart for learning. This is important and beneficial to
brought change in the organization. For this organization has moved to support program that
impacts all employees and management. In this program, almost ninety-five percent of
employees affected and joined the program. In this program, everyone is free to inquire any
queries. It also stated that a manager as a leader is responsible for positive change. Leaders
within the organization are asked to support employees and organization with the program.
Survey
This is necessary to initiate change in the actions of Walmart. Organization conduct surveys
in which all workforce feedback was engaged to know the effect of changes. This support the
organization to know perception regarding modifications. This method has helped the
organization to minimize the resistance rate.
Employee assistance
This is mentioned in a report that organization research to provide essential services to the
workforce. This organization has developed many tools to log issues and resolves it by a
systematic method.
5. Implementation of change
Walmart has brought many alterations to convey the best services. This has been seen that
many reforms are made in business letter. This will allow investing resources in the national
and international e-commerce ability by generating a new future. This plan will help to serve
within the priority to serve customers according to the current timetable. By posting in a
reform way will support the business to lead customers satisfaction. Following are the ways
in which change can be implemented more effectively.
Digital transformation
Digital transformation will help to make the technological change more effective in business
activities of Walmart. The organization has developed many changes according to the needs
of customers. The organization should implement the customer-centric approach more
effectively to offer a great level of experience to the workforce.

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Open system theory
This theory proposes that business are a social system that depends on the environment and
exists for inputs. This can be said in Walmart case. Walmart owes triumph at a large level of
the workforce. The environment of an organization should be flooded by overpriced
commodities and augers good by objectives to save money be leading better lives8.
Burke-Litwin theory
This theory proposes that developed interventions of an organization should be focused on
structure management rehearses and effect in a transactional alteration where interventions
directed towards strategy, mission, organization culture, and leadership in transformational
alteration. Organization should concentration on restructuring its business in an approach that
promotes both transformational and transactional changes. Practices of management within
the Walmart should be directed to improving customer relations to grow base of customer
worldwide. The organization should direct effort to strategy and leadership by a good rate of
revenues.
Management strategy
This is an area that Walmart can improve. Organization improved wages but the strategy of
management remain unaddressed. The large scope for many changes can be addressed by
strategies to enhance conditions of working and morale. Management and organizational
restructuring will improve the experience of customers and lead to a good amount of profit.
The emerging-market will lead to present many opportunities for the brand with increase
brand image. This will be helpful for the organization to lead as the biggest brand in the retail
industry. The financial position of the organization will also present solid evidence by the
reflection on total revenue.
Carnegie school theory
The Carnegie view of organization change developed in the 1950s. This focuses on
stabilization and change in an organization. It will be helpful to make an important
contribution to organizational change. Walmart with the changes in technology, feature,
culture, and other feature can response to reach goals. Standard procedures, routines,
programs, and stability within the workforce will help to establish dynamic capabilities.
Routines and procedure are useful to facilitate and adopt change.
8. Jaag., (2016). Theories in an age of digital. Digital World Future (pp. 103-110). Springer, Cham.

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Analysis and summary of findings
This case study identify that modification is an important element for the business to success.
There are many changes occurred in the environment and expectations of customers with the
changes in time. Walmart has made many changes in the activities of business due to
increased services in the sector of digitalization. These all changes are necessary and required
to consult with the workforce that plays an important part to bring change within the
business. In this process, Walmart has many programs to support and manage the resistance
of workforce. These all help the organization to receive support from the workforce in
changes. Workforce is the most important asset for Walmart. Every decision with the
consultation helps to initiate change. This is important to initiate change by communication
of changes in detail. Continuous improvement with the changes is very important factors to
adopt meaningful technologies. This is a regular procedure that Walmart should practice with
new techniques to manage and operate an organization successfully. In the limelight of
discussion, it can be said that Walmart is continuously developing fast by initiating
meaningful changes within the business. The organization has implemented many changes by
the successful change in the workforce procedure. From all the changes it highlights that it
offers a great experience to customers. This organization has started to invest in many
changes by the required changes. The upcoming strategy of the Walmart is to continue to lead
to eCommerce. Walmart has done many changes that will help the customers to enjoy good
service in market.

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References
There are no sources in the current document.
Claus P., an Organizational Change, 2nd Ed., Florence, Routledge, 2017, p. 22.
Lake M. and Reynolds H., an Organizational Structure, 1st Ed., UK, Oxford University Press,
2016, p. 36.
Fitz Simons T., Laugh A., and William E., Documentary of Australian: Practices, 2nd Ed.,
UK, Oxford University Press, 2019, p. 78
D. McKenzie-Mohr, Social System Analysis, UK, Oxford University Press, 2019 pp.196-199
Respond M. R., (2013). Interventions Assessment in Practices, Journal of Business Ethics.
45(4), pp. 773-788
Boliviano R., (2016), Resistance and Engagement, Journal of Business Management, 94(06),
pp. 106-116
Walmart Annual Report. (2011). Getting future-ready. Retrieved from: https://
walmart.com.au/content/dam/auspost_corp/media/documents/AP-annual-report-0910.pdf
Jaag, (2016). Theories in an age of digital. Digital World Future (pp. 103-110). Springer,
Cham.