Improving absenteeism and exceeding break time limits at Walmart Research Paper

Improving absenteeism and exceeding break time limits at Walmart - seek Paper Exampleem and area for improvement (b) impact of the organizations culture, (c) client and practitioners considerations, (d) diagnostic process and data collection, (e) overcoming tube to change, (f) action plans, strategies, and techniques, and (g) OD intervention analysis.Ultimately, absenteeism leads to labor turnover. Every year, Wal-Mart needs to recruit, hire, train and retain more than 790,000 employees to refill a gap created by the left employees it is estimated, in 2005, Wal-Mart employed 1.8 million employees globally and the turnover rate was 44 percent (Boudreau, 2010, p.125). Some conservatives estimates highlight that the turnover rate has reached to the level of 50 percent in the recent years clearly indicating that the Wal-Mart employees have developed sense that they are under-paid, offered inadequate health benefits and insecure career growth and so on (Jackson et al., 2012, p.15).This verbalise of affair indicates that the existing causes and trends in absenteeism need to be revisited and overhauled. Before going to revisit the existing human resource policy of Wal-Mart, it is reasonable to further pull in the impacts of the existing policy.In 2004, Costco hired and employed 68,000 workers and 25% of them were unionized, while Wal-Marts Sams Club employed a total of 102,000 in the alike(p) year (Holmes and Zellner, 2004). In the same article, the authors mentioned that in terms of wages alone, a Costco employee generated and earn, on average, $33,218 ($ 15.97 hourly). On the other hand, the average Sams Club employee earned $23, 962 ($11.52 per hour). Hypothetically speaking, if a Costco employee voluntarily quits, the turnover cost would be around $ 49,827 (1.5 times annual salary) and Sams Club employee would cost $ 35, 943.At the guinea pig of it, it may appear as if the low-wage strategy at Sams Club generates higher savings in terms of turnover but in t ruth it is not the case (Cascio, 2006, p.42). Cascio (2006) further