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Sex Discrimination at Wal-Mart

Question one. Answers:

The lawsuit could have a very high financial consequence to Wal-Mart if granted. Wal-Mart could lose billions of money as ordered compensation to all the women workers, both current and former, who in one way or the other are found to be victims of discrimination at Wal-Mart. Other potential loses include legal fees (in case Wal-Mart loses it may be required to pay its own legal fees as well as those of the defendant’s), retainer fees to attorneys, contingency fees, (Moller, 2007).

Question two. Answers:

Women employees are complaining about job promotions. They hardly get promoted as compared to men and if they do, their ascent along the status hierarchy is quite slow. Some women complain of being sent to departments that are typically set for women such as kitchenware where recognition and opportunities are rare. This is not the case with competitors of Wal-Mart. Another complaint is that of salaries and wages. Compared to men, women earn 6.2 percent less as hourly workers and 15.5 percent less as managers. In addition, the women workers also complained about the general practices at Wal-Mart on the way workers often get paid and promoted as well as the authority vested of store managers on how a worker should be paid and promoted. Those who complain about these practices are subjected to some form of disciplinary action such as demotion or losing the opportunity to get promotions at the store altogether. I think these complaints are justified. As a worker, you cannot feel good if someone who has less qualifications and experience, just because of gender, is promoted at the workplace and you are denied that chance. Just as in competitors’ stores, women should be paid just as much and given equal opportunities for employment and promotion, especially if they possess equal qualifications and experience, (Daniel Fisher, 2011).

Question three. Answers:

Wal-Mart should carry out an independent survey to determine the extent of these discrepancies and the possible ways of mitigating them. A policy program that should look much like the centralized one at the companies’ headquarters at Bentonville, Arkansas  should be put in place where each and every employee is given equal consideration and participation when it comes to internal appointments. The policy should advocate for open, free and fair employee handling system on opportunities, orientation, job training, rewards and discipline. All employees are supposed to be adequately encouraged and motivated in order to ensure that their output is efficient and effective, (Bhatnagar, 2005).

Question four. Answers:

I think women should not win their suit against Wal-Mart. If the studies conducted by Wal-Mart are to be proven as containing facts: the said discrimination against women is not system-wide but only 5.2 percent of the stores were found to favor men and that the discrimination against women might arise from common practices in the society. Under normal circumstances, the society views some roles as meant to be done by women. This could a likely cause for placing some of the women in such departments as those of kitchenware and children’s clothing in the Wal-Mart store. Traditionally and even today, men are associated with more leadership roles than women. The study also shows that women were offered the most of the positions for which they applied even though their number was low. In addition, it is not realistic to impeach that just 6 widely varied and different cases can represent millions of employees and their experiences with the company.

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