Organization Conflicts: Walmart's Issue with Salary Grading Audits

Conflicts in an Organization
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Conflicts in an Organization
Conflict is an inevitable part of life, yet it is interpreted differently. Conflict is sometimes described as an intense situation that must be avoided at all costs. Others consider conflict a valuable opportunity for personal growth, and they try to take advantage of it. Organizational disputes are a sort of conflict that arises within an organization between persons who have opposing viewpoints. There is conflict when there are gaps in topics relating to diverse perspectives. It would not be accessible at work in this circumstance to ensure that everyone understands one another. Multiple persons may function as mediators in the issue at hand if disagreements are managed inside an organization. This report examines Walmart Corporation's organizational conflict.
Walmart is a multinational retail corporation based in the United States that operates several groceries, hypermarket, and discount store brands. Walmart's objective is to help people all around the globe save money and live better by providing better services in retail shops and through e-commerce, no matter where they are (Cuofano, 2020). This organization is now involved in a conflict, and it is learning firsthand the benefits and drawbacks of such a situation. The issue arises after the workers had through one of the most thorough evaluation processes available. An audit revealed some discrepancies in staff salary grading and competency in their duties, prompting the appraisal.
There is a lot of anxiety since there are reports that a salary review is coming up soon and that most employees' regular pay will be cut after the study is completed. Several employees have already begun looking for work in other firms and institutions if they are affected by the assessment. Employees are currently on a partial go-slow, which presents itself in various ways. Today, staff workers who have never missed a single day of work are today experiencing an abnormally high percentage of absenteeism. Most employees are not motivated and leave work a few minutes early or right on time, unwilling to put in longer hours no matter how ineffective they have been. Supervisors frequently complain about tardiness to work and irregularities in task execution.
Subsequently, the communication chain is disrupted. Most employees do not feel obligated to share their ideas with their superiors; hence there is minimal upward communication. Most communication originates at the top of the hierarchical chain, with only a few connections at the bottom. In addit...