Introduction
The role of the consultant is important for an organization. Being a consultant to Walmart, my intention is to propose an effective professional development plan. This development program is beneficial for the company and employees. Walmart is the largest retail chain in the world, and this professional development plan is to accelerate the effective development of the bottom line of the company.
EI and Motivation
Enhancing performance and job satisfaction through EI building blocks
Three prominent emotional intelligence building blocks are self-awareness, adaptability, and organizational awareness. A selection of these building blocks of emotional intelligence is pertinent, as these are related to the development of the bottom line. For Instance, through self-awareness, employees can derive strengths and weakness, and based on these insights, make decisions to enhance performance. It is a great chance for employees to streamline their strengths and eliminate weakness. Furthermore, adaptability is necessary to develop or evolve with time (Azulay, 2012). The employee at Walmart can integrate with some key retail trends in the competitive market through adaptation. Working with employees can lead towards emotional and sentimental attachments. The management, due to this attachment, can increase the adaptability of employees. Organizational awareness is pertinent to job satisfaction. Walmart management can understand the organization, along with employees’ needs from the top the bottom-line. If the management is aware of employees’ needs, it can lead towards employee satisfaction. Thus, it can be said that the emotional intelligence building block can streamline the needs and fulfillment that lead towards job satisfaction and improved (Browne, 2017).
Positive or Negative Reinforcement to Influence the Members of the Organization
To influence employees of Walmart, positive reinforcement seems mandatory. Walmart has to strengthen those behaviors or actions that are effective to derive favorable outcomes or events. Interestingly, it creates a positive impact on members of organizations, as they can depict their assertiveness to carry the particular behavior. Similarly, the negative reinforcement also creates an impact, as employees are aware of different unfavorable outcomes. Employees are motivated to eliminate issues that emerge through unfavorable outcomes
Specific Examples
For Instance, Walmart has to take actions to evade discrimination. Taking actions seem negative reinforcement members of the company have to contain ethical business considerations. On the other hand, store associates are becoming partners through stock ownership and profit sharing (MINK, 2013).
EI and Social Skills and Decision Making
Enhancing Social Skills through Core Concepts of Emotional Intelligence
Core concepts of emotional intelligence are self- regulation, motivation, and empathy. Through these concepts, social skills or members or employees can be increased. For Instance, by self-regulation, the employee can control the impulses. The pertinent social skill that can be developed is the adequate response. Internal motivation seems to be self-improvement or learning. Walmart employees can show their commitment to meet goals and tasks. Communication and the ability to guide others is a prominent social skill that can be enhanced accordingly. Empathy helps employees or members understand the emotional reaction of others. Walmart employees can learn how to resolve conflict effectively, and it is an important social skill (MINK, 2013).
Enhancing the Decision-Making Efficacy of the Management Team
The decision making efficacy of the management team is to be increased through these core concepts. The most important thing is to understand the internal and external business environment, and these core concepts are the sources for the management. They can make better decisions in the best interest of the company.
Effective Teams
Core attributes of an Effective Team
Constructive communication is an important team attribute. Walmart teams must be open to feedback support the constructive communication for improvements and evolvements. Clear vision is also another attribute, which can gather all members on the same platform. It brings the integrity, which is necessary for Walmart. The culture of appreciation can enhance the visibility of motivation in this company that can streamline efficiency and job satisfaction (Hosmer, 2015).
Strategies to Develop Team Dynamics
To develop team dynamics, it is imperative to define roles and responsibilities clearly. The focus on communication is a good strategy for Walmart to streamline the efforts of its teams and develop dynamically. Paying attention to several takes in the team process makes outputs quite predictable.
Reward Systems
Effective Reward System for Walmart
The company has to find new ways to reward employees. For Instance, the new system is based on the performance-based rewards and benefits. Interestingly, instead of containing the traditional rewards, the firm has to initiate some social benefits such as holidays for pregnant women, work-life balance, concert tickets and membership of different social organizations. This reward system can increase employee motivation and reduce the possible employee turnover (Browne, 2017).
Strategies to Motivate Employees and Influence Behavior
The best motivation technique that the company can use is giving employees a purpose. It directs employees to depict some purposeful considerations. After giving incentives, the Walmart management has to motivate individual than teams to gain the maximum output and derive the positive behavior of whole employee force (Azulay, 2012).
Conclusion
In the end, it is to conclude that Walmart can implement this professional development program for employees effectively. It is a big shift that the company has to make in the competitive retail industry. A strong employee force can help the company gain a sustainable competitive advantage over other rivals in the retail industry. Being a consultant to the company, I want the management to improvise when implementing this professional development plan.
References
Azulay, H. (2012). Employee Development on a Shoestring. American Society for Training and Development.
Browne, S. (2017). HR on Purpose: Developing Deliberate People Passion. Society for Human Resource Management.
Hosmer, D. (2015). The Manager’s Guide to Employee Development. American Society for Training and Development.
MINK, M. (2013, April 9). Sam Walton Built Walmart With People And Discounting. Retrieved from https://www.investors.com/news/management/leaders-and-success/sam-walton-built-Walmart-his-way/
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