Running head: DUKES V. WALMART STORES 1 DUKES V. WALMART STORES 5
Dukes v. Walmart Stores
Hieu Le
Columbia Southern University
Dukes v. Walmart Stores Walmart is the largest supply chain in the world distributing different kinds of products to the U.S consumers and other regions in the world. Recently, the firm was under pressured by several complaints by the media, its employees, consumers, and politicians for its reputation, such as customer service, low quality of products, and unethical practices. In fact, in 2000, Betty Dukes (the plaintiff), was a former employee of Walmart (the defendant), and five …show more content…
In fact, the judge was asked the plaintiff to prove a legitimate evidence, including the class certification as of the requirement of law for the legal validation to accuse the defendant for wrongdoing (Massie, 2013). Consequently, the plaintiff did not have any valid evidence to prove their accusation against the defendant, especially, the plaintiff also needed to conduct several legitimate arguments to establish that they have a real argument correspondingly. For the defendant’s legal team, they have an absolute right to decline any wrongdoing, and demonstrated to the judge that the allegation from the plaintiff did not have any proper certification as well (Massie, 2013). Furthermore, the court discovered that Walmart has authorized local managers several significant powers to make the majority decisions regard all internal issues in Walmart’s workplace. Hence, local management avoided possible incidents of the firm to face such liabilities. Based on facts and evidences from both parties, the court rejected the accusation of the plaintiff to dismiss the case …show more content…
When a dispute arises in a specific employer, the human resource management needs to understand the landscape of the disagreement, and resolve the issue as soon as possible to ease the tension between employee and employer effectively. Equally, this legal case also raise a critical concern on the HR hiring capability in terms of employee selection, the procedure of examination and collecting such information to recruit talents to work for an organization (Stewart & Brown, 2015). Additionally, the Dukes case create a critical problem for the HR of Walmart the fairness of promotion to the higher position as well as understanding the culture of the organization. To prevent such allegations in the future, the HR need to apply a few strategic methods, such as organization-base fit, “matching an employee’s characteristics to the general culture of the organization” (Stewart & Brown, 2015, p.208). By utilizing this method, the HR provides employees to understand the culture of Walmart thoroughly, and willing to perform their superior work to achieve their objectives and goals. Likewise, potential is another great approach for the HR to provide a valuable resource for employees to enhance their skills and knowledge, and creating a good opportunity for them in career advancement
Dukes v. Walmart Stores
Hieu Le
Columbia Southern University
Dukes v. Walmart Stores Walmart is the largest supply chain in the world distributing different kinds of products to the U.S consumers and other regions in the world. Recently, the firm was under pressured by several complaints by the media, its employees, consumers, and politicians for its reputation, such as customer service, low quality of products, and unethical practices. In fact, in 2000, Betty Dukes (the plaintiff), was a former employee of Walmart (the defendant), and five …show more content…
In fact, the judge was asked the plaintiff to prove a legitimate evidence, including the class certification as of the requirement of law for the legal validation to accuse the defendant for wrongdoing (Massie, 2013). Consequently, the plaintiff did not have any valid evidence to prove their accusation against the defendant, especially, the plaintiff also needed to conduct several legitimate arguments to establish that they have a real argument correspondingly. For the defendant’s legal team, they have an absolute right to decline any wrongdoing, and demonstrated to the judge that the allegation from the plaintiff did not have any proper certification as well (Massie, 2013). Furthermore, the court discovered that Walmart has authorized local managers several significant powers to make the majority decisions regard all internal issues in Walmart’s workplace. Hence, local management avoided possible incidents of the firm to face such liabilities. Based on facts and evidences from both parties, the court rejected the accusation of the plaintiff to dismiss the case …show more content…
When a dispute arises in a specific employer, the human resource management needs to understand the landscape of the disagreement, and resolve the issue as soon as possible to ease the tension between employee and employer effectively. Equally, this legal case also raise a critical concern on the HR hiring capability in terms of employee selection, the procedure of examination and collecting such information to recruit talents to work for an organization (Stewart & Brown, 2015). Additionally, the Dukes case create a critical problem for the HR of Walmart the fairness of promotion to the higher position as well as understanding the culture of the organization. To prevent such allegations in the future, the HR need to apply a few strategic methods, such as organization-base fit, “matching an employee’s characteristics to the general culture of the organization” (Stewart & Brown, 2015, p.208). By utilizing this method, the HR provides employees to understand the culture of Walmart thoroughly, and willing to perform their superior work to achieve their objectives and goals. Likewise, potential is another great approach for the HR to provide a valuable resource for employees to enhance their skills and knowledge, and creating a good opportunity for them in career advancement