can you answer A,B,C in 5-10 paragraphs ??

STEP 1: Define the problem. A. Look first at the Outcome box of the Organizing Framework in [S) Figure 2.4 to identify the important problem(s) in this case. Remember that a problem is a gap between a desired and a current state. State your problem as a gap, and be sure to consider problems at all three levels. If more than one desired outcome is not being accomplished, decide which one is most important and focus on it for steps 2 and 3. B. Cases have protagonists (key players), and problems are generally viewed from a particular protagonist's perspective. You need to determine from whose perspective-employee, manager, team, or the organization-you're defining the problem. C. Use details in the case to identify the key problem. Don't assume, infer, or create problems that are not included in the case. D. To refine your choice, ask yourself, Why is ths a problem? Answering this question helps refine and focus your thinking. Focus on topics in the current chapter, because we generally select cases that illustrate concepts in the current chapter. STEP 2: Identify causes of the problem by using material from this chapter, which has been summarized in the Organizing Framework shown in @igure 2.4. Causes will tend to appear in either the inputs box or the Processes box. A. Start by looking at [S) Figure 2.4 to decide which person factors, if any, are most likely causes of the defined problem. For each cause, ask yourself, Why is this a cause of the problem? For example, if you think personal attitudes-an input in the Organizing Framework-are a cause, ask yourself why. Asking why several times will lead you to a more complete list of causes. B. Follow the same process for the situation factors: C. Because no processes were specifically discussed in this chapter, you can skip an analysis of this component of the Organizing Framework. D. To check the accuracy or appropriateness of the causes, be sure to map them onto the defined problem. STEP 3: Make recommendations for solving the problem. Consider whether you want to resolve it, solve it, or dissolve it (see @ Section 1.5). Which recommendation is desirable and feasible? Whether the retaler had positive intentions in rasing employee pay. The United Food and Commercial Workers International Union, for example, called the wage increase a "public relations stunt" meant to distract from the closing of 63 stores. 87 The closures resulted in approximately 10,000 workers losing their jobs. 88 The timing of the announcement wasn't the only issue as many Sam's Club employees had no idea their stores would be closed until the day of the announcement. According to The Times, some workers showed up for work only to be informed that their stores were closed. 89 Page 74 POOR JOB SATISFACTION IMPACTS CUSTOMER SERVICE Walmart's minimum wage hikes may raise the pay of some of its workers, but they may not be enough to solve the retalier's continued customer service problem, accordinj) to Forbes. 90 Walmart's American Customer Satisfaction Index (ACSI) score dropped between 2016 and 2017. The ASCI measures the quality of products and services American consumers receive by major department and discount retailers. The drop placed Walmart at the bottom of a list of department and discount retailers (even below a bankrupt Sears). Making Change at Walmart (MCAW), an organization dedicated to transforming the lives of Walmart employees, believes the company's poor customer service ratings are related to the way it treats its workers. "Waimart lacks the ability to improve its customer experience when it refuses to focus on what we all know to be true-quality jobs create quality experiences for both shoppers and workers." says MCAW director Randy Parraz. 91 Walmart needs to do more for its employees if it wants to improve their attitudes with customers. For example, wages and benefits are so poor at Walmart that thousands of its employees qualify for food stamps, Medicaid, and other government assistance programs, according to MCAW, 92 Waimart says it has a "common purpose of saving people money so they can live better. 93 It seems its employees will need to Ive better as well if the company wants to continue its success. FIGURE 2.4 Organizing Framework for Understanding and Applying OB Walmart's tocus on the bottom line over its employees' welfare didn't end with those who suffered from an illness. The Equal Employment Opportunity Commission (EEOC) filed a lawsult against the retailer in September 2018 alleging it unlawfully discriminated against pregnant workers in Wisconsin. The complaint was filed on behalf of Alyssa Gilliam, who became pregnant in 2015. Gilliam requested light duty or transfer to a less physically demanding job in which she would avoid heavy lifting due to her pregnancy. The company declined to accommodate her in any way, including providing her with a chair, shorter work days, or additional breaks. The EEOC alleges that Walmart retaliated by cutting Gilliam's benefits, reducing her work hours, and eventually forcing her to take unpaid leave. Interestingly. Waimart had a robust light duty program that allowed workers with lifting restrictions to be accommodated, "But Walmart deprived pregnant workers of the opportunity to participate in [this] program. This amounted to pregnancy discrimination, which violates federal law, said the EEOC. 81 Gilliam wasn't the only employee denied a cha Adam Catlin, who suffers from cerebral palsy, has been a Walmart greeter in Selinsgrove, Pennsylvania, for almost ten years. Catlin was told in 2019 that due to a change in corporate pollcy, he would need to stand for his entire elght-hour shift and lift up to 25 pounds or be fired. Caitlin's mother urged Walmart customers on Facebook to support her son, "I know corporate decisions are corporate decisions, if [that's] where this originated from, but does anyone ever make any decisions anymore by putting any heart or care into it?" she wrote, 82 WALMART'S ALLEGED BAIT AND SWITCH Walmart CEO Doug MCMillon's compensation for fiscal 2018 was $22.8 million, which is 1,188 times the annuat compensation of its median employee, In contrast, CEO pay at S\&P firms overaged 361 times more than the average employee in 2018,83 Overall, the company "has been the defendant in scores of cases, including class actions, or group suits, accusing the company of wage-Haw violations," according to Jonothan Tasini, president of the Economic Future Group. 84 Walmart decided to raise its minimum wage from $10 to $11 in 2018. With much fanfare, CEO McMillon stated, "Today, we are building on investments we've been making in assciates, in their wages and skills development.... It's our people who make the difference and we appreciate how they work hard to make every day easier for busy families 85 Now consider that Waimart closed dozens of its Sam's Club warehouses on the same day it announced the pay increases 86 This brings into question Walmart's Values Come under Scrutiny Sam Walton founded Walmart in Rogers, Arkansas, and the company grew from that single store in 1962 to more than 11,300 locations spanning 27 countries by 2019 . Today, the multinational retailer is the world's largest company by revenuegenerating over $500 billion in 2018 -and the largest private employer with more than 2.2 million employees. The retailer also owns Sam's Club, a chain of warehouse clubs that sell groceries and general merchandise in bulk. 77 Walmart is known for its "everyday low prices," but critics say prices are not all that's low at the retailer. Individual employees, advocacy groups, and government agencies have brought numerous labor-related lawsuits against the company, scrutinizing its internal values. Let's take a closer look at what's going on at the massive retailer. A SERIES OF WORKPLACE ABUSES Walmart prides itself on its values. The retailer states that, "We define culture as our values in action. It's how we deliver superior customer service, create a great front-line work environment and improve performance ..." Moreover, Walmart's stated values are centered on being "guided by good," which includes "respect for the individual" and "acting with integrity."78 Allegations against the company suggest a different story. Consider a report by a workers' advocacy group that says Waimart "routinely refuses to accept doctors' notes, penalizes workers who need to take care of a sick family member and otherwise punishes employees for lawful absences." The report is based on a survey of more than 1,000 Waimart employees and accuses Walmart of violating the American with Disabilities Act and Family Medical Leave Act, among other labor laws. 79 Katie Orzehowski was a cashier at the Walmart in North Huntingdon, Pennsylvania, and completed the employee survey. She suffered a miscarriage in 2016 and provided doctors' notes and hospitalization records to excuse her missed shifts, but the company refused to excuse her absences. She was so worried that another absence would get her fired that she returned to work, while still in recovery. "I still had a lot of bleeding going on, and that's embarrassing," Orzehowski told The New York Times 80