Amazon 's Culture Problem Of Amazon

1328 WordsJan 30, 20176 Pages
When consumers think of Amazon, they think of a cutting-edge and customer-centric company. To achieve the rank king of e-commerce, Amazon has shown command over several key areas related to operations management (OM). Yet, the company’s approach to one specific OM decision area needs a major overhaul. Amazon has the most room for improvement in human resources and job design. In this paper, we provide an overview of the company’s workplace culture problem, exploring such areas as work life balance, benefits, and management practices. Emphasis is placed on Amazon’s turnover rate and costs related to absenteeism. In an attempt to help Amazon upgrade its OM approach, our team has researched trends related to improvement of human resources and…show more content…
These employees describe Amazon’s culture as harsh, showing no mercy for employees’ personal lives, even when various employees suffered a miscarriage or bout with cancer (Kantor & Streitfeld, 2015). In these cases, Amazon views employees as indispensable resources, not valuable team members. In an attempt to keep employees in line, Amazon also resorts to scare tactics. Specifically, in Amazon warehouses, flat screen televisions tell the fate of workers fired for stealing. Fox (2016) describes what fills these screens: “The workers are not identified by name; rather, they are shown as black silhouettes with the word “terminated” or “arrested” emblazoned before an account of what they stole from the company and how they got caught.” While it is understandable that Amazon wants to reduce theft, their style only adds to the poor working environment. While these accounts may be startling, it is obvious Amazon has significant room for growth in the area of Human Resources management. Poor Workplace Culture: Costs for Amazon Not only does poor workplace culture hurt Amazon employees, it hurts Amazon’s bottom line. In the article “Workplace Culture is More Important than Anything Else”, Aimee Groth (2013) states that “companies swim or sink based on their internal culture” as it has a direct impact
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