Recommended Solution: Create a process based on organizational behavior theory to recommend a solution. Specifically, the Recommended Solution section must: a. Recommend what this company should do based on the results you found in your data analysis b. Describe what other companies that have faced a similar situation have done. Be sure to cite your supporting research, which should include relevant scholarly articles and practitioner resources (such as Harvard Business Review and Forbes) c. Explain how will you present this change to the company and implement new processes
- Results of Employee Survey 2019
· 62% of employees surveyed reported feeling blindsided by their performance review.
· 59% of employees have complained that their manager was unprepared to give feedback.
· 78% of employees they surveyed would work harder if their efforts were recognized and appreciated more often.
· 32% of employees say they have to wait more than three months to receive feedback from their managers.
· 43% of highly-engaged employees receive feedback at least once a week. 45% of HR leaders do not think annual performance reviews are an accurate appraisal for employee’s work.
· Managers who received feedback on their strengths showed 8.9% greater profitability in their division of Amazon.
· One in five employees at Amazon stated a lack of confidence in their manager providing regular, constructive feedback.
· 24% of Amazon employees indicated they have looked for employment outside the company and would consider leaving their jobs if managers don’t provide inadequate performance feedback.
· Responses to questions about teams led by managers who focus on their weaknesses indicated they are 26% less likely to be engaged.
· 69% of employees say they would work harder if they felt their efforts were better recognized.
· 21.5% of employees that don’t feel recognized when they do great work have interviewed for a job in the last three months, compared to just 12.4% that do feel recognized.
· 24% of employees who felt they had not received recognition from their direct supervisor in the past two weeks had recently interviewed for another position, compared to just 13% who had received recognition.
· Only 8% of employees at Amazon believe their performance management process is highly effective in driving business value, while 58% say it’s not an effective use of time.
· Recognition is the number one thing employees say their manager could give them to inspire them to produce great work.
· 80% of Gen Y said they prefer on-the-spot recognition over formal reviews.
· 63% of Gen Z said they want to hear timely, constructive performance feedback throughout the year.
· 27% of workers strongly agree that the feedback they currently receive helps them do their work better.
· On a scale of 1-10, managers who gave the right amount of feedback earned an average score of 8.6 from workers.
· 68% of employees who receive accurate and consistent feedback feel fulfilled in their jobs.
Correlation:
.61 = performance review has led them to look for other jobs
.44 = unclear expectations leads to poor decision-making
.15 = conversations between managers and employees has led to frustration and demotivation
- Running Head: AMAZON
AMAZON 3
Amazon
Aubrey Zastoupil, Morgan Burns, Jonathon Nelson, Neel Patel
Texas Wesleyan University
MGT 3332
Thomas Nichols
Wednesday, April 28, 2021
Amazon
Amazon.com, Inc Company was established in 1994. It went online in 1995 and has accomplished exceptional success ever since. Amongst all prominent online sellers, amazon.com has the best assortment of heterogeneous product line. Based in Seattle, Amazon has a customer base in all fifty states of United States and other 160 countries globally.
The item advertising incorporates books, CD’s DVD’s computer equipment computer program, hardware, domestic based items and frequent more are made obvious to the client through online websites and other universal websites. Amazon have to recreate its vision in which the company have to focus on the customer centric company, where they can easily attract customers towards them and it can only be possible if they ensure the availability of products that customers can easily find online. Currently, Amazon is maintaining 43rd position in the industry and due to its healthy competition the company is famous for its excellent services Newcombe, 2015).
Amazon has a positive brand image because it stood 43rd amongst the world’s finest brands in 2009. Amazon considers innovation to be capable of changing the world, hence it constantly brings updates to pull in customers, to improve their stock, to encourage the developers taking after Amazon’s framework for creation of businesses and boosting the imaginative capability of their product developers. Amazon made it simple for the customers to shop online in an environment that leads to more capable and efficient retailing as compared to routine shopping (Finer, 2012). There was a survey conducted which said that there is .44 correlation that there are unclear expectations of the managers which in turn leads to the poor decisions making. This is one of the problems faced by Amazon. Similarly, there was .61 correlation that there was misalignment of the culture of the company which has been discussed below. Then only 8% of employees believe that there is a good and proper performance evaluation system in Amazon while 58 percent of the people contract with this point of view.
Hypotheses Statements:
H1: There is a significant impact of Amazon’s culture on its employees
H2: There is a significant impact of competition in Amazon on its employees
H3: There is a significant impact of leadership on its employees
Unhealthy competition among the employees:
Transparency is crucial to Amazon’s culture especially in identifying those who are high-achievers and those who are not. Over-time is expected of the employees and they frequently work until the evening — emails arriving after 12am are mostly followed by text messages inquiring for a fast response.
According to the report of Amazon, the employees are allowed to shame the point of view of their co – workers in meeting. Moreover, the extensive use of Feedback Tool, a way to send commendations or complaints of their colleagues to their managers, is regularly utilized to damage other employees. Since teammates are graded, and those with the least ranking are terminated, each employee wishes to beat their team members (Rossman, 2014).
Moreover, the report of New York Times, the Anytime Feedback Tool is extensively used by employees for conspiring. They uncovered secret agreements with co-workers that were utilized to sabotage one worker or commend another. In most cases, feedback from the widget, in spite of the fact that shown namelessly, was replicated into employee performance reviews.
Leadership issues:
One of the main problems of Coca Cola is the leadership of Mr Bezos. He is not able to properly manage the employees as he focuses on the autocratic leadership. In this type of leadership all of the decisions are made by the upper management and the employees does not have any say in the decision making. There was a survey which said that the correlation between managers and employees has led to frustration and demotivation. He has said to have an abrasive personality as well. Due to this behavior the employees get demotivated and there is a decrease in their productivity. This leads to the decrease in the organizational commitment which leads to many problems. New York Times wrote about Mr. Bezos, “eagerness to tell others how to behave; an instinct for bluntness bordering on confrontation; and an overarching confidence in the power of metrics”. Due to these traits the employees are tired of him (Bratton, 2020).
In order to cope with this problem the management should take an action against Mr. Bezos and start an open door policy where all of the employees have the power to make some of the decisions. There should be a laissez Faire style of leadership where there is shared decisions making for all the employees. The employees have the power of delegation and empowerment (Davvidson, 2012).
Insensitive management:
There is an insensitive management of Amazon who does not keep in mind the needs and hardships of the employees. A survey said that there are 68% of employees who receive accurate and consistent feedback feel fulfilled in their jobs. The employees who have been going through a lot of hardships like miscarriage, cancer and hepatitis were asked to come to work. In such case even the employees were not given time to recover. The management asked them to start working otherwise their salary will be deducted. A female employee of Amazon resumed work after she came back from child birth. The management said that he work will be monitored to make sure that she is performing well and focusing on her work. The employee was demotivated and lost trust in the organization (McGurl, 2016). 4% of executives and 88% of employees believe a distinct workplace culture is important to business success. After a while she left the organization as she was not satisfied with the rigid management of Amazon. In order to cope with this problem Amazon management needs to be flexible. They should follow the work ethics and help its employees in terms of need. There should be fringe benefits given to the employees as well which will increase their motivation. There was a survey done where there was a .22 correlation found between the employees who that they really feel valued and happy at work. On the other hand there were 19 percent of the executives and 15 percent employees who said that there is a strong culture in Amazon.
Lack of Benefits to the employees:
Amazon does not provide its employees with the compensation and fringe benefits. The employees are even deprived of the wellness gyms, meals, vacation leaves which make them .these benefits. This leads to decrease in the organizational commitment of the employees. The employees look for other alternatives which lead to the increase in the employee turnover. On order to end this issue amazon should focus on the benefits that can be provided to the employees. It will boost up the expectations of the employees which will lead to productivity (Smith, 2017).
References:
Bratton, J. (Ed.). (2020). Organizational leadership. Sage.
Davidson, E. A., de Araújo, A. C., Artaxo, P., Balch, J. K., Brown, I. F., Bustamante, M. M., … & Wofsy, S. C. (2012). The Amazon basin in transition. Nature, 481(7381), 321-328.
Finer, M., & Jenkins, C. N. (2012). Proliferation of hydroelectric dams in the Andean Amazon and implications for Andes-Amazon connectivity. Plos one, 7(4), e35126.
McGurl, M. (2016). Everything and LessFiction in the Age of Amazon. Modern Language Quarterly, 77(3), 447-471.
Newcombe, C., Rath, T., Zhang, F., Munteanu, B., Brooker, M., & Deardeuff, M. (2015). How Amazon web services uses formal methods. Communications of the ACM, 58(4), 66-73.
Rossman, J., & Masters, R. (2014). The Amazon way: 14 leadership principles behind the world’s most disruptive company. CreateSpace.
Smith, B., & Linden, G. (2017). Two decades of recommender systems at Amazon. com. Ieee internet computing, 21(3), 12-18.
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