Solution For Amazon Case Study

SOLUTION FOR AMAZON CASE
STUDY
After analyze the case study we have the insight how amazon work culture
back then. And what are the problems faced by the employees and how that
impact to the organization.
Following theories are key to improve productivity among an organization which
amazon need to apply for maintaining a positive environment.
1)OCTAPACE
Udai Pareek and T.V. Rao pioneered the concept of HR Culture and propounded
the OCTAPACE-
 (O – openness) – It connotes the straightforward climate in the
organization. The level of transparency of the organization will be a
significant factor in deciding the idea of the different measurements. It’s
mentioned in case study that there is lack of openness in amazon between
employees with their superior and vice versa which led to a destructive
environment.
 (C-Confrontation) - The term means the genuine issues which the group
faces in the everyday work. It infers to deal with the issue and track down
the best answers for get over it instead of venturing back to getting away
from the issues. Dealing with the issues and difficulties strikingly and not
staying away is the principal subject of Confrontation. This is main thing
which is lack in amazon employees at that time for which they didn’t last in
job for a long time.
 (T-TRUST) - The trust factor come with Openness which include maintaining
the confidentiality of information shared by others and company. And the
outcome of trust is higher empathy, timely support, reduced stress and
reduction and simplification of forms and procedures. As I observed from
the case some employees openly sabotaged the image of amazon work
culture in media which is the example of lack of trust in an organization.
 (P-Proactive)- Taking responsibility to own hand, preplanning and taking
preventive action is the measures of term Proactive. As a leader Mr. Bezos
neglected their employees and only focuses in profit for the organization
which led to extra job pressure to the employees. For that the toxicity
begins Mr. Bezos took the responsibility beforehand and pre-planned the
up-coming situation may be the conclusion is something else.
 (A-Autonomy)- Self-rule is the eagerness to utilize power without dread
and aiding other to do same. Fundamentally Autonomy is tied in with Using
and offering opportunity to plan and act in one's own circle. Associations
should stay away from Autocratic sort of climate and offer opportunity to
group to utilize their forces in certain manner. And the outcome is
development of mutual relationship. In amazon there were three brackets
high, medium and low, and all employees tried to be in higher bracket
which grow toxicity in individuals.
 (C-COLABORATION)- Collaboration is the must need thing in an
organization to develop relationship in employees. It can solve any problem
in a short duration because of different prospective. There is no mention of
collaboration between employees which is another reason for toxic culture.
 (E-EXPERIMENTING)- It Involves utilizing and urging improve ways to deal
with tackle issues. It is the worth which stresses the significance given to
advancing and evaluating better approaches for managing issues in the
associations. Experimenting is like tossing a coin you can’t be sure it’ll be a
success every time but it’ll give you knowledge for future.
2)Satisfaction quadrant of employees
Upper image is just for understanding purpose for category of different

employees in an organization-
 (ACTIVE-CONSTRUCTIVE) – These categories of employee raise their voice
to correct things and communicate well. These categories of employees are
like asset for an organization.
 (ACTIVE-DESTRUCTIVE) – These categories of people don’t sustain for a long
time in an organization and quit.
 (CONSTRUCTIVE-PASSIVE)- These quadrant employees are loyal to company
but they don’t participate in any kind of initiative action as time goes, they
became less productive.
 (DESTRUCTIVE-PASSIVE)- These quadrant people need to terminate
immediately because they are liability for an organization. And they are the
reason for toxic culture. Not only for them culture in an organization spoil
they attract other quadrant employees also.
 According to this model Amazon need to categories different quadrant

people 1st then handle them properly for a healthy environment.
3) Commitment Model
AFFECTION FOR THE JOB - Fondness for your work happens when you feel a
forceful passionate connection to your association, and to the work that you
do. You'll undoubtedly relate to the association's objectives and qualities, and
you truly need to be there. We can see the absense of this quality from
amazonian,many of them doing work for the money only and that kind of
mindset burst after some time to toxicness.
FEAR OF LOSS - This kind of responsibility happens when you weigh up the
advantages and disadvantages of leaving your association. You may feel that
you need to remain at your organization, on the grounds that the misfortune
you'd insight by leaving it is more noteworthy than the advantage you figure
you may acquire in another job. As we can see many Amazonian fear from
losing their job so they only work as per they told and never introduce any
innovative perspective to their work. This a failure of a leader if your
employees are fear to implement new things to work.
Sense of Obligation to Stay - This kind of responsibility happens when you feel
an awareness of others' expectations to your association, regardless of
whether you're miserable in your job, or regardless of whether you need to
seek after better freedoms. You feel that you should remain with your
association, since it's the correct thing to do. There are many factors to it like
investment of time or money, your growth as individual etc. Which is missing
in Amazonian they blinded by the negativity so much that they forgot to se
their growth as individual level and quit soon.
THANK YOU
 NIHAR RANJAN MISHRA

 21BSP0100

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SOLUTION FOR AMAZON CASE

Upper image is just for understanding purpose for category of different

 According to this model Amazon need to categories different quadrant

 NIHAR RANJAN MISHRA

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