Work And The Employment Relationship Assignment Sample

Comprehensive Study of Work And The Employment Relationship Assignment

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Introduction Of Work And The Employment Relationship

Amazon is an MNC technology firm that operates the globe's largest e-commerce websites. Amazon was founded in 1994 by Jeff Bezos as an online bookstore and quickly extended the variety of its goods to encompass an array of consumer items, technology, online services, and more. Amazon now operates in several industries, involving online shopping, digital streaming, cloud computing, and artificial intelligence. The company's success can be credited to its customer-focused approach, which emphasizes convenience, cheap pricing, and speedy delivery via its Prime membership program (West, 2019). Amazon has revolutionized retail and damaged conventional stores. It has grown its activities abroad, with major operations in North America, the European Union, and Asia. Along with its retail domination, Amazon is a prominent participant in cloud computing with Amazon Web Services (AWS), offering scalable and safe cloud computing services to organizations worldwide. The firm has also moved into entertainment through Amazon Studios, which produces and distributes original TV episodes and films through its streaming channel, Amazon Prime Video.

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Figure 1 Amazon launches investigation after customer complaints

Amazon launches investigation after customer complaints

(Source: BBC News, 2023)

This research intends to critically examine Amazon's laborrelations and management of stakeholders. It investigates the fundamental theoretical methods that support the staffing relationship and assesses their implementation at the meso, micro and macro scales of the organization. The roles and duties of important players, such as governments, employers, and labour unions, in shaping the relationship between work and employee behaviour are explored (Rikap, 2022). Furthermore, the report assesses the efficacy of various techniques and interventions for managing employee interactions and shaping stakeholder behaviour. Amazon provides recommendations for better stakeholder management and fostering healthy employee interactions. The analysis aids in comprehending the complicated dynamics and problems of handling working relationships in a worldwide, technology-driven organization.

  • The major theoretical approaches that underpin the employment relationship, and evaluate their application within meso, micro, and macro-level contexts

The workplace relationship is a complicated phenomenon that can be studied using numerous theoretical techniques. In the case of Amazon, one of the greatest global organizations is critical to evaluate these techniques at three levels: meso (organizational), micro (individual), and macro (societal). This discussion will examine three important theoretical viewpoints – Unitarism, Pluralism, and Marxism – and evaluate their implementation in each situation.

Unitarianism- The employment relationship is viewed as a healthy partnership between employers and staff members, with both parties sharing common objectives and passions (Kaufman, et.al, 2021). Amazon supports a solid Unitarist approach at the meso stage, emphasising basic characteristics like customer focus, visionary thinking, and creativity. The corporation promotes a cohesive organisational culture that encourages workers to comply with the organization's ideals. However, detractors claim that this strategy may minimise conflicts of interest, perhaps leading to a disregard for worker rights and collective bargaining. Unitarism suggests an emphasis on individual employee dedication and involvement at the micro level (Bray, 2020). This viewpoint is shown by Amazon's performance management system, which places a significant value on individual performance measurements and incentives. While this method may encourage some individuals, it can also result in an extremely intense and demanding work atmosphere, which may lead to exhaustion and stress.

Unitarism posits a steady and positive connection between organisations and the community at the macro level. However, Amazon has been chastised for its labour practices and anti-union methods. These difficulties highlight the limitations of Unitarianism in incorporating larger social issues and the balance of power inside the workplace.

Pluralism- Pluralism regards the working relationship as an ongoing relationship among competitive employers and staff members (Ackers, 2021). Amazon's workforce integration and diversity programs represent the view of pluralism at the meso level, recognising the existence of various viewpoints and personalities inside the organization. Recognizing the need for different viewpoints in decision-making processes, the corporation has created programs that deal with gender and racial imbalances. Pluralism promotes employee input and collective representation at the micro level by unions or alternative representative bodies. Amazon has seen considerable unionisation initiatives, notably in certain fulfilment centres, showing a desire for collective bargaining and rights for staff protection. But Amazon has been chastised for suspected union-busting efforts, raising concerns about the actual implementation of pluralism in the Amazon setting.

Pluralism recognizes the larger societal environment and the importance of organisations in managing work interactions at the macro level (Caniglia, et.al, 2021). Amazon's global activities have come under fire for their effect on local labour markets, taxation, and ecological sustainability. These challenges emphasise the significance of pluralist approaches in addressing power disparities and developing equitable employment practices.

Figure 2 What is the Difference Between Unitarism and Pluralism?

What is the Difference Between Unitarism and Pluralism?

(Source: Aron, 2018)

Marxism- Marxism examines the job relationship from the lens of social conflict and slavery.

According to the meso level, Amazon's continuous quest for development and market supremacy corresponds to a Marxist assessment of capitalism and its capacity for Monopolies tendencies (Rioux, 2020). The organization's labour-intensive activities and reliance on insecure employment options have sparked worries regarding exploitation and employee disengagement.

At the micro stage, Marxist viewpoints emphasise exploitation and a concentration of authority in the control of capitalism. Critics say that Amazon's labour practices, such as brutal workplace conditions, technology for surveillance, and anti-union measures, exacerbate these dynamics. The growing reliance on freelancers and the drive for technology raise concerns about the long-term implications on worker rights and security at work.

Marxism emphasizes the systemic character of economic injustice and the requirement for a collective effort to rectify power inequalities at the macro level (Holgersen, 2020). Amazon's clout extends beyond hiring practices, as its market dominance and tax tactics have been criticized. Marxist viewpoints emphasise exploring broader societal ramifications and argue for fair revenue and authority distribution.

  • The roles and responsibilities of major stakeholders including their impact on employee behavior

The relationships and impact of numerous stakeholders, such as governments, managers, and trade unions, form the employment connection. These stakeholders each have a unique role in shaping the employment connection and impacting employee behaviour at corporations like Amazon. Examine their functions and assess their influence.

Governments- Governments are critical in establishing the legal structure and rules that govern employment interactions. They are in charge of enacting labour laws, minimum salary requirements, safety and health standards, and safeguards for the rights of workers. Governments in many nations have significant effects on the working relationship in the instance of Amazon.

Governments can impact Amazon's labour practices at the meso level by enacting and enforcing labour rules and laws. They can, for example, impose rules on scheduling, employee perks, and anti-discrimination protection (Kourula, et.al, 2019). Governments may also investigate and penalise corporations that breach labour laws, which may have an impact on Amazon's behaviour and policy.

Governments may affect Amazon's employment practices at a macro level through tax policy and trade legislation. They have the authority to levy taxes and apply rules that have an impact on Amazon's revenue, market dominance, and labour practices. Furthermore, governments can support or obstruct negotiations, which might have an immediate effect on worker representation and impact in the workplace.

Employers- Employers, like Amazon, wield considerable power over the employee relationship within their organizations. They are responsible for developing and sustaining a work culture that encourages profitability, employee happiness, and equitable treatment.

Amazon, at the lowest level, sets an environment for employ engagement through its organisational culture, rules, and management practices. The company's leadership influences how much it values worker participation, development, and health (Oliver, 2019). Amazon's focus on customer pleasure and efficacy can occasionally result in an elevated work atmosphere, which can affect employee behaviour including profitability, anxiety levels, and staff turnover.

At the micro-scale, Amazon's leaders and managers have an immediate effect on employee behaviour through their managerial methods, performance assessments, and communication practices. The actions and choices of these workers can have an impact on staff engagement, inspiration, and work satisfaction.

Trade Unions- Trade unions protect the collective rights of workers and serve as a check on the authority of employers. They have a significant impact on the workplace relationship through lobbying for the rights of workers, drafting labour agreements, and supporting workers.

Trade unions may impact the employment connection inside Amazon at the meso level by negotiating improved working conditions, pay, and perks for workers (Poole, 2021). They can deal with issues like long hours at work, security issues, and equitable treatment. However Amazon has encountered difficulties in its unionisation efforts, and the business's reaction to unionisation attempts has been the topic of debate and criticism.

Workers can use trade unions to express their problems, and grievances, and get support at a micro stage. They may argue for equitable treatment, safeguard workers from unfair practices, and provide legal counsel when necessary. Trade unions are also important in fostering employee unity, involvement, and action together.

  • The effectiveness of different strategies and interventions that can be employed to manage employee relations and influence stakeholder behavior

In companies like Amazon, maintaining employee relations and affecting stakeholder behaviour is critical to maintaining a pleasant and productive work atmosphere. To attain these goals, several tactics and interventions might be used. Let us assess their efficacy from the perspective of Amazon.

Communication and Transparency

Effective interaction and clarity are critical for handling employee interactions. Amazon can improve stakeholder behaviour by encouraging truthful and open lines of communication. This involves giving frequent updates, giving information about corporate goals and efficiency, and constantly collecting feedback from workers (Yue, 2019). Transparent communication may build trust, involvement, and a feeling of belonging among stakeholders. However, detractors note that Amazon was chastised for its absence of transparency in particular areas like labour practices and environmental effects, which might undercut the success of this approach.

Employee Engagement Programs

Employee engagement programs are designed to increase employee happiness, motivation, and dedication. Amazon can put in place measures like employee appreciation programs, opportunities for professional growth, and help with work-life balance. These initiatives can encourage positive stakeholder behaviour, decrease turnover, and boost productivity. Some opponents say, yet, that Amazon's elevated work climate and stringent performance standards may negate the positive effects of such programs, possibly leading to staff burnout.

Performance Management and Incentive Systems

By connecting individual goals with organizational objectives, performance management, and rewards systems can impact stakeholder behavior. To inspire and manage employee behaviour, Amazon can create clear performance indicators, frequent review sessions, and results-based prizes. However, there are concerns raised regarding Amazon's focus on results culture's influence on worker well-being, especially in light of reports of intensive surveillance and elevated work situations.

Diversity and Inclusion Initiatives

Developing an environment that is inclusive and diverse is critical for maintaining effective worker relations. Amazon can undertake efforts including diversity instruction, inclusive recruitment practices, and worker resource groups to encourage equity, inclusion, and diversity. These initiatives can help to build a feeling of belonging, decrease prejudices, and improve stakeholder behaviour. But critics contend that Amazon also confronts equality and diversity difficulties, along with claims of bias and unfairness.

Collaboration and Partnership with Trade Unions

Working in constructive communication and collaborating with labour unions can have a good impact on stakeholder behaviour and worker relations. Amazon can collaborate with unions to resolve worker issues, establish union bargaining contracts, and develop unionization methods. Collaboration can result in improved productivity, equal treatment, and empowered workers. But Amazon has been chastised for suspected anti-union practices, raising doubts about the efficacy of the approach.

Corporate Social Responsibility (CSR) Initiatives

By showing a dedication to ecological and social accountability, CSR programs can positively influence stakeholder behaviour. Amazon can participate in environmental, philanthropic, and charitable projects (Sharma, 2019). These activities have the potential to enhance the business's reputation, boost staff morale, and acquire environmentally friendly stakeholders. Yet, critics claim that the company's CSR efforts were not enough, notably in terms of labour practices and ecological effects, undercutting the strategy's success.

Critical evaluation of the effectiveness of stakeholder management in shaping the employment relationship and influencing employee behaviour

Within companies such as Amazon, stakeholder management is crucial in shaping the working relationship and impacting employee behaviour. To assess the efficacy of Amazon's stakeholder management, analyse the business's interactions with multiple stakeholders and their effect on the labour relationship.

Amazon has received praise as well as a critique for its stakeholder management practices. On the other hand, the organization has prioritized client fulfilment and inventiveness, which has led to its market dominance and expansion. The emphasis on stakeholders such as clients and shareholders contributed to Amazon being one of the world's biggest and most important companies. However, opponents contend that the focus on customer attention and profit has occasionally occurred at the cost of additional stakeholders, involving employees.

Amazon's stakeholder management practices have yielded varied results concerning employee behaviour. The organization has established performance-oriented cultures, comprehensive based on data monitoring, and high productivity objectives. In some circumstances, these practices can result in high levels of staff efficiency and output (Ver?i?, 2021). They have been however linked to concerns about demanding work situations, exhaustion, and complaints of employee harassment. Employee satisfaction and work-life balance are frequently overshadowed by an excessive emphasis on efficiency and productivity.

In the context of worker relations, the company's stakeholder management got praise as well as criticism. The organisation has introduced different employee engagement programs, including recognition initiatives and professional development possibilities. These activities attempt to build an enjoyable workplace and increase employee happiness and motivation. However, some critics claim that these programs may not effectively address issues about working conditions, unionization, and worker representation. Claims of anti-union efforts and discriminatory labour practices have cast doubt on Amazon's shareholder management's ability to create a happy working relationship.

The recommendations for how stakeholders can improve their management of employee relations to promote positive stakeholder behaviour within an organization

Stakeholders might examine the following tips to strengthen worker relations administration and encourage positive stakeholder behaviorinside Amazon:

  • Prioritize Open Interaction- Encourage an open and honest communication culture by providing employees with information, opportunities to offer feedback, and avenues to communicate problems or suggestions (Lewis Jr, 2020).
  • Improve Employee Engagement- Implement employee engagement activities including recognition programs, chances to advance their careers, and help with work-life balance (Sun, 2019). Motivate managers to include staff in the decision-making procedure and to create chances for skill improvement and advancement.
  • Promote a Diverse and Complete Employment Environment- Implement inclusive and diverse programs to foster a work environment that values and appreciates differences. This involves developing comprehensive recruitment practices, diversity classes, and forming staff resource groups that help minority groups.
  • Underline Work-Life Balance- Implement policies and practices that encourage staff well-being, including flexible scheduling, worker wellness programs, and establishing an encouraging work environment that values professional-life integration, encouraging a balanced life at work.
  • Strengthen Worker Representation- Acknowledge the value of employee involvement and allow for negotiations and unionization. Encourage management and labour unions to work together to resolve employee problems and negotiate equitable working conditions.
  • Frequently assess and tackle worker Concerns- Conduct frequent polls, discussions, and feedback systems to determine employee contentment, wellness, and concerns (Zhao, et.al, 2019). Consider immediate action to address recognised problems and constantly improve employment practices.

Conclusion

The report has concluded that Amazon has to create a healthy work environment, stakeholder behavior and employee relations must be managed effectively. Governments, managers, and trade unions are just a few of the stakeholders who have a big say in how the employment relationship is shaped and how employees behave. The report also discussed that stakeholders may enhance their management of relations with workers by emphasizing open communication, boosting employee engagement, supporting inclusion and diversity, encouraging work-life balance, improving employee democracy and engaging in CSR initiatives. According to the report, these initiatives may result in a more positive working environment, greater employee happiness, and higher productivity. For Amazon to create a happy and productive workplace there must be constant monitoring and enhancement of these procedures.

References

  • Ackers, P., 2021. Pluralisms? Social philosophy, social science, and public policy in employment relations and human resource management. Journal of Industrial Relations, 63(2), pp.263-279.
  • Aron, 2018. What is the Difference Between Unitarism and Pluralism?,(Online). <https://www.differencebetween.com/difference-between-unitarism-and-vs-pluralism/> accessed on 20.05.2023.
  • BBC News, 2023. Amazon launches investigation after customer complaints, (Online). < https://www.bbc.com/news/uk-england-wiltshire-65310418 > accessed on 20.05.2023.
  • Bray, M., Budd, J.W. and Macneil, J., 2020. The many meanings of co?operation in the employment relationship and their implications. British Journal of Industrial Relations, 58(1), pp.114-141.
  • Caniglia, G., Luederitz, C., von Wirth, T., Fazey, I., Martin-López, B., Hondrila, K., König, A., von Wehrden, H., Schäpke, N.A., Laubichler, M.D. and Lang, D.J., 2021. A pluralistic and integrated approach to action-oriented knowledge for sustainability. Nature Sustainability, 4(2), pp.93-100.
  • Holgersen, S., 2020. On spatial planning and Marxism: Looking back, going forward. Antipode, 52(3), pp.800-824.
  • Kaufman, B.E., Barry, M., Wilkinson, A., Lomas, G. and Gomez, R., 2021. Using unitarist, pluralist, and radical frames to map the cross-section distribution of employment relations across workplaces: A four-country empirical investigation of patterns and determinants. Journal of Industrial Relations, 63(2), pp.204-234.
  • Kourula, A., Moon, J., Salles-Djelic, M.L. and Wickert, C., 2019. New roles of government in the governance of business conduct: Implications for management and organizational research. Organization Studies, 40(8), pp.1101-1123.
  • Lewis Jr, N.A., 2020. Open communication science: A primer on why and some recommendations for how. Communication Methods and Measures, 14(2), pp.71-82.
  • Oliver, B., 2019. Making micro-credentials work for learners, employers, and providers. Retrieved from each. Deakin. edu. au/micro-credentials.
  • Poole, M., 2021. Theories of trade unionism: sociology of industrial relations. Routledge.
  • Rikap, C., 2022. Amazon: A story of accumulation through intellectual rentiers and predation. Competition & Change, 26(3-4), pp.436-466.
  • Rioux, S., LeBaron, G. and Verovšek, P.J., 2020. Capitalism and unfree labor: a review of Marxist perspectives on modern slavery. Review of International Political Economy, 27(3), pp.709-731.
  • Sharma, E., 2019. A review of corporate social responsibility in developed and developing nations. Corporate Social Responsibility and Environmental Management, 26(4), pp.712-720.
  • Sun, L. and Bunchapattanasakda, C., 2019. Employee engagement: A literature review. International Journal of Human Resource Studies, 9(1), pp.63-80.
  • Ver?i?, A.T., 2021. The impact of employee engagement, organizational support, and employer branding on internal communication satisfaction. Public Relations Review, 47(1), p.102009.
  • West, E., 2019. Amazon: Surveillance as a Service. Surveillance & Society, 17(1/2), pp.27-33.
  • Yue, C.A., Men, L.R. and Ferguson, M.A., 2019. Bridging transformational leadership, transparent communication, and employee openness to change: The mediating role of trust. Public relations review, 45(3), p.101779.
  • Zhao, Y., Wehmeyer, M., Basham, J. and Hansen, D., 2019. Tackling the wicked problem of measuring what matters: Framing the questions. ECNU Review of Education, 2(3), pp.262-278.
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