How Amazon’s opposition to employee unions has affected organizational behavior at the company

Introduction 

Organizational behavior theory is an analysis model that aims at understanding the relationship between organizational settings and human behaviors. This theory examines three levels within an organization: individual, workgroups, and organizational levels. Recently, there have been various issues affecting businesses across the globe. One such issue is companies’ resentment towards workers’ unions. In his article, Pisani (2021) examines how Amazon Inc. has in recent years faced backlash in relation to its treatment of employees. According to Pisani, the company faces the risk of losing its global reputation due to its poor employee treatment. Amazon’s opposition to employee unions started in 2001 when it fired more than 850 employees for openly supporting unionization. In recent years, the company has held strong opposition to this issue, with the management taking disciplinary action over any employees who show interest in it. Consequently, this stand has affected organizational behavior at the company, employees being subjected to the company’s demands without unions to fight for their rights. 

Application 

The human relations management theory can be applied in explaining Amazon Inc.’s treatment of its employees. According to this organizational behavior model, companies demonstrate their attachment to their employees through investment in them (Prasad, 2020). Treating employees as being is also a key way that depicts an organization’s investment in its employees. The model also indicates that employees are more likely to perform better if their efforts are appreciated through good relations with employers. In his analysis of Amazon’s current situation and perception towards unionization, Pisani (2021) indicates that the company could lead its place as a leading retailer in the world. In essence, the author argues that the employees could initiate go-slows or other techniques that disrupt the company’s profitability. In the end, the second-largest American employer could lose its place in the global market. Furthermore, denying employees the ability to form unions limits their bargaining powers as their strength as a common unit is disrupted (Prasad, 2020). Consequently, the employees have little or no motivation to execute their duties effectively. In the end, the company could realize massive losses as employees become more negligent to quality, customer relations. In essence, the employees will start feeling less attached to the company’s operations, thus risking the loss of their quality input towards the public reputation.  

Amazon’s issue can also be understood through the examination of McGregor’s Theory X and Theory Y. Developed in the 1950s by Douglas McGregor, the theory examines issues of team culture and staff motivation. According to theory X, managers have a negative perception of their employees, believing that the latter must be forced through the implementation of tough measures (Oluwakayode et al., 2017). In relation to Amazon’s situation, theory X can be used to indicate that the company’s management has a negative perception of its employees. In essence, the management believes that allowing unionization will be similar to giving employees more power. Moreover, empowered employees will be difficult to control as they will easily articulate their issues through their leaders. In this case, the company does not wish to lose its control over the employees. According to Pisani (2021), employees must adhere to strict measures, including limited water and washroom breaks. With such kind of treatment from the employers, the company’s employees can never uphold productivity, as depicted in McGregor’s Theory X. The model states that the only way to motivate employees is the creation of safe and friendly work environments. In this case, Amazon has failed in the two motivational conditions because employees work under poor conditions, and also, it does not give autonomy to represent themselves through unions. Therefore, the company could register losses due to poor motivational outcomes in the future.  

Personality theory is also critical in understanding Amazon’s current situation in relation to workforce unionization. This theory aims at understanding organizational behavior through the examination of motivation, though patterns, and emotions. According to this theory, people’s behaviors within an organization are influenced by various components, including universality and freewill (Tasselli et al., 2018). In the current paradigm of Amazon’s stance towards unionization, employees may feel that their entitlement to free will is violated. Additionally, compared to employees from other organizations like Walmart, Amazon employees could feel that their employer violates them through denial of their basic rights to unionization. In this case, employee motivation becomes difficult, thus resulting in poor performance. Amazon’s actions aim at shaping new personalities and behaviors among the employees by ignoring the natural intuitions that the employees should be able to advocate for their issues. In the end, all the employees will never conform to the expected standards by their standards. Moreover, the company will have to give the employees their freedom. However, by the time this happens, much damage will have occurred from poor reputation among the public and poor quality of good and services. 

Reflection 

Completing this task has enabled me to understand critical issues that leaders must consider in the tenures. I have learned how organizational behavior theories are critical in promoting organizational success. As a leader, I will motivate my employees through the provision of autonomy. Only through motivation can the employees realize their true potentials by working harder in their roles. I also intend to recognize employee personality traits and respect employees. In essence, respecting employee personalities will ensure that they perform their duties confidently, thus resulting in better results. I was surprised to learn that Amazon, being one of the largest companies in the world, has poor employee relations. Additionally, I failed to understand why the company cannot see the detrimental consequences of upholding such detrimental policies. However, the assignment has changed my thinking on various issues. For instance, I can now understand how to promote good organizational behavior and productivity through motivation. 

References 

Oluwakayode, O. et al. (2017). A review and application of McGregor’s theory X & theory Y in business research.  Theme: “Entrepreneurship and the Knowledge Economy” , 245. https://core.ac.uk/download/pdf/187727471.pdf#page=245 

Pisani, J. (2021). Amazon faces biggest union push in its history. AP News. https://apnews.com/article/amazon-workers-union-c8493c24dabe7609de8fec8716460737 

Prasad, L. M. (2020).  Principles and practice of management . Sultan Chand & Sons. https://books.google.com/books?hl=en&lr=&id=hgsBEAAAQBAJ&oi=fnd&pg=PP1&dq=human+relations+management+theory&ots=BO269PEoCB&sig=wjDIAnd9Ma_kaiiy28K5SdHeCTo 

Tasselli, S. et al. (2018). Personality change: Implications for organizational behavior.  Academy of Management Annals ,  12 (2), 467-493. https://journals.aom.org/doi/abs/10.5465/annals.2016.0008