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Workers at Amazon Are Not Feeling Motivated Case Study
Step 1: Define the Problem
Amazon distribution and fulfillment centers have revolutionized how we buy and receive
goods in an efficient manner. The Amazon case study mentions several problems within these
fulfillment centers that have created a counterproductive culture of metric-based performance
that has hampered employee morale. Amazon employees are neglecting themselves to meet the
high demand of packing and shipping quotas. An article written by stated that The Atlantic
people who did not meet their quotas were disciplined, written up, and eventually terminated for
their lack of performance (Semuels, 2021). Employees have even resorted to taking their
bathroom breaks in water bottles or nearby garbage cans because they cannot afford the loss in
productivity (Godlewski, 2019). The fear of losing their job is so severe, people will sacrifice
their health and safety to not miss any work (Hamilton & Cain, 2019). Some of the employees
are comparing the fulfillment centers to prisons and how they are performing scans for
contraband that occur during the shifts (Liao, S.,2018). The continued pressure from the workers
to improve these centers continues to elevate, all while Amazon becomes one of the largest
corporations in the world.
Step 2: Identify Causes of the Problem
Amazon is creating a culture based on metric-based performances to where employees
are needed to meet expectations that most feel are unrealistic and unattainable, while giving up
some basic human rights. Amazon managers receive bonuses from employee results, while in
comparison, the employees receive “swag bucks” to be spent on trivial items within the
warehouse (Hamilton, I. A., & Cain, A., 2019).
While the internal conflict and disparity brews, Amazon still outwardly projects that its
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pay and overall brand recognition, brings an overall positive influence and support to the local
community. Amazon boasts it is a recovery effort to support any community after the recession
and offer higher paying jobs outside major metropolitan areas (Semuels, A., 2018). This type of
approach creates a misconception that they are here to help the community with their
unemployment but then can treat their employees as they see fit. This type of mentality does not
