Amazon’s Five Management Functions

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Successful management of any corporation requires the implementation of specific practices. Many scholars outline the importance of the five functions of management and their correct usage in various scenarios (Baack et al., 2014). Establishing an efficient administration system can be accomplished through systematized planning, organizing, staffing, leading, and controlling (Baack et al., 2014). Being promoted to the manager of a local Amazon branch is a lucrative career opportunity, and subsequent choices in this position might impact the individual’s life. In this paper, the Amazon case presented will be examined, and the use of five management functions will be thoroughly explained.


The process of planning is essential for every business company. In order to develop relevant goals and create a management plan that includes all the necessary advancements, it is critical to consider various design strategies. This step consists of the primary identification of the organization’s aims for future progress (Hang, 2020). In the case provided, my initial actions will include assessing this branch’s overall status, thus evaluating the main patterns of production and workplace communication that were established by previous management. Given the ascertained characteristics, it will be possible to produce a detailed plan involving future goals and possible ways of attaining them.

Significant improvements might be needed in some of the spheres due to the change in administration. Modifications to the organizational structure can cause considerable stress for the employees, requiring additional input from the new management (Wisse & Sleebos, 2016). Thus, I would like to extensively explore the relationship between the supervisors, the packers, and the overall administration system. As stated by Hang (2020), successful planning requires preliminary information to be collected, such as previous tasks fulfilled by this branch and the workers’ experience. Based on the evidence gathered, I will devise specific goals to be achieved.

Creating an effective working team and establishing ethical workplace culture is imperative for the planning stage. In my opinion, a SWOT model analysis should be used to analyze the main strengths and weaknesses of the given branch and to outline possible risk factors. Such matrix proves useful in examining the primary relationships between the office employees and their supervisors and constructing future activities focused on improving such connections (Hang, 2020). For example, if the interactions between the packers and their superiors are inefficient, this analysis would help the personnel understand their shared goals and resolve any existing conflicts.


The process of resource organization is a crucial step in company management. Achieving the goals postulated requires thoughtful exploration of the funds available for this endeavor. Amazon is a large company enveloping various locations and teams (Garner, 2018).

According to Garner (2018), the organizational structure of this corporation is mostly functional, with specific departments fulfilling certain tasks. As such, Jeff Bezos is the CEO of Amazon, and he delegates authority to the leaders of individual divisions (Garner, 2018). Even though this company possesses a vast distribution sector, it is still highly flexible. It seems that Jeff Bezos maintains a centralized structure, thus allowing individual employees to impact the decisions made (Garner, 2018). There is significant evidence stating that the relationships between employees and their higher-ranking colleagues stay more informal (Garner, 2018). Overall, there are certain signs of an organic organizational system.

With regard to the facts presented, it is vital to note the efficiency of the organization’s procedures. It might be assumed that the present schematics implemented are highly successful, as Amazon remains one of the most profitable and economically stable companies throughout the globe (Garner, 2018). Amazon’s executives present low resignation rates, accounting for this organization’s stability (Garner, 2018).

In my opinion, this structure is exceptionally efficient and does not require additional changes. Therefore, I would support the organic approach presented, with a smaller amount of ranks and more informal relationships between the employees. As stated before, it is crucial to create a beneficial workspace culture for the workers. This goal can be achieved by constructing a more flexible and centralized branch that encourages both supervisors and packers to sustain casual and friendly interactions.


A well-organized production system requires substantial insight into the sphere of personnel management. Staffing is most commonly defined as recruitment, deployment, and training of the individuals to efficiently handle day-to-day operations (Azikuru et al., 2017). According to the case presented, several considerations will be needed. The recruitment step demands a thorough understanding of the employees’ tasks and requirements necessary for their successful completion (Azikuru et al., 2017). Knowledge of activities conducted by current workers can provide additional information about the qualities of all future packers and supervisors. The data gathered will be especially beneficial in cases when new members are required.

The Human Resources (HR) department plays an incremental role in the staffing procedures. To successfully hire efficient workers and sustain a productive workplace environment, an HR professional is needed (Baack et al., 2014). Even though this branch is not especially large-scaled, enveloping only 100 individuals, authority delegation and task assignment processes can be much easier to complete if a trained HR manager is present. HR administration procedures are essential for the overall success of a given company; thus, I would undoubtedly begin my work by hiring a qualified person for this department.


An efficient leading system is required to encourage the organization’s members to attain higher levels of achievement. Selecting a pertinent leadership theory is crucial for the administrator. In the case presented, suitable approach and style might vary significantly based on the employees’ individual traits. However, considering the number of workers and the organic structure chosen for this branch, a transactional theory will be most efficient (Ahmed et al., 2016).

Given the informality of the relationship between the manager and the subordinates, it is possible to establish a leadership in which the workers are encouraged to give extra feedback on the processes (Ahmed et al., 2016). Moreover, I would propose additional bonuses for accomplishing established aims.

Considering the theory chosen for this situation, a transactional style should be used to motivate the followers to achieve company-related goals. The transactional leader’s mission is to present the employees with sufficient rewards for good performance and improve their motivation (Ahmed et al., 2016). In my opinion, the transformational style might prove difficult given the considerable number of employees. Additionally, this approach is excessively concerned with the followers’ individual characteristics, while transactional leadership allows combining the regard for the employees’ needs and the company’s goals (Ahmed et al., 2016). Altogether, the transactional practices appear to be most efficient given the details of the case.


Careful examination of possible controlling procedures is critical for the organization’s future success. Prior to establishing any regulation systems, it is imperative to develop corresponding performance standards (Baack et al., 2014). The Amazon case presented might require implementing constant and periodic levels of achievement. Constant degrees of excellence might include employees’ accomplishments on everyday packing and supervising operations (Baack et al., 2014). Moreover, the aforementioned concepts of informality and respectful behavior to others should be used as constant measures in order to uphold the discussed organic organizational structure.

Various periodic controls are also required to support the standards chosen. I believe it will be possible to comprise periodic levels of accomplishment after measuring the situation already present in this branch. After a thoughtful examination of employees’ quality of operations, new expectations of their work can be constructed based on the desired production rates and the workers’ abilities (Baack et al., 2014). The performance will be measured given the number of working individuals and their current characteristics. It is important to highlight that the changes implemented will be discussed with the employees and changed according to the circumstances. Thus, the levels achieved will be compared to the standards chosen and increased or decreased as required.

The implementations and changes discussed play an incremental role in managerial decision-making. First of all, it is essential to gather the data needed to create relevant conclusions of the employees’ performance rates and compare them to the desired levels (Baack et al., 2014). Then, based on the information compiled, additional rewards will be suggested to elevate motivation. Finally, I will use all of the knowledge gained during this stage to ascertain if any of the necessary standards were missed.


To conclude, five primary functions of management were discussed in this work. The main principles of these systems were considered to examine the Amazon case provided and propose changes for the local branch’s successful development. The most efficient ways of procuring stability appear to be primary SWOT analysis, preservation of the organic organization structure, and employment of an HR professional. Furthermore, it is suggested that transactional leadership can be used and constant and periodic measures of control established.


Ahmed, Z., Nawaz, A., & Khan, I. (2016). Leadership theories and styles: A literature review. Journal of Resources Development and Management, 16(1), 1–7.

Azikuru, L. M. E., Onen, D., & Ezati, B. A. E. A. (2017). Staffing and the quality of teaching in universities. European Journal of Education Studies, 3(3), 21–36. Web.

Baack, D., Reilly, M., & Minnick, C. (2014). The five functions of effective management. Bridgepoint Education.

Garner, B. A. (2018). Amazon in the global market. Journal of Marketing and Management, 9(2), 63–73.

Hang, N. T. (2020). Research function of planning in administrative works at modern offices. The USV Annals of Economics and Public Administration, 20(1), 235–242. Web.

Wisse, B., & Sleebos, E. (2016). When change causes stress: Effects of self-construal and change consequences. Journal of Business and Psychology, 31(2), 249–264. Web.

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