Being an Amazon Employee: Organizational Analysis

There are numerous organizational analysis theories, and four diagrams among them explain a range of critical social concerns. Functionalism, social relativism, radical structuralism, and neo-humanism are all discussed. Amazon Flex is an excellent alternative for anyone looking for more active employment on their schedule, as well as the ability to work independently and enjoy their leisure time as contract workers (De Ruyter & Rachmawati, 2020). Does it, however, achieve the primary goals, or do the app’s workers have to work exceptionally hard without the perks of merely being an Amazon employee? This study will examine the challenges mentioned above to demonstrate how the ideas above are put into practice.

The Inherent Conflict of Interest

The case study demonstrates a conflict of interest wherein app workers are not eligible for Amazon’s regulations and support while employed by Amazon. They are portrayed as Amazon’s leaders and affiliates, although they are oppressed by Amazon and may not have the same advantages as employees. Thus, according to Professor Axelrod, a conflict is a mismatch among three or more players. Indeed, conflict may be described in several ways, and in this case, it is viewed as the contractor’s disagreement with Amazon.

When an organization or person has a private gain, such as income, position, experience, connections, or reputation, it raises questions about whether actions, judgments, or decisions are made honestly (Kuhn & Galloway, 2019). When this happens, the individual or organization is often forced to withdraw or remove themselves, either on their initiative, at the firm’s request, or as a consequence of a legal obligation.

For example, all board members have fiduciary and loyalty obligations to the companies over which they govern. If a board member chooses to conduct actions detrimental to the company, they are hurt by the impropriety. In this circumstance, Amazon Flexibility has undertaken several things to the detriment of its partners, who are individuals who work for them. In particular, it was shown in the preceding example that the program is the manager and determines the success degree of app users (Santos Silva & Houwerzijl, 2019). As a result, the client app is evaluated to assess its effectiveness and whether or not it should be rewarded. This puts a considerable deal of strain on employees like Julie Solar, who would work extremely hard and even overtime to receive incentives and finish assignments on time.

The Consequences of Current Gig-App Work Conditions for Workers, Their Family, and Communities

The gig app offers an extra source of cash for employees and helps coworkers to meet living expenses. However, working conditions are hostile, with little aid available to collaborators. Consider Julia Solar, who needs money but delivers through the Amazon Vendor app, but has no one to assist her in times of need, such as when her cart becomes buried in snow and no Amazon vehicle comes to her rescue.

Additionally, she is often required to work overtime when the order is too large, and the app’s work schedule is very exploitative of her labor (Santos Silva & Houwerzijl, 2019). It indicates that workers may have the opportunity to rest when their work environments, such as gig applications, let it. Grab was launched in Vietnamese as a means of assisting drivers in raising their revenue, however, workplace environments are harsh, the weather is harsh, and workers are often exposed to pressure initially from the APP operator.

Indeed, without this job, she would not have been able to pay for her partner’s dialysis treatment for kidney failure. Indeed, it seems that the transaction here is that we accept work of sustenance and life. This is valid for the concept of socially manufactured situations since life is complicated and necessitates constant movement. Yes, everyone needs income to survive and meet necessities. For households, this is an opportunity to help them generate a cash flow to augment their earnings and spend on everyday activities.

This activity creates conditions that allow inhabitants to access more dependable sources of income, increasing society’s standard of health (De Ruyter & Rachmawati, 2020). It is completely compatible with the notion of radical post-modernism since it is individuals who want to meet the demands of contemporary living. Academics who feel the society is changing radically and aim to objectively comprehend or confront such changes are engaging in radical structuralism.

Proposition 22

California’s Prop 22 treats gig-app operators as contractors rather than company owners, denying them certain worker protections and privileges. Non-employees (contracts made through the app) are not accountable under proposition 22, although they are liable under arrangements and collective interests. They are also functionalists since they constantly follow the rules, and Functionalism is based on solid facts and explicit principles. In this case, Amazon is justified in claiming no legal need to protect non-employees (Myhill et al., 2021). The extreme individualists contend this was not humane nor essential to protect the protection of so many people.

However, based on the gig apps’ claims, they are not incorrect in how they handle such collaborators, since the requirements are self-evident and leave no room for debate. They should, however, safeguard their partners’ humanity, since they are also employees of their firm. Because they are not employed by the company, their payments are not completely assured (Myhill et al., 2021). These interpretations were utilized when researchers believed that the most effective method for examining social order was to rely on participants’ subjective opinions, such as via individual interviews. (Myhill et al., 2021). Following that, the researcher’s viewpoint is employed to interpret the range of responses from the participants, followed either by the pursuit of an interpretive pattern. Each research draws findings on whether companies protect their interests or employees defend their separate claims based on the safety and clarity of objective truth.


Using a case study, this research examined the ideas and concepts behind the major four diagrams in detail to determine how they operate. Additionally, the research recognized the need for fundamental reform, since gig-app workers must be protected under labor regulations. To fulfill these objectives, it is critical to enlist the support of all segments of society. Previously, the essay demonstrated substantial connections based on the concepts utilized to gain a better understanding of the reality.

Reference List

De Ruyter, A., & Rachmawati, R. (2020). Understanding the Working Conditions of Gig Workers and Decent Work: Evidence from Indonesia’s online Ojek Riders. Decent Work, 2020(2). Web.

Kuhn, K., & Galloway, T. (2019). Expanding perspectives on gig work and gig workers. Journal Of Managerial Psychology, 34(4), 186-191. Web.

Myhill, K., Richards, J., & Sang, K. (2021). Job quality, fair work and gig work: the lived experience of gig workers. The International Journal of Human Resource Management, 1-26. Web.

Santos Silva, M., & Houwerzijl, M. (2019). Regulating the Autonomy of Gig Workers. A Paternalizing Look into the Consent-Based Platform Work Economy. SSRN Electronic Journal. Web.

Stevens, L., & Shearmur, R. (2020). The end of location theory? Some implications of micro-work, work trajectories, and gig-work for conceptualizing the urban space economy. Geoforum, 111, 155-164. Web.

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BusinessEssay. "Being an Amazon Employee: Organizational Analysis." January 23, 2023.