LIPC1110 De Montfort University Leicester Amazon Company Analysis
De Montfort University International College
Module Title: Academic and Professional Practice
Module code: LIPC1110
Assignment 1: Course work, Individual Essay
Word count: 1,200 words
Learning outcomes:
LO2. LO3. LO4. LO5. LO8. Manage their time effectively Manage their studies effectively Demonstrate academic reading, writing and reflection skills Think critically Think and act in a professional manner
A major expectation of all assessments whilst at DMU/DMUIC is that students work in the English language and generate their assignments in the English language. Initial work should therefore be produced in English, NOT a second language. This means that the use of any language generation, paraphrasing or translation software, or web sites, is actively discouraged. The use of such tools may be considered as Bad Academic Practice and as such the consequences outlined in the module guide will apply. Failure to observe these instructions may result in a loss of mark awarded.
Assignment 1
Case Study
Amazon’s hiring process is notoriously difficult. The company believes that every new employee should increase the average level of productivity on whichever team they join, ensuring that the company’s standards get higher and higher as time goes on. Its interviews are no joke either, having in the past used difficult questions ranging from “How would you solve problems if you were from Mars?” to “You are Amazon, and Samsung offers you 10,000 Samsung Galaxy S3s at a 34% discount. Is that a good deal?” Back in the early days of the company, founder and CEO Jeff Bezos shared with a colleague an idea that perfectly encapsulates Amazon’s hiring philosophy. According to a Fast Company story, Bezos said, “I’d rather interview 50 people and not hire anyone than hire the wrong person.” This philosophy explains why the company uses employees it calls “bar raisers” to weed out people who aren’t a perfect fit for company. Bar raisers are full-time employees who, in addition to all their other duties, spend 2o to 30 hours a week interviewing potential job candidates for positions in other parts of the company. Excluding warehouse workers, each prospective employee goes through five interviews that take two to three hours each. And if a bar raiser has an objection to Amazon hiring the candidate, they can simply veto the application. In addition to making sure every hire fits in with the company’s culture, the bar raiser program smartly prevents a manager from hiring the wrong person because there is an opening that needs to be filled. Since the bar raisers come from other parts of the company, they have less pressure to hire someone quickly. As Bezos put it in his 1998 letter to shareholders, “Working to create a little bit of history isn’t supposed to be easy, and well, we’re finding that things are as they’re supposed to be! … Setting the bar high in our approach to hiring has been, and will be, the single most important element of Amazon.com’s success.”
Assessment:
This assessment will contribute to 50% of the total module marks. Individually you are required to read the case study detailed on the previous page and write a 1,200-word essay providing solutions to the following issues.
Questions 1. Identify and explain Amazons recruitment process in America. How might the recruitment process at Amazon UK differ? Marks (10)
2. Identify and explain where Amazon advertise, discuss the advantages and disadvantages of this method? Marks (15)
3. Identify and explain what type of contracts Amazon provide to the new recruits. Discuss why you think they do this. (15) Marks
4. Jeff Bezos believes having ‘bar raisers’ involved in recruitment is effective. Evaluate how this would be seen to motivate or demotivate the employees. (30) Marks
5. “Setting the bar high in our approach to hiring has been, and will be, the single most important element of Amazon.com’s success”. – In light of Amazon’s current performance, evaluate this statement. (30) Marks

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