Strategic Development Roadmap for Amazon

This assignment discusses the strategic development roadmap for Amazon, focusing on the need for an improved HR system and different leadership styles. It includes a personality questionnaire test and explores the types of leadership styles present in the organization. The assignment also covers learning and development plans, project goals, and communication strategies. Subject: Business Management, Course Code: N/A, Course Name: N/A, College/University: N/A

Running Head: ASSIGNMENT
ASSIGNMENT

2ASSIGNMENT
Table of Contents
Task 1...............................................................................................................................................3
Task 2...............................................................................................................................................4
Task 3...............................................................................................................................................6
References......................................................................................................................................13

3ASSIGNMENT
Task 1
In this task, I will be researching and provide the strategic development roadmap for Amazon.
According to the growth of the company it is evident that amazon will need improved HR
system. Human Resource necessity are at its peak and new ways to take in best mind will be a
challenging task. To understand the different leadership style and personality traits of the leader
the IPIP-NEO personality questionnaire test has been conducted to obtain the data and analyse
the information to think and present development needs for the organization. The IPIP-NEO
personality questionnaire test stands for. International personality item pool- Neuroticism,
Extraversion and openness (Maples-Keller et al. 2019).
Questions for the IPIP-NEO personality are:
1) I often feel uncomfortable around others.
2) can talk others into doing things
3) I like to take it easy
4) I have little to contribute
5) I act comfortably with other
6) I take charge
7) I believe in human goodness
8) I misrepresent the facts
9) I can manage many things at the same time
10) I plunge into task with all my heart
11) I experience my emotions intensely
12) I am not highly motivated to succeed
13) I am relaxed most of the time
14) I take advantage of people
15) I postpone decisions
16) I hold a grudge
17) I love to read challenging material
18) I do the opposite of what is asked
19) I remain calm under pressure
20) I suspect hidden motive In others

4ASSIGNMENT
21) I hold back my opinions
22) I know how to get things done
23) I turn plan into actions
24) I am very easily approachable.
25) I am good at communication
26) I let people understand their potential.
27) I am no friendly to work with.
28) I think twice before taking a decision
29) I am aware of my doings.
30) I adapt to changes quickly.
Above are the questions by which I have determined the personalities of the leaders and
managers in the process. The person associated with the type of leadership style is mentioned
and discussed below in the second part.
Cupani et al. (2017) opined all the leadership styles that we have got as an outcome of the
personality test is very much necessary and evident for the organization. Strategic thinking and
co-operation among the team members is needed to be enhanced, which will enable them to
predict the future possibilities and probabilities. Sharing ideas, working on ideas combined
together as a team will give the power to obtain a solution for a particular problem in different
ways. This will in turn help to organize and collect information on better minds and how to
nurture them for the benefit of the organization and stakeholders.
Democratic, coaching, Strategic, Transformational are the types of leadership we already have in
our organization and there is one more type Charismatic leadership style which will be very
helpful in the upcoming times (Rife et al. 2016). These people are well in attracting people
through their aura and charisma, due to this people are willing to work for them and they are
very friendly in nature.
Task 2
In the company chosen, the people are very much focused towards their and their company’s
growth. Giving the employees a meaning to work by focusing on customer’s demands set aside

5ASSIGNMENT
the whole working procedure and arise an ownership feeling among them. This is done because
of the different leadership style guiding the employees on how to perform and motivate them
timely (Iqbal et al. 2015). The four leaders chosen in the team are well versed in their own style
of leading the people and all of them have created impact on the company’s growth.
The Leadership style are as follows according to the research:
1) Democratic Leadership: Leadership style of the higher managerial position as in the Sr.
Manager of HR resources. In this leadership style the people tend to involve all the co-
employees or the junior manager and the associates (Choi et al. 2017). This helps in co-
ordination and trust among the people. Leaders are communicative and brainstorming
will help in getting better ideas for growth.
2) Coaching Leadership Style: This style in our case was observed in the Manager of the
Human Resource Team. Now a day it is very popular among the manager, because they
have to handle a team of members. These members are responsible to deliver the work
with quality intact and this depends on how well the employees are being treated or
coached (Popli and Rizvi, 2017). It is mostly indirect because the Manager has other
works to do but also they have the responsibility for a team.
3) Strategic Leadership Style: This type of leadership style is focused on future growth
option through innovation and critical thinking. Motivation develops one’s ability to take
chances and efforts to put in action. Amazon’s culture focuses on a lot of skills in which
“Hire and develop the best” is an integral part of the culture. It provides the ability to
form a team with diversity and also different skill sets.
4) Transformational Leadership Style: This is CEO of the company who transforms the
company into a much larger firm that is very popular among the customers. They are
highly oriented towards their work and are very aggressive in setting goals. With proper
communication channel set up these leaders are capable to drive a team through difficult
times and still deliver the goals (Iqbal et al. 2015). Focused mind, intellectual thinking
and creativity are major focuses to improve the strengths.

6ASSIGNMENT
Learning and Development:
My team will undergo training on a daily basis to understand the needs and work on it
efficiently. Course modules will be developed with the basic objectives of the project and SOP
regarding it (Passarelli, 2016). Organizing the minds to work for the customer will be carried out
by workshop on communication and recruiting talented individuals. Quality will be assessed by
the senior manager on a weekly basis.
All these leadership styles combine to form a powerful structure that drives the performance and
improves customer experience at the same time. Mahatma Gandhi said “Customers are our
gods”. Every decision made on hiring a candidate goes through each of the managers and levels
which initiates variety of opinions (Cordingley, 2015). It leads in choosing the best out of many
by brainstorming different styles.
Yes, my seniors adapt to changes every day. Not all the situations are same and judgement on the
basis of situation without knowing the facts would be wrong. Decision of hiring is tough and all
the leader’s in Amazon are trained to deal with them and acquire best in industry candidates.
Current leadership is strong enough to take decisions in the current and upcoming market.
Around the globe, passion and motivation people are looking for. Employees are upgrading
themselves to be the best and provide with a satisfactory output to the company.
Task 3
Project Plan:
Improvement in the current hiring system based on the past trends of hiring and decision making.
Communication and co-ordination refinement among the team members through a group of
activities scattered over time and place. Hiring process requires sharp mind and focused thought
of one individual for the mentioned process (Osher et al. 2018). Every process in an organization
is critical to its work criteria and therefore hiring decision must be varied among the leaders.

7ASSIGNMENT
Collaboration and prominent projection of the minds required in the work sector should be
evident enough to achieve higher goals. Metrics, observation criteria must be formed to
formulate the probability of project success. Future hiring decisions needs to be highly precise
and informative at the same time.
Scope: On completion of the project we will be awarded with two things. First, measurable
quantity on how the hiring process have been improved. This will be done by creating a
boundary for the quality check and background checks. Talents and consistent improvement of
the new hires will be tracked through various feedbacks (Kerzner and Kerzner, 2017). Second,
Bonding and co-operation between the members of the team will be increased. Strategical
thinking and multiple leadership styles will be added during the project.
Schedule: This project will be conducted during the course of 12 months that is a year. A good
number of activities will be entertained and organized by the team. This will include CSR which
tends to improve diversity acceptance and cultural reconciliation. Targets will be analysed
quarterly that is every 3months, and management will be updated every month on the success
and improvement of the team (Marier-Bienvenue et al. 2017). The process is divided granularly
over the period of time to maintain consistency, promote the will to be the best in productivity.
Cost: Resources spent on the project will prove valuable to the company as better minds will
attract better opportunities. Cost structure will depend on the involvement of the people at a
particular task. It will have detailed during the commencement of the activities and scenarios
where there will be challenge and threat to minimize it. Nothing is permanent and things can go
other way around at any time so cost estimation would go up and down. The main objective will
be to minimize risk and damage to own the leadership style of frugality.
Motivation for the team is to see the work applicable in real done by them. To engage team
member’s regular activities and updates about the progress of the project will be provided. Pure
transparency is maintained by Amazon and the same will be done to involve attention to the
deliverables (Vareilles et al. 2015). To increase customer awareness, the feedbacks and
appreciation from the leaders will be enough to keep them focused and determined.

8ASSIGNMENT
Roles and responsibilities:
Project sponsors: The top leaders of Amazon such as CEO and the one below him will be the
person who will look after the project aspects and attributes at all times. Detailed information
should be provided to them monthly and quarterly with a mitigation plan, if there is any, for risk
and downsides.
Business experts: They will be guiding the project under supervision and tracking the progress of
it. Business analyst and program coordinators will be the required positions for the task.
Project Manager: One who will manage project and keep track of all the requirements. These are
the one building the plans.
End users: Most importantly how are the customers behaving and acting on the new updates that
has been happening because of the project. Cordingley (2015) opined if the customers are happy
and the work is benefiting the other people, the project will be a go-go.
Staffing Pattern:
Resource Time period Length of time
CEO Half yearly 4-5 days (Checking progress
and impacts.)
Manager Daily Normal office hours (Motivate
employees of the deliverables.)
Employees Daily Normal office hours (Focus on
target and be customer
focused.)
Quality Auditors Once a Week 5-6 Hours (Quality check and
analysis)
Business Executives Every 15 days Whole day: 8 hours
(Improvements presented to
CEO)

9ASSIGNMENT
Management Monthly 2- 3 hours (Update on the
project and reflections of it)

10ASSIGNMENT
Project quality and risk:
Technology Management Communication
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Project Quality
Quality Column1

11ASSIGNMENT
Risk is always present in trying something new that is why the graph shows significant risk in
each of the bars. Technology to create a new software for the HR department is good enough still
some risk is associated with it (Cordingley, 2015). Management has been shown as slightly
above in risk than quality because everything what will be done and used as resources in the
project will be looked over by the management and utmost utilization in the right way will lead
success.
Communication:
COMMUNICATION PURPOSE MEDIUM FREQUENCY AUDIENCE OWNER
Kickoff Meeting
Introduction to
the project and
plan to team
members,
management
and leaders.
Team
meeting /
conference
hall
Once
Team,
Management,
Stakeholders
Manager
Project Meetings
Status of the
project and
analysis on
how to choose
better ways to
achieve the
project.
Face-to-face
or
Conference
call
Weekly Project team
Manager
content
creator
Creativity and
implementation of
technology
Review design
and discuss
ideas on
technological
and managerial
positions
In person /
Face-to-face
As needed Tech and
management
team
digital team
Leaders
in
Technical
and
creative
design

12ASSIGNMENT
field.
Monthly Status
updates
Project status,
charts, graphs,
information to
leadership.
Face-to-face
or
Conference
call
Monthly
Sr. managers
and
leadership
Stakeholders
Project
Team
Manager
and Lead
Project Status Reports
Detailed report
including
progress, risk,
costs, issues,
mitigation
plan.
Email Monthly
Sr. managers
and
leadership
Stakeholders
Project
Team
Manager
and Lead

13ASSIGNMENT
References
Choi, S.B., Kim, K. and Kang, S.W., 2017. Effects of transformational and shared leadership
styles on employees' perception of team effectiveness. Social Behavior and Personality: an
international journal, 45(3), pp.377-386.
Cordingley, P., 2015. The contribution of research to teachers’ professional learning and
development. Oxford Review of Education, 41(2), pp.234-252.
Cupani, M., Pilatti, A., Urrizaga, A., Chincolla, A. and Richaud de Minzi, M.C., 2017. IPIP-
NEO Personality Inventory: Preliminary studies of adaptation to Spanish in a sample of
Argentinean students. Revista Mexicana de Investigación en Psicología, 6(1), pp.55-73.
Iqbal, N., Anwar, S. and Haider, N., 2015. Effect of leadership style on employee
performance. Arabian Journal of Business and Management Review, 5(5), pp.1-6.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Maples-Keller, J.L., Williamson, R.L., Sleep, C.E., Carter, N.T., Campbell, W.K. and Miller,
J.D., 2019. Using item response theory to develop a 60-item representation of the NEO PI–R
using the International Personality Item Pool: development of the IPIP–NEO–60. Journal of
personality assessment, 101(1), pp.4-15.
Marier-Bienvenue, T., Pellerin, R. and Cassivi, L., 2017. Project planning and control in social
and solidarity economy organizations: a literature review. Procedia computer science, 121,
pp.692-698.
Osher, D., Cantor, P., Berg, J., Steyer, L. and Rose, T., 2018. Drivers of human development:
How relationships and context shape learning and development1. Applied Developmental
Science, pp.1-31.
Passarelli, A.M., 2016. Using experiential learning theory to promote student learning and
development in programs of education abroad.
Popli, S. and Rizvi, I.A., 2017. Leadership style and service orientation: the catalytic role of
employee engagement. Journal of Service Theory and Practice, 27(1), pp.292-310.

14ASSIGNMENT
Rife, S.C., Cate, K.L., Kosinski, M. and Stillwell, D., 2016. Participant recruitment and data
collection through Facebook: The role of personality factors. International Journal of Social
Research Methodology, 19(1), pp.69-83.
Vareilles, E., Coudert, T., Aldanondo, M., Geneste, L. and Abeille, J., 2015. System design and
project planning: Model and rules to manage their interactions. Integrated Computer-Aided
Engineering, 22(4), pp.327-342.