Examining the Relationship: Amazon's Culture, Behavior, HRM

This research project investigates the relationship between organizational culture, organizational behavior, and human resource management within Amazon. The study begins with an introduction highlighting the importance of these elements in improving business performance and efficiency. A comprehensive literature review explores the concepts and theories of organizational culture, behavior, and HRM, examining their impact on Amazon's performance and productivity. The review synthesizes existing research and positions the student's inquiry within the broader academic context. The research examines how Amazon manages employee behavior and attitudes to foster a positive organizational culture. The project aims to identify strategies for improving employee behavior and maintaining a positive culture, ultimately contributing to enhanced business outcomes. The research uses secondary sources, including articles, journals, and online resources, to gather relevant information, providing a cost-effective and time-saving approach to data collection. The study also discusses the roles and responsibilities of HRM within Amazon, including recruitment, training, and employee development. The project concludes by highlighting the importance of aligning organizational culture with organizational objectives to improve overall work output and employee productivity.

Research Project
(Examining the relationship between
organizational culture organizational behaviour
and human resources management)

Table of Contents
1. INTRODUCTION.......................................................................................................................3
2 LITERATURE REVIEW.............................................................................................................4
2.1 Concept of organisational culture, organisational behaviour and human resource
management............................................................................................................................5
2.2 Theories of organisational culture, organisational behaviour and human resource
management............................................................................................................................8
2.3 Impact of organisational culture and organisational behaviour on the performance and
productivity of Amazon........................................................................................................12
2.4 Examining the relationship between organizational culture organizational behaviour and
human resources management in Amazon...........................................................................15
2.5 Synthesises the literatures...............................................................................................17
2.6 Position your won inquiry against these literatures........................................................19
2. 7 Explain what have you learned from these literatures...................................................20
3 CONCLUSION...........................................................................................................................21
REFERENCES..............................................................................................................................22

1. INTRODUCTION
Organisational culture, organisational behaviour and human resource management plays
an important role within company as it helps in improving the business performance and
efficiency (Wilton, 2022). Organisational culture depicts about the way to behave within
company. It mainly includes shared beliefs and values which are created by leaders and
communicated through various methods in order to shape employee behaviours, perception and
understanding (Alshammari, 2020). Organisational behaviour focuses on analysing the effect of
social and environmental factors that influence the way staff work. Human resource management
plays an essential role within an organisation as they manage the employee life cycle within
workplace (Al-Musadieq and et. al., 2018). The role of human resource management is to hire
talented employees, administer pay, enforce company policies and many others (Prihantari and
Astika, 2020). Thus, this project is based on identifying the relationship between organizational
culture, organizational behaviour and human resources management within workplace (Zheng
and et. al., 2019). The chosen organisation within this research is Amazon, it is a multinational
technology company that deals in wide varieties of products and services. The brand was
founded in 1994 by Jeff Bezos.
The problem within this research is that organisation faces difficulty in managing the
behaviour and attitude of employees within workplace which affects the organisational culture
and behaviour of the business (Olson, 2019). In order to run the business in effective and
efficient manner, it is important to create positive organisational culture and behaviour so that
business can attain competitive edge in market.
It is necessary for the company to identify the problem as it can influence the
performance and productivity of business. The problem which is faced by the organisation is to
manage the behaviour and attitude of employees within workplace so that positive organisational
culture can be developed (Zaid, Jaaron and Bon, 2019). By understanding the problem, company
can identify the strategies for changing the attitude and behaviour of the employees so that they
can give productive results and helps in maintaining positive organisational culture.

2 LITERATURE REVIEW
Literature review provides an overview of the previous research on particular topic. The
different scholarly sources are used by the researcher for accumulating and obtaining the data
related to the chosen topic such as articles, books, journals, newspaper, online sites and various
others. It is one of the important chapters of the research which is written as the part of
dissertation, thesis or research paper. Literature review generally provides the understanding of
topic and also shows the signs of synthesis (Chaudhary, 2020). Thus, literature review generally
provides the content that covers the existing research and also provide critical evaluation and
discussion of the content.
The literature review is planned by using different scholarly secondary sources such as
articles, journals, newspaper, online sites and various others. These sources helps in collecting
accumulate information related to the chosen topic due to which aim and objectives can be
attained in better manner. Literature review is executed by collecting and accumulating the
information related to the chosen topic so that research can be completed in appropriate manner.
The relevant literature review is identified by empirical studies as it is based on the measurement
and observation of phenomena. The information which are gathered can be compared against the
theory and hypothesis but the outcome is based on the real life experience. Thus, by using
empirical studies, researcher can gather the information through original experiments or
observations. Empirical study is a kind of research methodology that uses verifiable evidence for
arriving at research outcomes. With the help of empirical study, researcher can add high value to
the research paper and also it analyse the data on the basis of observation and experience.
Empirical study is relevant as it is already used in previous research. The data which is collected
by the heresiarch are already published by different authors and researcher due to which it offers
authentic data. Within this research different published data are used by the investigator in order
to collect the information related to the chosen topic. This method helps in saving the time of
researcher and also it is cost effective to use as it helps in accumulating the relevant information
related to the proposed study. It also helps in providing large volume of data and control over the
collection process.

2.1 Concept of organisational culture, organisational behaviour and human resource management
As per the opinion of Tran (2020), concept of organisational culture is wider as it defines
the way to behave within the business. The culture of the organisation mainly determine the
environment for everything that happens within workplace. Organisational culture is a collection
of expectations, values and practices that inform and guides the action of all employees. It is
necessary for an organisation to have good organisational culture so that the performance and
productivity of business increases. If there is no proper organisational culture, it generally affects
the business performance. Company must focus on aligning the organisational culture with
employees so that they feel more supported, comfortable and valued. While prioritising the
culture, company can manage the difficult times and changes in the business environment and
also come out stronger. Culture plays an important role within business as it helps in attracting
talented employees towards the brand. Thus, by aligning organisational culture with
organisational objectives, company can increase the overall work output and employee
productivity (Mansouri, Singh and Khan, 2018). Organisational culture generally influence the
business as it influence the nature of long term plans that move the company towards its vision.
Organisation ensures that there must be positive organisational culture which helps in driving
engagement level of employees, attracts talent and also affects the performance of business.
Therefore, by maintaining positive organisational culture, company can create strong brand
identity, create healthy team environment, reduce turnover rate and also attract top performers.
There are various factors that affects the organisational culture such as mentalities, perception,
interest, attitudes and thought process of staff that influence organisational culture. Amazon
creates a strong organisational culture by focusing on five key elements such as immense
performance pressure, customer centricity, constant reinvention and optimisation of
organisational culture, operating like start-up and diversity among workforce. The organisational
culture of Amazon is described as breakneck-paced and notoriously cost conscious.
Organisational behaviour is a study of how people interact within the workplace. It
mainly focuses on analysing the effect of environmental and social factors that influence the way
staff work. The goal of organisational behaviour is to describe systematically how people behave
under variety of conditions and also predict future employee behaviour. There are various factors
which affects the organisational behaviour such as technology, people, environment and
structure. Organisational behaviour is used within business for providing information related to

how staff behave and perform within workplace. It also helps company in understanding the
different aspects that increases the performance of employees, motivate staff and also establish
strong and trusting relationship with their employees. Therefore, organisational behaviour helps
company to understand the people, their skills, abilities and motivation level. It also helps in
changing the way people make their decision (Lockhart, Shahani and Bhanugopan, 2020). There
are various ways through which organisational behaviour can be improved such as getting right
leadership in place, defining goals, hiring right people, streamlining process with tools and
technology solutions, motivating staff and setting clear rules and expectations. Thus, there are
various benefits which can be gained by the company through effective organisational behaviour
such as better customer service, effective leadership, ethical behaviour among staff and
management, creativity and innovation, positive atmosphere and improved job performance.
Organisational behaviour helps in increasing functional behaviour within the workplace. The
behaviour of employees plays an important role within workplace as it determines their
contribution level towards the brand. It is essential for the company to encourage their staff to
behave properly within workplace as unprofessional behaviour generally affects the performance
of business. The unprofessional behaviour mainly includes being late, non-participation in
meetings, failure to meet agreed upon deadlines, disrespectful behaviour toward colleagues and
gossiping and rumours behaviour. Moreover, organisational behaviour is an important part of
management as it helps in understanding the relationship between an organisation and its
employees, motivate staff, improve labour relations, effective utilisation of human resources and
also predict human behaviour (Eture-Edhebe and Anifowose, 2019). There must be positive
behaviour of employees within workplace so that they can give their best efforts in enhancing
business growth and productivity. Organisational behaviour helps in understanding the
relationship between the company and its employees. It helps in creating effective strategies in
order to create better working environment, increase overall value of human capital and also gain
employee loyalty. Organisational behaviour also enable managers to understand their staff better
and motivate them by applying different motivational tools. With the help of organisational
behaviour, company can understand the cause of problem and control its consequences due to
which manager can maintain better relations with their staff by solving issues. By having enough
knowledge of organisational behaviour, manager can effectively manage their staff and motivate
them to higher efficiency through better understanding and analysis of human behaviour. Thus,

organisational behaviour creates a great impact on the business by increasing job satisfaction and
enhancing employee performance. It also encourages leadership and promotion in order to create
better workplace environment so that staff can work with dedication.
Human resource management is a wider concept which focuses on managing the people
at work. It is a process of recruiting, deploying, hiring and managing the employees within
workplace. Human resource management plays an important role within business as it identifies
the right talent and optimise the effectiveness of staff. There are various responsibilities which
are played by human resource management within workplace such as staffing, designing work,
employee compensation and various others. Human resource management helps in improving the
efficiency and performance of business by identifying the suitable candidate for the vacant job
position (Al Issa, 2019). Therefore, human resource management plays an important function
within business. Without human resource management, company cannot recruit and retain
employees effectively. Human resource management helps in maintaining the quality of work,
increase productivity and profit, match demand and supply of human resource, recognise talent
and contribution of employee and retain staff and motivate them to achieve organisational goal.
Human resource management plays different function within workplace such as recruiting an
hiring, maintaining company culture, training and development, managing employee benefits,
handling disciplinary actions, maintaining employer and employee benefits, creating safe
working environment and maintaining employee benefits (Nazarian and et. al., 2021). Thus,
human resource management creates a great benefit to company by boosting the engagement
level of employee, improving team building and enhancing staff performance. Human resource
management helps in improving the skill set of employees so that they can learn something new
and innovative. They also focus on supporting the business goals and increase workforce
diversity. For example, Amazon have strong and effective human resource management team
that focuses on hiring talented staff within workplace who have an ability and capability to give
productive results. The human resource management team provides maximum opportunities for
personal development of each staff and also maintain dignity of personnel at workplace. They
also provide environment and incentives for developing and utilising creativity and focuses on
maintaining healthy relationships between individuals and work groups.

2.2 Theories of organisational culture, organisational behaviour and human resource
management
Human resource theories are considered as a general term related to the tactics, objectives
and strategies used by business owner as well as managers to administer procedures and policies
related to workers. It helps in explaining how management structures and practices can affect
employee behaviour in a bad or favourable manner (Fisher, Chacon and Chaffee, 2019). It can
also help small business in order to optimise their staff creativity and productivity while reducing
employee turnover by understanding the organisational behaviour as well as HR theories as well
as acting on it. There are mainly four human resources theories that help companies to manage
their human resources in better manner which name as organisational lifecycle theory, strategic
contingency theory, general systems theory, transaction cost theory, role behaviour theory as
well as competitive advantage theory. Organisational culture can be defined as the working
atmosphere that help employees of the company in performing in an effective in order to achieve
the predetermined goals and objectives (Enya, Pillay and Dempsey, 2018). Whereas
organisational behaviour can be defined as the program that helps in demonstrating the
performance of the individuals working in an organisation for attaining the predetermined aim
and objectives. There are different types of theories that are related to the culture of the
organisation and helps in gaining success and growth in the market. These theories are defined as
under:
Organisational lifecycle theory- It refers to the first theory of human resource
management. Many historians and academicians observed that organisation have lifecycles just
as living organisms have. First they born or established or formed, then they grow and develop,
then they reach to maturity stage, then the start to decline and age and lastly in certain cases they
die. In any stage of organisational lifecycle, organisations are affected from internal factors as
well as external environmental circumstances (Zaid, Jaaron and Bon, 2018). These stages of
organisational lifecycle is characterises development of organisation from formation, growth,
maturity, decline and death. This HRM theory states that the nature of the workforce is
considered as driving force of organisational lifecycle stages. The company need to prepare their
employees effectively so, they perform their tasks in each stage of organisation in better manner.
Due to the fall and rise of organisations, the whole sectors have been witnessed. In the maturity
stage, if there is no organisational structure in the organisation that supports their human

resource creativity, teamwork, innovation and high performance, then it cannot continue in order
to grow or survive.
Strategic contingency theory- It is known as second theory theory of human resource
management theory and practice which is based on merely two concepts that are Contingency
and Strategic (Krauze and Wagner, 2019). A contingency is described as requirement of several
tasks related to a subunit of an organisation on which other subunit create an effect. This
contingency becomes strategic when other subunit begin to control more contingencies as well as
becomes powerful in an organisation. A leaders becomes a main part of an organisation due to
their unique skills for solving the biggest HR challenges that are unable in order to solve.
Political and power factors play a very crucial role in the strategic contingencies management in
an organisation. This HRM theory focuses on tasks that are required to be completed in the kind
of problems to be solved, thus de-accent personality (Mira, Choong and Thim, 2018). This HRM
theory states that organisation operates as well as thrives in a complex environment, managers
need to adopt certain strategies that helps in minimising risks and maximising gains from the
environment.
General systems theory- It is an another theory of human resource management that us
widely applied in an organisation. A system is described as a cohesive conglomeration of
interdependent and interrelated parts which can be considered as man-made or natural. Every
system in the organisation is bounded through time and space, affected by their environment,
expressed through their functioning as well as defined by their purpose and structure (Turulja
and Bajgoric, 2018). If there is a change in one part of system that may affects other parts or the
whole systems. It is possible to make prediction related to these changes in behaviour patterns.
The systems that can easily adapt and learn, the degree of adaption and the growth depends on
how well the system is engaged with its environment. This HRM theory is described that the
human resource department of the company is the main components of the organisation's system
that also has other departments like engineering, accounting, marketing, etc. If an organisation
want to grow as well as remain competitive, the each section, unit or department should support
each other.
Transaction cost theory- This human resource management theory is considered as the
part of corporate governance and agency theory. It is supported through the principle that costs
will arise when an organisation get someone else in order to conduct their work. This is

described as an alternative variant related to the agency for understanding governance
assumptions (Crawshaw, Budhwar and Davis, 2020). It is also describes as governance
framework is based on the net effects of external and internal transactions instead of contractual
relationships outside the organisation. Transaction cost in the organisation mainly occur while
dealing with another outside party which includes search and information costs for finding the
suppliers, bargaining and decision costs for purchasing component as well as policing and
enforcement costs for monitoring quality.
Role behaviour theory- The primary motive of this theory is to explain as well as
predict the behaviour of teams and individuals in the organisations, which, in turn, help manager
to make decision along with what steps need to be taken for managing people and the expected
consequences. Some of the important ideas focus on the need for improving the working
environment with the resource in order to stimulate new behaviour in their employees for them
to cope with new demands (Kwon and Kim, 2020). It covers the utilisation of rewards for
promoting and inducing positive work behaviour along with the punishments for controlling
negative behaviour.
Comparative advantage theory- This theory states that the organisation and nations
should focus on strengthening their internal capacity in order to have more advantages over their
competitors as well as hence in order to reduce distribution and production costs per unit.
Improving internal capacities involves having the best employees that helps in producing as well
as better quality goods and services (Offermann and Coats, 2018). The company need to provide
training and development opportunities to their human resources continuously for gaining
competitive advantage.
Personality theories – Personality of a person is generally defined as the concept of
different behaviour and thoughts within the company for delivering best results and outcomes
while working as a team. Determinants of personality is based on the attitude, thought process,
thinking, perception of different person on the basis of culture of the organisation because that
only defines about their working. Understanding the personality of different employees working
within the business organisation helps in deriving at the conclusion so that better productivity
and profitability can be gained (Burden, 2018). This also helps in giving each and every person
the right to develop their personalities in a more better and effective way so that work can be
done in a more proper and systematic manner.

Human relation management theory – Human relation management theory is
developed by Elton Mayo who is known as a psychologist. This theory is considered as an
important theory because in the view point of Mayo, every person is complex who have different
thoughts, needs and expectations from the work place where they generally work. There are
multiple factors that influence the behaviour of the workplace and employee motivation. It is the
responsibility of the organisation to understand their employees in an effective manner so that
they achieve the predefined goals and objectives in an effective and efficient manner in the
competitive business market (Engelbrecht and Samuel, 2019). It is necessary that organisations
focus on psychological and social needs of person as well because this helps managers in
retaining their employees for a long period of time in order to carry out the operations in a more
effective manner.
Scientific management theory – Scientific management theory is considered to be the
oldest theory of organisational behaviour and is developed by Fredrick Winslow Taylor. In the
view of pint of Taylor, encouragement alone do not work in motivating employees of the
company and results in boosting the performance and productivity in the competitive business
market. For performing in a more effective and efficient manner, it is important for the business
organisation to focus on carrying out the working task in a more appropriate manner so that
employees gets a proper direction in achieving the predetermined objectives of the business. The
theory mainly states that the employees and managers should work more closely for improved
performance and must also divide the tasks into small and manageable bits so that the work can
be divided among employees in a easy manner (Dania, Xing and Amer, 2018). For improving the
overall productivity of the business organisation, Taylor also believed that employees must be
rewarded with rewards for their best performance and extra efforts within the business
organisation. But this theory is highly criticised for ignoring the most important social aspects
such as attitudes, expectations, perspectives and biases.
X and Y management theory – X and Y management theory is developed by Douglas
McGregor who is a well known management professor. In the view point of McGregor, there are
mainly two aspects which are related to the behaviour of the human at work. The theory X
mainly explains about the importance of the supervision of the highest position in which the
manager generally assumes that an employee of the company has little ambition for achieving
the predetermined objectives and avoids the working responsibility. Whereas on the other hand,

theory Y is about the assumption of manager in which they think that employee is capable
enough to complete the task in an effective manner and there is no requirement of any
supervision from the superior position person. It is important for the business organisation to
mainly focus on creating a positive and healthy environment in order to improve the growth
opportunities for employees.
Contingency theory – Contingency theory states that there is no one way for leading
people in the right direction and for achieving the objectives and goals of the business ion the
competitive market. There are several factors that helps in leading the people in the right and
correct way so that they work with high efficiency and effectiveness in order to gain high growth
and productivity in the market (Hackett and et. al., 2018). Employees are considered to be the
most important element within the organisation because they help in improving the brand
position in the market and this results in achieving growth and profitability in the market.
Organisational culture and behaviour is important within the business organisation so that they
develop a positive working environment for workers so that they work in a more effective
manner. It is important for the business organisation to build employees in a more effective
manner so that they attain objectives and goals in the competitive business environment.
Organisational culture is most important within the business because this help in motivating
employees in an effective manner so that they work with a positive mindset and this results in
gaining the sustained growth and profitability in the business market.
2.3 Impact of organisational culture and organisational behaviour on the performance and
productivity of Amazon
Organisational culture and organisational behaviour creates a great impact on the
performance and productivity of the business. Organisational culture mainly comprises the
unwritten customs, beliefs and behaviour that determine the rules of the game for power,
decision making and structure. It generally includes customs, system of ideas and concepts,
procedure tradition, habits and procedures for functioning in the specific macro culture (Nguyen,
2019). There are different functions of organisational culture such as bringing sense of identity to
the employees of organisation, creating clear distinction between one organisation with another,
facilitating the emergence of commitment to something wider than staff's individual self interest
and also providing right standards to be performed by the staff within workplace. Organisational
culture focuses on building shared values and enhance the performance of staff so that they can

contribute their productive outcomes in achieving organisational goals and objectives. It
generally affects the performance of business by defining how staff behave within workplace.
Thus, there must be positive organisational culture that helps in attracting talented staff within
workplace. Organisational culture is considered as one of the powerful element which helps in
increasing the performance and productivity of staff. For running a business in effective and
efficient manner, it is necessary to maintain strong organisational culture as it helps in creating
and maintaining unique identity for the business and also it provides sense of belonging and
stability to people in the business. With the help of strong organisational culture, company can
create culture of engagement and increase employee productivity which leads to higher growth
of business. When company promotes a culture of transparency, provides continuous feedback,
has clear expectation and offers right recognition then staff can easily understand what is
expected from them. The organisational culture of the firm must allow staff to be honest, open
and independent nurtures. Thus, the positive organisational culture helps in boosting the
engagement level of employees so that they can contribute their best efforts in accomplishing the
business goals and objectives. The well defined organisational culture and staff engagement
activities can make them feel valued and cherished within the company that influence the
performance of staff positively (Martínez-Caro, Cegarra-Navarro and Alfonso-Ruiz, 2020). The
strong organisational culture helps in attaining the competitive advantage. It also helps in
retaining the top performers and boost the productivity and performance. There are various
reason due to which organisational culture helps in enhancing the performance and productivity
of business such as it helps in increasing the employee engagement, decrease turnover, elevated
productivity, effective onboarding, strong brand identity, healthy team environment and attract
top performers. Organisational culture helps in increasing the engagement level of staff by
setting clear purpose and expectation. It helps in motivating and inspiring the employees to be
engaged in their work role. The positive organisational culture leads to high levels of workforce
engagement that drives increase in productivity and growth of business. It is important for an
organisation to create positive environment within workplace so that employees and managers
can interact and communicate with each others. By having strong connection to an organisation,
the employees generally creates positive atmosphere. Organisational culture also focus on
decreasing the turnover rate of employees. When staff feel valued and respected at the workplace
are less likely to leave the organisation. By fostering the winning organisational culture which

supports the core values and mission statement helps in attracting more and more talented
employees within workplace and reduce turnover rate. The good organisational culture also
elevated the productivity of staff by offering them resources and tools that are required to get
success. Organisational culture generally influence the structure of the workplace that helps in
bringing people of the same skill set together.
Organisational behaviour also creates a great impact on the performance of business by
encouraging people to behave in appropriate manner within workplace. With the help of
organisational behaviour, company can motivate their staff and increase their productivity. It also
affects the performance of staff if they behave poorly in the organisation. Thus, it is important to
focus on encouraging staff to behave positively within workplace so that they can give more
productive outcomes in accomplishing the target (Huragu and Chuma, 2019). There are various
factors which influence the organisational behaviour such as management effectiveness,
company's structure, interaction between the colleagues and policies and procedures.
Organisational behaviour helps in improving the productivity and performance of staff,
understand decision making, increase motivation, facilitate better cross team collaboration and
foster better leadership. Thus, organisational behaviour generally give insights of how employees
perform and behave within workplace. It helps in developing the understanding the different
aspects that helps in motivating employees, establishing strong and trusting relationship with
employees and increase their performance. Organisational behaviour generally helps in
increasing the performance and productivity of business by encouraging staff to give their
productive results in accomplishing business goals. Thus, there is need and importance of
organisational behaviour within business as it helps in motivating the staff to perform better and
also helps in understanding their behaviour due to which company can change it accordingly.
Through organisational behaviour, staff can recognise their strength, behaviour and weakness.
When staff learns about their behaviour within workplace they understand other's behaviour in
better manner. Organisational behaviour also helps company to know its employees behaviour
due to which they can motivate them (Asatiani and et. al., 2021). Therefore, organisational
behaviour helps in creating strong connection between the employees so that they can
collectively work together in achieving the target and also improve the business performance.
Organisational behaviour is also important for the managers as it helps in understanding the
people, their skills, motivation level and abilities. It creates a positive impact on the performance

and productivity of staff by offering them a place that gives an opportunity to learn and showcase
their talent and abilities.
2.4 Examining the relationship between organizational culture organizational behaviour and
human resources management in Amazon
According to Hald, Gillespie and Reader (2021), it has been learned that the term of
organisation culture, organisational behaviour and human resources management plays a vital
role because it is help to define the way to manage and behave within the organisation. The
relationship between organisation culture, organisation behaviour and human resource
management is the part of management that allows the manager to control and manage the
overall business by studying about how to behave to employee within the organisation. The
relationship between organisation culture, organisation behaviour and human resources have the
common goals to improve the overall structure of the organisation. It has been analysed that, for
every organisation it is necessary to maintain the culture and behaviour which can be handle by
the human resource management. The concept of organisational culture defined as the term of
company's objectives, mission, expatiations to guide the employees. It has help to achieve the
gaols with success. A good organisational culture increase the positivity within the organisation
which helps to motivate the employee towards their work and performance. Organisational
behaviour is the study of how to interact with people. It has been analysed the factor of social
and environmental which affects on the employees and teamwork. Organisational behaviour is
the term which is increase the communication level in employees. Researcher has been learned
form the above literature that human resources management is one of the most important term
for any business or organisation because it is helps to control, manage, planning, training and
maintain the overall organisation process. Researcher learned that the relation between these
function have the common goals which purpose to achieve the organisational goals with success.
Organisation culture and organisational behaviour is manage by the human resources
management or it can be said that human resources management is responsible for the
organisational culture and organisation behaviour. It has been analysed that the better
environment of the organisation, it is necessary to improve the culture and behaviour of the
organisation (Al-Swidi and et. al., 2021). In relation to Amazon, the relationship between
organisation culture, organisation behaviour and human resources management is an effective
term which helps the Amazon to improve their overall business activities and operation by

having the good organisation culture and organisation behaviour. It has been analysed by the
researcher that organisation culture and behaviour are the important term for improving the
overall activity and operation of the organisation which can be improve by the human resources
management. Having the good culture and behaviour within the Amazon's organisation helps to
motivate the staff and employees to give their best performance for achieving the goals and
target. In context to human resources management of Amazon, organisation culture and
organisation behaviour are the effective term to improve their efficiency towards achieving the
goals. Human resource management is managing the overall system of organisation by
controlling, training, managing, directing the employees towards their work. The roles of human
resources management within Amazon improving the culture and behaviour of the organisation
which is the advantages for company (Bianchi, Tontini and Gomes, 2021). It has been analysed
the researcher, overall activity and process within the organisation is done through by the human
resource managers. They are responsible for all the success and failure of the organisation. They
are selecting the candidates for the vacant position where employee are able to maintain the
organisation's culture and behaviour. A good culture and behaviour of the organisation is
important because it is help to increase the productivity and performance of the company.
Amazon's organisation culture and behaviour is good because they have the talent management
in their organisation which helps to attain the quality of the employees and trained them for
increasing their performance for the future growth.
It has been analysed that the relationship between organisation culture, organisation
behaviour and human resources management in relation to Amazon is effective term to manage
and control the overall operations and function of the business of Amazon. It is helping the
company to increase the production and profitability. It is also the benefit for the company to
attract more customer to improving the organisation culture and behaviour. Organisation culture
and organisational behaviour of the Amazon is depends upon the employees, environment,
customers, managers, communication and many more. It has been analysed from the above
literature, culture and behaviour of organisation within Amazon is improving the employees
performance and productivity as well which is the advantage for the company to gain the more
profit (Tipurić, 2022). A good and effective work of employees is the benefit to increase the
opportunities for the organisation which helps to improve the system of the organisation. The
overall study of literature analysed by the researcher that the overall process and activity of the

organisation of Amazon can be increased by having the good culture and behaviour of the
organisation. It can be increased the customers attraction towards the environment of the
organisation (Obeidat and et. al., 2018). For increasing the number of customers within Amazon,
it is necessary to improve the culture and behaviour of the organisation which can be improved
by the human resources management because human resources is the term which is helps to
manage, plan, control, direct, trained, staffing the employee for the effective working within the
organisation and employees are responsible for creating the good environment, culture and
behaviour of the organisation. It has been analysed by the researchers that the bond of culture,
behaviour of organisation and human resources management is the important term for the
Amazon because the relation making the overall operation and function of business strong. It is
helping the company to earn more profit increase more customers. It is the benefit for the
company to maintain the good environment within the company (Roscoe and et. al., 2019).
2.5 Synthesises the literatures
From the above literature review, it has been summarised that human resource
management theories are important for an organisation to manage their human resources in better
manner for gaining effective outputs. Many theories were given by many theorists with a aim to
help companies to manage employees and their performance in better manner. Some of these
theories are organisational lifecycles theory, general system theory, strategic contingency theory,
transaction cost theory, role behaviour theory and competitive advantage theory (Saks, 2022).
Organisational life cycle theory is described that an organisation has life cycle similar like a
human being. An organisation need to supports their human resource creativity, teamwork,
innovation and high performance in order to grow as well as survive in the market for longer
term. Human resource is considered as the important assets of an organisation for gaining
success. The Amazon focus on making their performance effective to operate their business in
better manner. Role behaviour theory of human resource management focus on influencing the
behaviour of their employees in order to make them perform their task in better manner. Rewards
help company to promote and induce positive work behaviour where the employees feel
motivated to perform their task in better manner (Jehanzeb and Mohanty, 2018). On the hand,
this theory implies that if the company provide punishments to the employees, if they not
perform their task in correct manner. It helps company to control negative behaviour in the
organisation. The transaction cost theory is based on the economic view of the costs related to

conducting business transaction. The theory states that the costs of exchanging resources in the
Amazon are cheaper in comparison to their competitors. Comparative advantage theory states
that the companies need to focus on improving their human resource so, they help in producing
more cheaper as well as better quality products for their customers. It will help Amazon in order
to gain advantage over their competitors and increase their market share. General system theory
states that there are various departments, sections and units in organisational system such as
human resource, accounting, engineering, marketing and many more. These departments need to
support each other for growing as well as remain competitive in the market (Purwanto, 2020).
The strategic contingency theory states that the managers need to adopt effective strategies that
helps in maximising their benefits as well as minimising challenges from the environment.
Overall corporate strategy as well as the feedback from the environment helps in developing
policies, strategies, activities, objectives as well as tasks in human resource management. The
above literature review states that there is positive relations in between human resource
management and organisational behaviour. Human resource management is considered as a tool
that help in shaping the organisational behaviour. The proper utilisation of human resources in
the organisation helps in shaping the behaviour and perceptions of the employees which results
in a desired outcome within their organisational behaviour. In the area of the attitudes of workers
towards their jobs, show the link in between the human resource management as well as
organisational behaviour (Nasiri and Bageriy, 2020). The important responsibility of the human
resource management is to manage the issues related to the welfare of the employees in Amazon.
When this responsibility is performed effectively in the organisation then the employees will
have a more positive attitude and behaviour towards their jobs and they also become more
willing in order to give their extra efforts for performing a task in better manner. The human
resource theory helps managers to manage human resource in order to influence their positive
behaviour in the organisation. This theory makes managers to provide effective rewards and
compensation to their employees that motivate them to give their best in their performance. It
will also helps in making positive organisational behaviour in the organisation where the
employees like to perform in the organisation (Armstrong and Taylor, 2020). These theories
makes managers to provide better training and learning to their employees so, they perform their
tasks in better manner as well as help company to achieve competitive advantages. It also shows

that there is a direct link in between the organisational behaviour and human resource
management.
2.6 Position your won inquiry against these literatures
The above literature review states that the there is a positive relation in between the
human resource management and organisational culture and behaviour. As human resource
management is considered as a tool that enforce positive attitude of employees towards the
organisation. Human resource management supports and manage employees as well as motivate
them to conduct their job more effectively (Buchanan and Huczynski, 2019). There are many
things that are in against of the above literature review which makes that there is not a direct link
in between the organisational behaviour and culture as well as human resource management. All
the practices of human resource management of Amazon is not enough to influence employees
to give their best efforts in their performance. Due to which their organisational culture and
behaviour is also affected. The HRM theory states that the manager to need to offers rewards to
promote positive behaviour in Amazon as well as provide punishments to prevent negative
behaviour. Punishments can prevent Amazon from any misconduct or negative behaviour of
employees but it not encourage them to give their more efforts to perform effectively in the
organisation (Kwon and Kim, 2020). The other things that may affects the organisational
behaviour and culture of an organisation is unfriendly behaviour of colleagues. As when the
employees are not feel good in the organisation when other employees are not collaborating them
due to which morale of employee get affected and they not like to perform their task in better
manner. Team collaboration is important for every organisation to get success. Where the
employees is not ready to collaborate with other employees so, the organisational culture and
behaviour is also get affected. This makes negative relationship between organisational culture
and behaviour as well as human resource management. If there is not a proper communication
in between the HR managers and employees in the organisation the organisational behaviour is
get affected (Luthans, Luthans and Luthans, 2021). Communication is the one factors that help
HR managers to understand their human resources properly as well as solve their queries which
create positive organisational behaviour and culture where the employees feel good in order to
give theirs best efforts in their performance. Improper communication between managers and
employees leads ineffective organisational culture and behaviour in the organisation. The other
things which is analysed from the above literature review which go against is that the ineffective

rewards to the employees. If the HR managers of Amazon is unable in order to provide rewards
to employees according to their performance, then the morale of employees is also affected. It is
also an reason which states that there is not a negative relationship in between the organisational
culture and behaviour as well as human resource management (Driskill, 2018). The HR
managers need to first evaluate their employees performance and then provide rewards and
compensation to them effectively which helps in makings effective to perform their task in better
manner. This will helps in developing an effective organisational culture and behaviour where
employees feel influenced and motivated to perform their task in better manner. It will helps in
making positive relationships between organisational culture and behaviour in the organisation.
2. 7 Explain what have you learned from these literatures
There are several things which is learned from the above literature review. The above
literature review provides perception and thinking of other authors related to topic. It helps in
gaining in-depth information regarding the research topic. The above literature review provides
information related to different theories of Human resource management that helps managers to
manage human resources of the organisation in better manner (Yao, Qiu and Wei, 2019). The
above literature review states that there are many theories related to human resource
management which are used in most of organisation to help in managing and controlling their
human resource in better manner. It involves organisational life cycle theory, general system
theory, role behaviour theory, competitive advantage theory, strategic contingency theory and
transaction costs theory. These theories are help company to make theirs employees effective in
order to perform their task in better manner for gaining competitive advantage and outcomes.
The other things which is learned from the above literature review is about organisational
behaviour and culture. The literature review states that positive organisational culture and
behaviour influence employees to give their best efforts in their performance to help company in
achieving their organisational goals and objectives (Yang, Nguyen and Le, 2018). The above
literature review also states that the human resource management perform as a tool that helps in
making in organisational behaviour and culture positive for their employees. The literature
review is also provide information regarding relationship between organisational culture and
behaviour of the organisation. It also provide knowledge how it helps company to influence their
employees to perform their task in better manner.

3 CONCLUSION
It is being concluded form the above information that organisational culture,
organisational behaviour and human resource management plays an important role within
business. With the help of strong organisational culture and organisational behaviour company
can attract more and more talented staff and also gain competitive advantage in market. Human
resource plays a vital role within business in order to enhance the efficiency and performance of
employees within workplace. They generally focus on managing the overall lifecycle of
employees within an organisation. Human resource management is one of the important function
that manages the human resource of company. The department performs various role within
workplace in order to increase the performance and productivity of business. Human resource
management ensures that their staff must give productive outcomes in accomplishing the
assigned task. Thus, it helps in improving the productivity and growth of business.

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