Paul PelletierProject management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting Vancouver, British Columbia, Canada
In August 2015, the New York Times reported that Amazon has a disrespectful, bullying workplace environment. The impact of the article caused Amazon to lose USD $19 billion in market share value in five days. If you were the CEO of Amazon, what you would do?
Senior Projects Manager | Field & Marten AssociatesNew Westminster, British Columbia, Canada
If I was the CEO, I would first investigate if the issue is authentic and if so, then check how and why NYT wrote about it and they resolve the issue and stop this unaccepablye work atmosphere. Saving Changes...
Dominic LawProduct Manager| PCCW GlobalHappy Valley, Hong Kong
I think the CEO can make clear about the working culture of the company to the public. It is an important part of the public image of the company. I also think any company has the right to choose its working culture; one has the freedom not to work there. However, if the working culture cost billions in market share value, then it is worth thinking if it is the right one! Saving Changes...
PANKAJ KUMAR JOSHIGeneral Manager| Transrail Lighting LimitedNainital, Uttrakhand, India
As a CEO first thing would be to reduce the damage from the news. A warning note to all employees to stay away from bullying others may work.
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1 reply by Vincent Guerard
Apr 02, 2016 5:01 PM
Vincent Guerard
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I agree first move should have been a internal note condemning bulling, and a press release that to make it know rapidly that action we been taken.
Second I would have look at various option, like a confidential line, a prevention group, some form of training to explain what it is and actions to be taken when occurrence are seen.
But that a cultural problem that often come from the top!
Saving Changes...
Paul PelletierProject management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting Vancouver, British Columbia, Canada
Of interesting note is that the CEO went on a campaign to refute the NYT article but it didn't seem to to be sincere. He also appeared to put the responsibility for the issue on the shoulders of HR - again not what I believe a servant leader should do. Amazon continues to embrace a choice to foster a Darwinian workplace culture.
The NYT article spawned a series of articles by others about the impact of workplace culture on profits and perception/reputation. Saving Changes...
If I were CEO of the company, I would call an urgent meeting to form an Anti Bullying Squad with the limited members who are ready to volunteer, detail action plan, next day to launch and I would invite NYT to get introduced to our action plan, Anti Bullying Squad and request to publish the same with an apology message. It is just a workaround as unknown risk has happened.
Workplace culture change would be in the action plan and that is employees value system needs to be aligned with the value system of organization. Saving Changes...
Gina AbudiPresident| Abudi Consulting LLCAmherst, Nh, United States
The culture of the workplace needs to be examined and changed to ensure no tolerance for bullying. This starts at the very top and requires a concerted effort by the CEO to make substantial cultural changes that fixes the issue. Saving Changes...
Paul PelletierProject management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting Vancouver, British Columbia, Canada
Thanks Gina - I couldn't agree with you more. If the CEO doesn't set the standards for behavior, then the message is one of tolerance. As Mark Graban wisely noted - "You get what you expect and deserve what you tolerate." Saving Changes...
As a CEO first thing would be to reduce the damage from the news. A warning note to all employees to stay away from bullying others may work.
I agree first move should have been a internal note condemning bulling, and a press release that to make it know rapidly that action we been taken.
Second I would have look at various option, like a confidential line, a prevention group, some form of training to explain what it is and actions to be taken when occurrence are seen.
But that a cultural problem that often come from the top! Saving Changes...
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