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<p>Case Study for CEO Recruitment at Amazon</p> <p>Student’s Name</p> <p>Institutional Affiliation</p> <p>Course Name and Number</p> <p>Instructor’s Name</p> <p>Assignment Due Date</p> <h2>Organizational Origins, Strategic Expansion, and Core Business Scope at Amazon</h2> <p>Brief Description of Amazon</p> <p>Amazon was launched by Jeff Bezos in 1994, initially exclusively selling books on the Internet before growing into a global company in many fields (Stone, 2021). Amazon is counted among the largest global companies that provide and deliver almost everything, from virtual retailing to computing services, digital media, artificial intelligence, and many others. Amazon operates from Seattle, Washington, and has expanded for many years while always prioritizing customer services and specific processes. This evolution from an Internet-based store to a global conglomerate is one of the best examples of an outstanding approach to innovation and development that distinguishes Klover from its rivals across brick-and-mortar and online markets.</p> <p>Amazon has been fueled by a corporate culture propelled by consumer and innovation orientation. This research will study how Amazon has created a unique opportunity to capture and address the customers’ needs while segmenting and transforming how people read, shop, and consume media through superior technology. This organizational structure is hern sealed and wholesome for the company’s growth in the global arena. Three fundamental drivers of Amazon Inc. stock are the giant fulfilment centres, efficient transport and delivery system and the conglomerate product line that includes web services under Windows and Amazon Prime. This diversification serves as a preservation against changes in any specific market and also as a response to Amazon’s desire to penetrate every aspect of people’s lives.</p> <p>Underpinning Amazon’s success is a corporate philosophy grounded in customer-centricity and a forward-thinking mindset. Amazon.com can be considered as providing excellent customer solutions concerning the interests of novelties in technologies and how people consume media and purchase products. The operational model is highly developed and elaborate, facilitating its expansion and market-appealing nature. Amazon is currently a global giant in its fulfilment centres and supply chains, and its product offering goes beyond the marketplace and retail platforms with AWS and Prime. This diversification protects the company against market shocks and supports Amazon’s mission of hitting every sphere of consumers’ lives.</p> <h2>Industry Context, Platform Diversification, and Customer Segment Coverage</h2> <p>Industry and Customer Base</p> <p>Amazon operates primarily in the e-commerce industry (Stone, 2021). AWS has strategically placed Amazon at the centre of any business that requires reliable and scalable computing services. Amazon operate through e-commerce and computational storage, and also seeks to entertain the digital streaming world through its competitor, Prime Video. This diversification of the services eliminates a section of consumers and brings in other classes, such as small, large-scale companies and corporations worldwide.</p> <p>The scope of Amazon’s customer base is vast and varied, encompassing consumers seeking convenience in online shopping, businesses seeking dependable cloud infrastructure, and individuals who subscribe to digital streaming services. The company also builds up more customer loyalty since, through joining Amazon Prime membership, the customer enjoys benefits like free shipping, early access to exclusive deals, and even gainable access to digital content. It has made it easier for Amazon to maintain and expand a pool of dedicated customers across all categories of people by constantly adding value to the membership. It, therefore, boosts customer engagement, arguably one of Amazon’s biggest strengths, apart from the retail business.</p> <h2>Strategic Vision, Customer-Centric Mission, and Long-Term Corporate Goals</h2> <p>Vision, Mission, and Goals</p> <p>Vision and Mission</p> <p>Amazon’s vision and mission is to be “Earth’s most customer-centric company,” reflecting its aim to prioritize the needs and experiences of its customers in all aspects of its business. This customer orientation is best seen through Amazon’s motivational goals of being the most prominent store cheaper than competitors, emphasizing convenience. They both serve as an appendage complementary to each other to form an organizational purpose that complements Amazon’s business strategies and objectives. It also follows innovation and ensures its services are convenient and responsive to the customer’s needs, thus making Amazon the world’s most trusted global brand.</p> <p>Goal</p> <p>The goals of Amazon extend beyond profit-making and operational efficiency. The goals are straightforward, and one of them involves achieving the status of a leader in environmental sustainability, especially considering its Climate Pledge stirred by aiming to get to net-zero carbon emissions by 2040. Further, Amazon plans to customize technology to consistently advance its supply chain and product range. This technological innovation supports another goal: Sustaining and enhancing market share in various industries interested in cultivating and sustaining efficient corporate relations. When linking these goals to its vision and mission, Amazon puts itself as a business entity that caters for future needs and the effects of such actions.</p> <h2>High-Performance Work Norms and Leadership Principles in Amazon’s Corporate Culture</h2> <p>Organizational Culture</p> <p>Amazon’s organizational culture is known for being high-performing and demanding, focusing on achieving results at all company levels. These leadership principles include customer obsession, thinking big, invent and simplify, and deliver results, which guide how employees are expected to behave ( Zyskowski, 2022). These principles create an accountability culture that empowers workers to think outside the box and seek value-added experiences, thus earning Amazon the title of a market disruptor. This culture is the foundation of Amazon’s success and provides constant growth, efficient operations and the ability to adapt swiftly to changes in the market. Workers are organized and encouraged to work proactively and creatively, focusing on delivering organizational objectives to the optimal level.</p> <p>However, this intense focus on results and high standards has scrutinized the company’s work environment. The forceful pressure to deliver expected quantities will lead to the employees burning out their resources, with the work-life balance being an area of concern. Jeff Bezo commonly uses the Day 1 mentality, whereby everybody is made to work as if it were the first day they worked at Amazon. Although this promotes the culture of elasticity, creativity, and consumer orientation, it burdens employees with stress due to the pressure of deliverance in consistently intense markets (Cosimo, 2024). The excess pressure to attain outstanding performance and the challenge of maintaining employees’ welfare are characteristics of Amazon’s corporate culture. Although it has observable advantages, particularly for growth, innovation, and market leadership, it produces questions, including employee turnover, satisfaction, and the organization’s ability to maintain the widespread aggressive work culture. It is possible that tackling these issues may become essential for Amazon significantly as it expands its business worldwide.</p> <h2>Innovation Capacity and Meritocratic Incentives as Cultural Strengths</h2> <p>Pros of Amazon’s Organizational Culture</p> <p>One of the primary advantages of Amazon’s organizational culture is its strong emphasis on innovation. The commitment to innovation has resulted in the development of products, services and solutions that have revolutionized markets and defined new standards of practice (Adama & Okeke, 2024). The leadership principle in Amazon that perhaps best explains the continual focus on the customer is called “Customer Obsession”. This organizational culture translates into a delighted and loyal customer base because many managerial and operational decisions revolve around creating customer value. The culture promotes learning and is willing to debate the current methodology and develop better ways of doing things that help make Amazon a disruptive player in the industry.</p> <p>In addition to fostering innovation, Amazon’s performance-driven culture creates a meritocratic environment where employees are recognized and rewarded based on their contributions and results. It can raise workplace motivation since employees need to produce the best results. Management and leadership policies for business describe organizational expectations and provide a disciplined work perspective (Adama & Okeke, 2024). People are responsible for what they do; this culture guarantees that Amazon remains competitive in technology and is satisfied with its customers. Here, Amazon ensures its personnel accountability and provides opportunities for talented individuals to develop themselves and have good jobs in the online industry.</p> <h2>Employee Well-Being, Work-Life Imbalance, and Retention Risks as Cultural Costs</h2> <p>Cons of Amazon’s Organizational Culture</p> <p>Amazon’s high-performance culture also has notable drawbacks, particularly regarding employee well-being and turnover. The pressure to achieve a lot in a short amount of time and high expectations are followed by the recent complaints from the employees on being burned out, one being that employee morale is affected, affecting long-term commitment (Livermore et al., 2021). Employees work in an environment characterized by consecutive deadlines, which causes mental and physical stress. While increasing the efficiency of Amazon’s work, this intensity negatively affects employee satisfaction, turnover, and how employees are perceived as employees.</p> <p>Additionally, the competitive and demanding culture at Amazon can create a lack of work-life balance, as employees are often required to prioritize work over personal time. Such an environment may be especially unfavourable to those who value consistency and favourable work-life balance, and thus, Amazon is unlikely to attract a wider pool of talent. Therefore, the greatly valued company values of efficiency and customer satisfaction, on the one hand, may perpetuate an unsustainable work model on an unfavourable condition, affecting the rate of innovation and output if the workforce cannot maintain the vigorous degree of performance expected from them.</p> <h2>Organizational Risk Landscape: Retention, Sustainability, and Public Trust Challenges</h2> <p>Key Problem Areas</p> <p>Amazon faces several critical challenges within its organizational structure and practices, including employee retention, environmental sustainability, and public perception. Staff turnover is a crucial problem due to the mentioned pressure-inducing environment that forces workers to leave, resulting in a loss of work and workforce cohesion (Peprah et al., 2021). Grand and complex supply chain: dependence on fossil resources; The carbon footprint: Waste generation and management. Also, the general view of Amazon’s business regarding labour has been another source of concern due to media concerns that hit the company in aspects such as working conditions, wages, or the treatment of its employees, affecting its brand reputation. These interconnected challenges affect Amazon’s ability to maintain its reputation and operational efficiency. For example, difficulties in retaining employees will limit Amazon’s capability for innovation since new staff is constantly being hired to replace the trained staff that left. Environmental issues draw the authorities’ interest and can destabilize Amazon’s strategic objectives.</p> <h2>Structural and Market Drivers Behind Amazon’s Persistent Organizational Challenges</h2> <p>Reasons for the Problem Existence</p> <p>These problems arise from Amazon’s core business model and its relentless focus on efficiency and scale. The desire to offer fast and cheap service lines turns out to have high pressure on the employees in the company, causing high turnovers. One of Amazon’s most critical logistical focus areas regarding delivery times is a significant environmental detriment – the use of nonrenewable energy sources ( Zyskowski, 2022). External question items result from management perception problems concerning employees’ quality. As the public sees, the company neglects its human assets in its search for efficiency, thus suffering lousy press. These problems are just a manifestation, albeit a serious one, of Amazon’s aggressive expansionist policies, which manifestly are inimical to long-term sustainability and employee welfare.</p> <p>External factors also contribute to these challenges, as Amazon operates in a competitive, evident industry where missteps are quickly publicized. Market forces, including sustainability issues within the environment and rights of the workforce, press on the corporation, creating more pressure on the demands Amazon needs to meet. Besides, unlike a domestic organization, it is also essential for Amazon, a global company with stakeholders worldwide, to meet differing expectations from those stakeholders, thereby making it challenging to address issues such as the welfare of employees and the company’s impact on the environment. Such pressures are even more acute in the intensively competitive and prominent industry, which further underlines the need for change for the currently embodied by Amazon.</p> <h2>Operational, Financial, and Reputational Effects of the Identified Challenges</h2> <p>Their Impact</p> <p>The impact of Amazon’s key challenges, such as high employee turnover, environmental concerns, and negative public perception, is multifaceted. The constant change of workers inhibits operational flow since frequent recruitment and training are necessary, posing an extra cost. Third, it can affect morale within specific lines of business, such as when employees are granted holidays, and it can be detrimental to team innovation (Denisova, 2023). This could limit Amazon’s competitive advantage, as the experience and innovation required to bring forward solutions are lost. Ignoring the call duty cycle reduces the satisfaction level of the employee. At the same time, he becomes too burnt out to deliver their best, reducing efficiency and the company’s ability to provide quality service.</p> <p>Additionally, Amazon’s environmental challenges and negative public perception have immediate and long-term impacts on its brand. Pressures from the government and consumers to be environmentally conscious make sustainability an essential issue because its suppression may lead to customer erosion and regulatory investigations. Social problems such as image problems and labour issues are also weaknesses to Amazon’s business because potential employees avoid joining the company due to the unbearable working conditions Amazon offers. Therefore, all these questions affect Amazon’s revenues, market share, and ability to remain sustainable in the e-commerce and technology sectors.</p> <h2>Stakeholder Accountability Across Leadership, Operations, and External Oversight</h2> <p>Stakeholders Responsible</p> <p>The primary stakeholders addressing these challenges include Amazon’s executive leadership, human resources department, logistics and operations teams, and environmental and regulatory affairs departments. Executive management sets employer strategies and policies at the organizational level, and it has to consider the opportunities for growth while considering welfare and sustainability obligations (Cosimo, 2024). HR is directly responsible for employee hiring, loyalty, and welfare, so it is well-placed to influence policies that may reduce turnover and increase employee productivity. Consequently, the logistics and operations approaches must define solutions for combating environmental issues within the Amazon company or make supply chain adjustments.</p> <p>In addition, Amazon’s shareholders and customers are stakeholders whose expectations influence the company’s decisions. There is competition from the shareholders as they seek a good ROI; they may pressure the company to work harder and longer without necessarily causing a good attitude among its employees (Denisova, 2023). However, customers demand more and more transparency in the companies’ actions and impacts, sustainability and social responsibility, making environmentally friendly policies, and supporting employees’ rights, which are essential for Amazon. Other external entities in business also require Amazon to act in a particular legal manner within its labour and environmental policies, putting pressure on internal departments to adhere to legal and progressive conduct.</p> <h2>Workforce Sustainability and Environmental Strategy Interventions Proposed for Amazon</h2> <p>Solutions Believed to be Needed</p> <p>To address employee turnover, Amazon should implement comprehensive employee wellness programs that promote work-life balance, including flexible scheduling options and mental health resources. Promoting job satisfaction and improving organizational culture would improve personnel retention. Besides, enhancing career advancement may explain why some workers should remain at Amazon, hence cutting the company’s hiring rate. Prescribing for workplace balance and positivity reduces burnout and, in the long run, lowers turnover-related operation interruptions.</p> <p>To tackle environmental issues, Amazon could invest in green technologies and optimize its supply chain for eco-friendly practices. It could entail increasing the use of electric vehicles in delivery services, improving packaging and making it environmentally friendly, and using renewable energy in operations. The company’s public image and perception thus need to be dealt with proactively, including releasing periodic reports on work conditions and progress in sustainability. It would stick positively in the minds of consumers, thus potentially repositioning Amazon from simply efficient to ethical.</p> <h2>Comparative Evaluation of Leadership Styles for Addressing Amazon’s Challenges</h2> <p>Leadership Styles and Their Ability to Resolve the Problems Listed</p> <h3>Transformational Leadership as a Driver of Innovation, Sustainability, and Long-Term Change</h3> <p>Different leadership styles offer distinct approaches to resolving Amazon’s key challenges, such as high turnover, employee burnout, and sustainability concerns. If one talks about transformational leadership, the central aspect is to provide people with examples to follow and to demonstrate why changing and approaching new ideas and values are essential for the conception of ideal and long-term aims. One of these change levers is Innovation: A change leader at Amazon could encourage sustainable practices such as using renewable energy or developing environmentally friendly products. Organization learning: The transformational leader at Amazon could enable the top management and other employees to learn more about sustainable change by organizing seminars or forums to promote sustainable change.</p> <h3>Servant Leadership as a Workforce-Centered Strategy for Reducing Turnover and Burnout</h3> <p>Servant leadership prioritizes meeting the needs of employees and offers a powerful solution to address Amazon’s high turnover rates and employee burnout (Canavesi & Minelli, 2022). It could create an employee-oriented atmosphere, which is the standard of a servant leader and results in employees’ sense of belonging as they also become loyal. In Amazon’s case, a servant leader could make changes that enhance employees’ quality of life, offer more benefits in well-being, and help increase contentment in a job in general.</p> <h3>Democratic Leadership for Participatory Decision-Making and Operational Sustainability</h3> <p>Democratic leadership encourages inclusive decision-making and team participation, which could improve Amazon’s employee retention and sustainability efforts. This leadership style is one in which everybody’s opinions are valued and thus would help provide a team-oriented work environment. Probably, by including the employees in the process, the democratic leader could promote innovation and problem-solving concerning such areas as environmental sustainability and operations efficiency (Caillier, 2020). Employees who think the company responds to their needs will be more committed to working on projects and supporting Amazon’s vision. Thus, elected leadership would foster excellent and efficient team communication, increase work motivation and commitment, assist in accommodating some of Amazon’s employees’ problems, and promote sustainability.</p> <h3>Transactional Leadership for Performance Control in High-Pressure Operational Contexts</h3> <p>Transactional leadership emphasizes structure, rewards, and discipline, which may effectively maintain productivity, especially in Amazon’s highly competitive and performance-driven environment. Such a leadership approach might help attain Amazon’s short-range objectives as it provides for the precise definition of performance expectations and rewards (Abdelwahed et al., 2022). However, transactional leadership ignores the company’s latent cultural and relationship factors and only emphasizes productivity and results. In other words, Amazon’s crisis in managing employee health does not employ retention issues such as burnout or dissatisfaction, which transactional leadership may not identify.</p> <h3>Laissez-Faire Leadership and the Limits of Decentralized Control in System-Wide Challenges</h3> <p>Laissez-faire leadership grants employees significant autonomy and decision-making power, potentially empowering Amazon’s workforce by fostering creativity and independent problem-solving. On a personal level, employees could manage their work without most restrictions within specific ranges concerning innovation in operational activities and sustainability policies and practices (Kamal et al., 2024). However, when employees are left to their own devices, managing such issues might be handled carelessly and improperly. There may be little the management can do about it because of the laissez-faire style. With high turnover issues, the company’s public image, and sustainability, organizations like Amazon need a more stringent and centralized approach that could make it hard for elaborate laissez-faire leadership to deliver. Although freedom such as this can catalyze creativity at the personal learning level, this approach might not possess the strong, clear and focused leadership often required to address Amazon’s diverse organization’s broad issues systematically and systematically.</p> <h3>Hybrid Leadership Integration as an Organizationally Aligned Model for Amazon</h3> <p>Amazon’s most influential leadership approach would likely be a hybrid model that integrates elements of transformational, servant, and democratic leadership. A transformational leader would spearhead innovation and sustainability (Eikenberry & Turmel, 2024). The servant leader would ensure that everyone in the organization receives their needs, hence avoiding burnout or turnovers. A democratic approach could enhance the employees’ involvement and feelings about their organizational goals. These leadership styles would provide Amazon with the complete solution to their problems by stimulating innovation, addressing the employee’s needs, and ensuring that the company’s organizational goals are achieved in the long run.</p> <h2>Illustrative Leadership Archetypes Linked to Distinct Leadership Models</h2> <p>Different Leaders, Each Representing a Different Leadership Model</p> <h3>Transformational Leader</h3> <p>An assertive and visionary leader, such as Elon Musk, ensures that the organization is stretching towards achieving extraordinary goals (Canavesi & Minelli, 2022). This kind of leadership thrives on improving the employees by pushing them to increase productivity so they can venture into the unknown horizon. In the context of Amazon, a transformational leader may leverage transformational change to, for instance, advocate for change in the company to invest more in renewable energy and or increase its green responsibility for its growth to be green. It could also be used to enhance the organizational culture relating to learning and development, a remedy to its high turnover and customer sustainability of the environment. If all these values are instilled in the vision of Amazon, then an effective change leader could indeed bring change to the organization’s future.</p> <h3>Servant Leader</h3> <p>Servant leadership where Schultz, the organizational leader, honours employee well-being and support as core goals of leadership (Canavesi & Minelli, 2022). Using the Lens of Servant Leadership, Work Policies that Organizational Leaders at Amazon Should Implement include: That way, one champions an employee-oriented organization culture in which everyone takes personal responsibility for employee satisfaction and commitment, and every employee has a clear appreciation of his and her responsibility for achieving the stated organizational goals and objectives. Today, Schultz is keen on the individual players within the teams’ and their success as everyone, which is the kind of servant leadership that will offer loyal and committed employees. This increases the efficiency of Amazon’s operation in general, and the situation with employees is better because this style fosters trust and respect between them.</p> <h3>Democratic Leader</h3> <p>Google’s leader, Sundar Pichai, is democratic in terms of decision-making since she is someone who will encourage the team on how the organizational objectives are going to be implemented (Caillier, 2020). It could improve the evidence of active employer engagement at Amazon, where the employees can contribute to the decision-making process regarding issues related to sustainability and efficiency. However, when such individuals make decisions, a democratic leader creates ownership and motivation among the workers. Therefore, solutions offered might be formulated to fit the company’s goals, such as in the case of Amazon. Using leadership means incorporating all people in the workplace, like Pichai benefits, could reach Amazon by having improved employee relations, increased productivity in the sustainability of activities due to proper team management, and improved decision-making.</p> <h3>Transactional Leader</h3> <p>During the early years of Van rejoining Microsoft, a transactional leader like Bill Gates brought structures, performance measures, and a framework of incentives and penalties to foster high performance (Caillier, 2020). So, in the context of Amazon and its dynamics and performance pressure, one can contribute to the transactional leader to help manage the results for achieving organizational goals, which could benefit the company regarding short-term requirements. Though it provides overall order and system to the procedure, it can not identify generic issues about employee motivation and organizational change management issues. Following Gates’ objective, we may also infer that, although transactional leadership is more suitable in bureaucratic and system-driven organizations, it fails to address dynamic and innovative problems such as turnover or sustainability that Amazon encounters.</p> <h3>Laissez-faire Leader</h3> <p>As Warren Buffet demonstrated, Bench management allows subordinates a lot of freedom to make their own decisions and make changes (Kamal et al., 2024). In fact, at Amazon, weak-accomplished leaders could energize groups of individuals to create novel autonomous systems regarding problems related to the firm in aspects like operation or environmentalism. However, this leadership style might lack the formality necessary for solving the complex issues that often demand broad organizational approaches, which are the company’s main worries, for example, high turnover or the public’s perception of the company. While it served well that Buffett did very little managing, which could be effective in systems that connected loosely, Amazon needs united management. Thus, the laissez-faire style is not likely to produce a tightly coordinated push for improvement.</p> <h2>Expected Workplace Effects Across Contrasting Leadership Approaches</h2> <p>Impact on the Workplace</p> <h3>Foster an Energized Workplace</h3> <p>A transformational leader would likely foster an energized workplace focused on innovation, promoting a culture where employees feel inspired to contribute to Amazon’s mission (Eikenberry & Turmel, 2024). Perhaps this can help motivate the workers and bring in talent that serves Amazon’s long-term growth interest. A servant leader would improve on aspects that wish for the employees and make them be at their best by enhancing their morale and eliminating turnover. Democracy is characterized by the participation of all stakeholders in decision-making processes. Hence, a democratic leader brings personnel involvement, which will enhance the unity and performance of a workplace.</p> <h3>Maintain High Standards and Clear Expectations</h3> <p>A transactional leader would maintain high standards and clear expectations, focusing on achieving short-term productivity but potentially overlooking employee well-being (Adama & Okeke, 2024). Ultimately, a laissez-faire leader would not demand much control, and employees could be more innovative but not necessarily cooperative. From the analysis of the two theories, it becomes apparent that transformational and servant leadership are perfect for designing a balanced, creative and supportive work culture at Amazon.</p> <h2>Problem-Solving Strengths Across Leadership Models in Amazon’s Operating Context</h2> <p>Positive Features for Problem Solving</p> <p>Transformational and servant leadership offer strengths that align with resolving Amazon’s challenges. Countless transformational leaders who actively speak about the need for innovation and create a positive change agenda are successfully prepared to work on the environmental objectives of Amazon and, most likely, would offer sustainable solutions. In contrast, servant leaders emphasize employees’ well-being, which might go a long way in remedying some of the high turnover rates at Amazon (Denisova, 2023). Democratic behaviour would increase organizational commitment and unity by formulating decisions from a more elaborate perspective, as most of our members would be offered the equal opportunity to voice their opinions. Transactional leadership with an established pattern of rewards would keep Amazon employees productive and ensure goals were achieved. Even though with the help of this leadership, one could easily encourage creativity – which is an excellent thing since it means new ideas and approaches might be created, it might not have enough muscle to tackle huge problems constantly. Collectively, each model provides positive attributes that, when mixed correctly in the formula that defines Amazon, would potentially give the organization adequate capabilities to address the operational, ethical, and employee-centred goals.</p> <h2>Limitations and Risks Associated with Each Leadership Model</h2> <p>Counterproductive Features of Each Leader/Model</p> <p>Each leadership model has potential downsides in Amazon’s dynamic environment. On the one hand, transformational leaders promote innovation. Still, on the other hand, their focus might be too far away as they do not think much about productivity, which also causes issues as Amazon works extremely fast. It is worth mentioning that servant leadership theory supports employees immensely (Livermore et al., 2021). However, it might hurt Amazon by postponing essential operations to achieve performance objectives, which is an impetus to satisfy employees. Democratic leaders encourage people to be involved, but it can be more bureaucratic, and if Amazon is to respond to new trends in the market fast, then it might be slowed down. The deficiency reward system of transactional leaders does not address the motivational needs of employees and thus leads to employee dissatisfaction. Finally, it may be difficult for laissez-faire leaders to establish the strong themes necessary to support a high level of strategic cohesiveness at Amazon. It can cause the organization to struggle to follow organizational objectives and potentially threaten the overall progress consistently. Therefore, All of them need some elements to be customized to address all requirements about efficiency, response time, and employee satisfaction at Amazon.</p> <h2>Leadership Recommendation Aligned to Amazon’s Vision, Culture, and Sustainability Commitments</h2> <p>Recommendation for the Best Leader/Model</p> <p>A transformational leader with servant leadership qualities would be an ideal fit for Amazon, aligning with its vision, mission, goals, and culture. This blended approach to operationalism allows Amazon to achieve exact performance while maintaining a concern for the health of employees and the environment. A transformational-servant leader would mobilize Amazon’s workforce to improve the organization, proposing strategies that meet global environmental obligations and the employees’ needs. This style promotes employee loyalty and ethical organizational behaviour/end-user demeanour, which directly counteracts problems like high turnover and negative publicity. With a dual emphasis on both the long-term visionary growth strategy and the quality of the job features, which can help retain employees and create a positive image of the company that matches that vision, this leadership model would contribute to the continued success of Amazon.</p> <h2>References</h2> <p>Abdelwahed, N. A. Abdelmegeed., Soomro, B. A., & Shah, N. (2022). Predicting employee performance through transactional leadership and entrepreneur’s passion among the employees of Pakistan. <em>Asia Pacific Management Review, 28</em>(1), 60–68. https://doi.org/10.1016/j.apmrv.2022.03.001</p> <p>Adama, H. E., & Okeke, C. D. (2024). Digital transformation as a catalyst for business model innovation: A critical review of impact and implementation strategies. <em>Magna Scientia Advanced Research and Reviews, 10</em>(2), 256–264. https://doi.org/10.30574/msarr.2024.10.2.0066</p> <p>Canavesi, A., & Minelli, E. (2022). 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