Introduction
The evolutionary scale of economic development globally fostered a prominent paradigm shift in the socio-cultural lifestyle among individuals. Bloodworth (2019) narrates one of the imminent issues across Rugeley based on the working standards in the Amazon warehouse. The researcher articulates that establishing an Amazon warehouse in Rugeley proved intensified issues than solutions to the local community. On the one hand, the corporate entity boosted regional economic activities due to the high traffic of at least 1,200 workers (Bloodworth, 2019). On the other hand, a profound controversy emerged from the lack of employment policies advocating for the hiring of domestic workers than the massive commissioning of foreigners. According to Bloodworth (2019), working in the Amazon warehouse is similar to living in prison based on the apt security measures and strict deadlines and targets. Industrialization led to the elevated demand for products at affordable costs attributing to the compromise of dynamic legitimate frameworks among employees.
Amazon established a warehouse in Rugeley as an international company to boost market expansion and acquisition. Bloodworth (2019), however, indicates that despite replacing extinct conventional industrial and manufacturing corporates in Britain, the organizational culture hinders workers’ satisfaction. During an interview, Norbert attests that it is challenging to attain a social identity in the Amazon spectrum, mainly due to the management relying on competence and productivity quotients from the employees (Bloodworth, 2019). Ideally, the institution aligns core objectives against the essence of improving human resource management as a differential perspective on operational performance. Although the Rugeley residents affirm that in the 80s and 90s, the manufacturing industry was the economy’ emblem, the business framework by Amazon contributed to an alteration of modern-day well-being regarding poor working conditions (Bloodworth, 2019). The firm offers an unsustainable model concerning improving living among the hired personnel based on the zero-hour contractual provision.
Deleterious Pay and Working Conditions
One of the profound constructs affirming poor working conditions in the Rugeley Amazon warehouse enshrines the lack of developing a social identity. Research indicates an interdependent relationship between career growth and self-realization (Min et al., 2019). More so, employees in Amazon encounter optimal challenges deriving value within the stations due to strictness on task completions (Visser, 2019). The institution establishes a damaging functional environmental condition for the counterpart during the engagements. Additionally, Bloodworth (2019) equates disciplinary measures with point scales representing wage reductions. The pay proves unfavorable due to miscalculation on time taken for security checks and majorly, while going for breaks. Bloodworth (2019) indicates that the 70% decline of payment disputes after 3 months results from the imposition of €1,200 cost to compensate the employment tribunal. Primarily, the system structures poise the human resource as tools of productivity hence the disregard for personal welfare. As a result, the amplified pernicious approach fosters a negative attitude among the laborers and on relationship building outlines with management (Altenreid, 2022). A healthy and well-performing organization features a high satisfactory index among the employees.
In a different spectrum, the Rugeley Amazon warehouse offers favorable pay to the laborers. Bloodworth (2019) postulates that despite the strict duty aspects among the crew members, it is challenging to attain security. One of the main reasons indicating a proficient insecurity overview encompasses the inadequacy of employability measures within the firm. The longevity to attain permanent working status to nine months profoundly impacts the counterpart’s ability to perform optimally relative to the productivity scale. Different scholar establishes that the value-based human resource management practice entails incorporating dynamic aspects of interdependence (Thelen, 2018). Therefore, the firm implements and advocates for a transactional leadership quotient. However, Rugeley Amazon warehouse focuses on the monopolization of the process through the discriminative regulatory concept on compensatory terms. As a result, the situation augments the diminishing returns among the breadwinners trickling down to the proficient social class margin.
Amazon’s operational model proves unsustainable due to the intolerant selection and recruitment process. Bloodworth (2019) acknowledge that adherence to airport security measures plays a crucial role in the reduced trust between the laborers and the managerial team. The researcher affirms the distractive overview by comparing the interview response rate among the staff members. At least 91% of the interviewees repudiate referring relatives and friends to the organization on account of poor wages and freedom during duty hours (Bloodworth, 2019). Fundamentally, the respondents deduce that balancing the low compensation factor and the longer time and intense labor within the warehouse is challenging.
The Contemporary Reality and Future of Work
Over the decades, technological advancement significantly contributed to competitive productivity worldwide. Bloodworth (2019) offers insight concerning the contemporary reality indicating that the automation process risks the loss of job opportunities among personnel. The conditional outlier in modern society enshrines improving machinery knowledge and skills, as a landscape remodeling (Young, 2019). Therefore, the researcher suggests that despite the heavy workload, it is recommended laborers attain expertise in operating computers (Bloodworth, 2019). On the one hand, the adaptation of computer systems threatens labor security among individuals in the dynamic production and manufacturing sectors. On the other hand, the outlook seeks to intensify employees’ capacity in the framework. Rugeley Amazon warehouse management seeks optimal profitability at the expense of workers’ devaluation as a contemporary reality.
The modernization of the global society as a village rendered the implementation of strategies enhancing capacity levels among personnel. An excellent example is the establishment of Amazon warehouses and the development of Uber. While Amazon employs laborers and physically supervises productivity essence, Uber focuses on the remodeling of the relationship between the management and the employees. Ideally, Uber drivers sign a contract with the company to utilize the brand while paying off commission from the revenue earned (Thelen, 2018). Although the initiative by Uber corporate attributed to increased employment and independence among the staff, the entity encounters profound issues based on litigations and lawsuits from customer complaints and the drivers’ well-being. Integrating technology within the workstation and process poses unprecedented opportunities, such as exploiting the emerging global village under the alignment of proficient interconnectivity.
After the COVID-19 pandemic onset, governments resolved to lock down the economies and restrict movement and interactions. Research depicts that despite the slowdown of the processes and loss of jobs, different firms incorporated effective and convenient solutions, mainly working from home (Spurk and Straub, 2020). Fortunately, managerial teams prompted employees remotely complete tasks, such as the decentralization of call centers. Therefore, a significant percentage of organizations reconstructed the resilience under the spectrum of diversifying the work culture and independence among the laborers. Contrary, Bloodworth (2019) reveals that Amazon’s organizational culture independently reflects a transactional outline, therefore, the staff focus on completing tasks for the minimal weekly pay-off. As a result, the company records high turnover rates due to the incoherence on welfare aspect towards the human resource, unlike the firms adjusting conditional outliers to assert individuals’ job security.
Limitations and Insights from Bloodworth’s Work
The exploration of Rugeley Amazon warehouse and the associative policies foster prominent insights on the contemporary reality and prospects on employment. Although Bloodworth (2019) discloses the key problems, mainly minimum wage, increasing cost of livelihood, and the demand for intensified productivity, the documentation poses distinctive limitations. It is recommended that Bloodworth adds a chapter regarding the exploitation of technology in the business practice in Rugeley. The investigation further associates the framework with the effective trickle-down essence to local communities. Bloodworth (2019) establishes that Amazon warehouse in Rugeley rendered minimal economic benefits to the domestic enterprise. It is vital to intensify the details on dynamic perspectives for Amazon company’s contribution to boost Rugeley’s regional providence, such as the introduction of corporate social responsibilities. The lack of effective hiring policies threatens the performance and engagement among laborers in a company.
The exploration of Amazon’s focus on improving trickle-down effect of accrued benefits regionally. Bloodworth (2019) fosters a profound insight concerning the importance of promoting equity and value exchange among the relevant stakeholders. However, the research by Bloodworth (2019) demonstrates a major limitation regarding workers’ compensation and the policy environment. It is contrary to the emergent issue based on Uber’s operational guide. The core indicator of enhancing relevance of Bloodworth’s (2019) study involves comprehending the dynamism on employer-employee relationships. Uber’s managerial challenge enshrines determining the limitation poised between the laborers and the institution. Carter (2018) agrees that harmonizing the opportunities between technology and the pool of skills boosts employees’ performance and interdependence with the administration akin to Uber’s business model. In a different spectrum, Appleyard (2021) indicates that the company attains customer loyalty due to the vast insightful concept. Although Bloodworth’s literature renders the key employment issues, the limitations entail inadequacy on customer loyalty and entrepreneurial strategies to elevate Amazon’s competence level.
Conclusion
Consequently, future academic research that fosters prominent investigation on Bloodworth’s literature encompasses determining relationship between technology, corporate social responsibility, and human resource management. The scholarly materials uncover Bloodworth’s intent on the imminent maltreatment towards workers while ensuring an advancement on computerization and automation process. Therefore, it is recommended different researchers utilize utilitarianism conceptual framework to adjust interdependence between effective management practices in Rugeley Amazon warehouse and the vital sustainability effect on exploiting machinery resource to boost employees’ well-being and satisfy the profit margin attainment. Primarily, it is crucial to establish an organizational culture promoting value exchange among the personnel.
Reference List
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Appleyard, L. (2021). Admiral. Invest vs etoro 2021.
Bloodworth, J. (2019) Hired: undercover in low-wage Britain. London. Atlantic.
Carter, D. (2018) Equal pay for equal work in the same place? Assessing the revision to the posted workers directive. Croatian Yearbook of European Law & Policy, 14(1), pp.31-68.
Min, J., Kim, Y., Lee, S., Jang, T.W., Kim, I. and Song, J. (2019) The fourth industrial revolution and its impact on occupational health and safety, worker’s compensation and labor conditions. Safety and Health at Work, 10(4), pp.400-408.
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Visser, M. (2019) Freedom, recognition and precarity in organizations: master & slave in the 21st century. In Working Paper presented at 35th EGOS Colloquium.
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