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Learn MoreAmazon: Industrial Athletes or Victims of the System?
In recent years, Amazon has actively used the term "industrial athletes" to describe its warehouse workers, encouraging them to prepare their bodies for physical activity, similar to how athletes prepare for competition. This concept is supported by a health brochure published by Motherboard, which introduces the "Working Well" program. The program includes recommendations for preparing for jobs where workers can walk up to 13 miles and lift up to 9 tons per shift. This approach emphasizes the importance of employee fitness and health, as well as the company's commitment to optimizing work processes.
The 2020 brochure claims that "at Amazon, you will become a true industrial athlete." We want you to feel better about yourself and do your best! However, the content of this document raises questions about the actual working conditions of the company's employees. The need to improve the quality of the work process and care for the well-being of employees is becoming an increasingly pressing topic of discussion in the field of labor and corporate responsibility.
The Working Well program offers valuable recommendations on nutrition, sleep, choosing comfortable shoes, and optimizing the workspace. The brochure concludes with a section with tips on stretching and massage. However, experts emphasize that this may not be enough to fully address the current problems faced by employees.
Critics of this initiative emphasize that professional athletes prepare for competitions with clearly defined deadlines, while Amazon workers are forced to work without the necessary time for rest and recovery. In 2020, more than 24,000 company employees were seriously injured, which is twice the injury rate at similar companies in the US. This highlights the need to create safer working conditions and provide employees with sufficient time to recuperate.
Psychologist Anna Shepel, who works at Skillbox Media, emphasized that brochures can be a useful addition, but without real changes in working conditions, they will not have a significant impact. She noted: “If work schedules and performance requirements are not reviewed, the term ‘industrial athlete’ will only cause dissatisfaction among employees.”
Despite Amazon’s efforts to improve its image through employee support programs, working conditions at the company continue to raise serious concerns. Workers demand not only stretching recommendations but also decent working conditions, which requires attention and action from management. Improving employee working conditions is key to increasing their satisfaction and productivity.
Worsening situation at General Motors: mass layoffs or hidden layoffs?
In 2019, General Motors (GM), the leading American The automaker announced it would cut 14,000 jobs. This decision affected approximately 15% of the company's North American workforce and 8% of its global workforce, causing significant changes to the company's structure and production capacity. The layoffs were part of GM's strategy to optimize costs and adapt to changing conditions in the automotive market.
The main reason for the layoffs at GM was the closure of five plants in the United States and Canada as part of a large-scale restructuring. Instead of openly acknowledging these actions as layoffs, GM management used the term "non-distribution," which caused significant discontent among both the public and labor unions. This wording led to increased criticism of the company and exacerbated tensions with workers.
This wording is perceived as an attempt to deceive employees and avoid fulfilling their obligations under labor laws. These actions have negatively impacted the company's reputation, especially in the face of increasing competition in the automotive market. It's important for businesses to comply with all legal regulations to maintain the trust of employees and customers.
Psychologist Anna Shepel emphasized in an interview with Skillbox Media that for laid-off employees, there's no difference between the terms "layoff" and "not redeployed." However, this subtlety is crucial for company management. Understanding such nuances can aid in personnel management and improving corporate culture.
Managers instructed to downsize experience significant stress and guilt over the fate of laid-off employees. It's important for companies to pay attention to their image in the media. Using the phrase "not redeployed" can create the false impression that employees are simply being held in reserve. Maintaining the right public perception helps avoid negative consequences for the company's reputation and contributes to a smoother downsizing process.
McDonald's: Changes in the company and their impact on
McDonald's tries to play down the issue of mass layoffs, but changes within the company are inevitable. In 2018, as part of a significant restructuring, CEO Chris Kempczinski used cautious language to describe possible workforce reductions. These changes could impact the company's future strategies and its ability to adapt to new market conditions.
Kempczinski noted in his internal letter: "I understand that change is not easy. Eliminating certain levels within the company means that some employees will, unfortunately, leave our organization." These words underscore the importance of the ongoing transformation and the company's desire to maintain its positive image. The situation requires a careful approach to change management, which is key to maintaining stability and trust among the remaining employees. It is important that the company continues to actively work on improving its corporate culture and communication to minimize the negative impact of the changes.
McDonald's, like Amazon, isn't just restructuring; it also provides its employees with financial management resources. In 2013, a leaked instruction manual advised employees to cut food into small pieces to create a feeling of fullness. The memo also advised against complaining, as it could increase stress levels. This approach emphasizes the importance of not only employees' professional growth, but also their personal well-being.
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LowPayisNotOk.org, an organization advocating for the rights of low-paid workers, described such advice as "insulting." At the same time, psychologist Anna Shepel noted that McDonald's recommendations are less manipulative than similar advice from Amazon. According to her, McDonald's advice is more reminiscent of recommendations from literature on financial literacy and psychological resilience for low-skilled employees. Shepel shared her opinion in an interview with Skillbox Media, emphasizing the importance of adequate recommendations for this category of workers.
Walmart and Trade Unions: Partnership Problems
Sam Walton, the founder of the renowned Walmart chain and Sam's Club, has been repeatedly criticized for his approach to labor relations. The key criticism was low employee compensation, which caused discontent among both employees and labor relations experts. This situation attracted public attention and became a subject of discussion in various circles. Despite the companies' success, Walton's approach to HR management remains controversial and requires further analysis.
Early in my career, I was excessively frugal and did not always provide adequate compensation to my employees. Store managers had nothing to complain about, since we viewed them as partners. However, the situation with rank-and-file salespeople was different—their pay often did not match their efforts. These reflections by Walton from his memoir, "Made in America," highlight the importance of fair pay for building an effective team and a successful business.
During his trip to England, Walton came to the conclusion that Walmart employees needed to be viewed as partners. He proposed introducing stock options that would allow workers to share in the company's success. This innovation, in his view, would increase corporate morale and strengthen the relationship between management and staff, contributing to a more cohesive team and improving the company's overall results.
We strive to ensure that every employee understands the value of their work. A strong corporate culture is a key factor in keeping us ahead of the competition. By creating a comfortable and motivating work environment, we foster talent development and increase overall team productivity.
Psychologist Anna Shepel of Skillbox Media emphasizes that the practice of granting stock options to low-paid employees is becoming increasingly common. According to her, this arrangement allows workers to anticipate future financial rewards, which, in turn, serves as additional motivation to improve their performance.
Despite its stated support for partnerships, Walmart actively discourages unionization. In 2005, the company closed a store in Quebec after employees voted to form a union, citing unprofitability. Many workers are afraid to unionize because discussing labor issues is taboo. This creates an atmosphere of fear and resentment among employees, which negatively impacts their working conditions and rights protections.
Walton expressed the opinion that Walmart does not need unions, arguing that their actions are often "too aggressive." He believed that such unions generate conflicts between workers and management, which, in turn, negatively affects the quality of customer service and reduces the company's competitiveness.
Walton argued that the camaraderie and partnership at Walmart, joint profit sharing, and stock option programs are more effective than working with unions. This approach contributes to a more cohesive team and increases employee motivation, which, in turn, has a positive impact on the company's overall productivity.
Walmart's wages remain low. In 2019, 17,000 employees of the company organized a strike demanding a pay raise. Furthermore, in 2008, Walmart was forced to pay $352 million to settle 63 lawsuits related to wage violations. These facts highlight the ongoing problems with workers' compensation, which is causing public concern and criticism from labor unions and advocacy organizations.
External Opportunities for Career Advancement: How Corporations Use Euphemisms
In modern business, euphemisms are becoming increasingly important, especially in the context of complex topics such as layoffs. In 2013, Jason Goldberg, CEO of Fab, announced the layoff of 100 employees in the Berlin office. Instead of openly discussing the layoffs, he presented the situation as an "opportunity to immediately begin looking for a new job." This statement, according to Bloomberg, was an attempt to soften the negative consequences for both employees and investors. The use of euphemisms in business communications highlights the importance of a thoughtful approach to communicating difficult decisions, which helps preserve corporate image and minimize stress for employees. Other executives have also used interesting language to describe market conditions. In 2011, Ralph Quincey, CEO of TriQuint Semiconductor Inc., noted "increased cloud cover with low visibility," illustrating the company's difficulty in predicting market changes. Lennox International CFO Bob Howe, during the same period, described market fluctuations as "headwinds," emphasizing their unpredictability. These metaphors highlight the challenges companies face in a volatile marketplace.
A key point is the situation with Justin Milne, the head of ABC television, who fired presenter Emma Alberici and suggested that she discuss "external career opportunities." Such wording often causes confusion and criticism, since it can be perceived as an attempt to disguise the true reasons for dismissal.
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