Wk3 Project: CEO Selection Remember: Use the same organization you identified in the Week 1 portion of the project. Company Name: AMAZON ??? Week #? Course

Wk3 Project: CEO Selection

Remember: Use the same organization you identified in the Week 1 portion of the project.

Company Name: AMAZON

Throughout this assignment, the critical importance of finding the right successor for the company’s CEO is paramount. The right candidate needs exemplary leadership, vision, and strategic planning abilities along with many of the other personal and professional qualities that have been discussed in this course thus far.

To begin finding the right successor, conduct a detailed analysis of the given organization’s current CEO, including the strengths, weaknesses, leadership and communication styles, and personal characteristics that make this leader dynamic and successful.

· What are the attributes of the current leader that you want his or her successor to possess? Why are such attributes necessary for a successor?

· What are the characteristics or traits of the current leader that you do not want his or her successor to possess? Why are such attributes not desirable?

· What other traits might need to be considered?

· Is there a job description available for your CEO? What are the specific knowledge, skills, and abilities necessary for the position?

Based on your research and answers to the above questions, you should be able to:

· Create a matrix or job audit form describing the ideal candidate to succeed the current CEO.

· What are the essential personal and professional qualities to identify in candidates (i.e., what must you find out about candidates)?

· What are the important but perhaps less essential qualities (i.e., what would be good to know but should be secondary issues compared to the essential qualities?)

· Describe in detail the methods and tactics you would use to identify, source, recruit, and screen candidates, both internally and externally, for the CEO position.

· Include strategies for identifying the candidates with the personal and professional qualities that you desire in the next leader for the company.

Submission Details:

· Support your responses with examples.

1. Submit your paper as a 5- to 6-page Microsoft Word document, using APA style.

1. Each Covered Heading must contain 3+ credible cited sources and a conclusion summarizing talking points.

1. Due by 5/12/25 at 7:30pm CST  

Requirements:

1. Make certain to include in text citations from your course text in addition to your outside leadership resources within your main post. This adds credibility to your argument. [Textbooks]: Hughes, R. L., Beatty, K. C., & Dinwoodie, D. L. (2014). Becoming a Strategic Leader: Your Role in Your Organization's Enduring Success  (2nd ed.). San Francisco, CA: Jossey-Bass. 978-1-118-56723-4 and Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge , (6th ed.). San Francisco, CA: Wiley. 9781119278962

2. No plagiarism will be tolerated. Must be in 7th Edition APA format with cited sources within the last 5 years.

3. No AI support, score must be 0% and less than < 10% score on Turnitin

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Amazon Succession Planning – Week 1 Project

Student’s Name

Course Name

Institutional Affiliation

Instructor’s Name

Date

Amazon Succession Planning – Week 1 Project

Organizational Overview

Jeff Bezos started Amazon.com, Inc. in Seattle, Washington, in 1994. Amazon, which began as an online bookshop, now operates in cloud computing, artificial intelligence, digital streaming, logistics, and consumer electronics. Amazon offers AWS, Prime, Alexa, Fresh, Kindle, and Whole Foods Market. Amazon is one of the world's largest employers and digital innovators, with over 1.5 million employees and over 20 worldwide marketplaces (Kumar, 2025).

Amazon's goal is “to be Earth's most customer-centric company, where people can find and discover anything they might want to buy online.” Customer satisfaction, technical innovation, and operational efficiency are central to this strategy. Profits are reinvested in new companies and infrastructure in a market-driven, long-term strategy. Amazon's strategic position is to sacrifice short-term profits for future dominance, as seen in drone delivery tests and machine learning optimization. Its constant innovation has changed customer habits, raised market expectations, and set new delivery speed and digital integration standards (Hughes, Beatty, & Dinwoodie, 2014).

Leadership Structure and Organizational Culture

Amazon is very hierarchical but intimately intertwined with decentralized operations. Our CEO, Andy Jassy, reports to a Board of Directors chaired by Jeff Bezos. Senior Vice Presidents (SVPs) answer directly to the CEO and supervise Amazon's major business sectors include AWS, Global Consumer, and Digital Content. Despite its top-down structure, Amazon empowers smaller teams with the "two-pizza rule," feeding them two pizzas. All operational layers can experiment, innovate, and be agile with this approach (Kouzes & Posner, 2017).

Amazon's 16 leadership principles guide its ethics and operations. "Customer Obsession," "Invent and Simplify," "Bias for Action," and "Dive Deep" are examples. These principles require initiative, analytical thinking, and relentless excellence from employees. The rigorous performance evaluation method includes goal setting, metric tracking, and peer evaluations. This setting has created an elite performance culture but has been criticized for being too rigorous and unforgiving. Long hours, workplace stress, and strong internal competition indicate a culture that prioritizes productivity and innovation over employee comfort.

Following Bezos' 2021 departure, CEO Andy Jassy shares many of these principles. After his rise, charismatic visionary leadership gave way to rigorous implementation. After building AWS into a $90+ billion division, Jassy led Amazon through post-pandemic turbulence, more regulation, and changing public expectations (Antonopoulos, 2023). He manages cloud infrastructure and B2B interactions with stability and business acumen. His insider understanding of Amazon's procedures has preserved culture while seeking minimal openness and labor relations improvements.

Current Challenges Facing Amazon

Amazon faces internal and external problems despite its dominance. Innovation-workforce sustainability balance is a major concern internally. Warehouses and fulfillment centers have high turnover, which is concerning. High-pressure employment, continuous performance monitoring, and lack of union representation have made blue-collar workers dissatisfied. Corporate personnel are stressed by continual appraisals and the “rank-and-yank” mentality that cuts low performers (Kouzes & Posner, 2017).

Another challenge is increasing enormously while remaining agile. Amazon must avoid bureaucratic bloat that hinders innovation in huge firms as it enters healthcare, logistics, and fintech areas. Scaling operations while maintaining its entrepreneurial spirit is difficult. Amazon also faces rising ESG standards. Investors, regulators, and the public want more environmental, labor, and ethical sourcing transparency. Amazon's Climate Pledge intends to reach net-zero carbon emissions by 2040, but critics say it is insufficient given its global carbon footprint (Erb et al., 2022).

Amazon faces growing global regulatory scrutiny. The US Federal Trade Commission (FTC) has investigated the company's market dominance, data practices, and acquisition techniques. The EU, India, and other large markets have launched antitrust investigations. Amazon may be unable to buy competitors or manage third-party marketplace data due to regulatory pressure. Amazon's reliance on data and algorithmic management brings cybersecurity threats from data breaches and AI misuse.

Impact of CEO Resignation

In this high-stakes climate, CEO Andy Jassy's exit would leave a leadership vacuum. The resignation of Jassy after four years as CEO will affect Amazon's operations, strategy, and culture. Stakeholders may view his departure as a crisis or transformation because he helped shape AWS and Amazon's transition after Bezos. Jassy's resignation may unnerve top leaders and managers who relied on his consistency and operational clarity. Teams directly related to AWS, Amazon's most profitable division, may experience departmental disagreements, strategic drift, or low morale without a stabilizing figure.

Additional demand would affect organizational culture. Jassy's analytical, principled leadership approach fit Amazon's ethos of deep dives and metrics-based decision-making. A CEO with a very different approach, especially from outside the organization, may struggle to fit these cultural standards. Long-term employees who have embraced Amazon's leadership values may resist change. Jassy's data-driven teams may be confused by new strategic priorities or leadership philosophies that depart from Amazon's “disagree and commit.”

Financial markets may respond volatilely. Amazon's senior leadership affects shareholder trust, and any leadership change could affect stock prices. Institutional investors would instantly assess the succession plan to determine if the next CEO could sustain growth in AI integration, worldwide expansion, and sustainability. The move could also allow Microsoft Azure, Alibaba Cloud, and Walmart to steal market share from AWS or Amazon Retail, especially in vulnerable areas.

Governance-wise, the Board of Directors' succession planning and preparation will be scrutinized. A botched transition might damage Amazon's leadership pipeline's reputation. Conversely, a transparent, strategic, and values-aligned selection process could reinforce confidence in Amazon’s long-term stability. Succession planning at this level is not simply about naming a replacement; it is a strategic imperative that affects every facet of the organization’s performance and reputation (Hughes et al., 2014).

Conclusion

Amazon's size, complexity, and worldwide reach require a proactive leadership succession strategy. Strong, imaginative leadership is crucial as the company navigates changing markets, regulations, and internal constraints. To maintain continuity and creativity, Andy Jassy's resignation would require immediate, strategic action. Amazon can turn this disruption into rejuvenation with a succession strategy based on strategic leadership, cultural alignment, and rigorous applicant assessment. Great leadership prepares a business for an uncertain and dynamic future.

References

Antonopoulos, D. (2023). Financial performance and strategy for Microsoft and Amazon during Covid-19 pandemic.  Dspace.lib.uom.gr. https://dspace.lib.uom.gr/handle/2159/28420

Erb, T., Perciasepe, B., Radulovic, V., & Niland, M. (2022). Corporate Climate Commitments: The Trend Towards Net Zero.  Handbook of Climate Change Mitigation and Adaptation, 2985–3018. https://doi.org/10.1007/978-3-030-72579-2_146

Hughes, R. L., Beatty, K. C., & Dinwoodie, D. L. (2014). Becoming a strategic leader: Your role in your organization’s enduring success (2nd ed.). Jossey-Bass.

Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge (6th ed.). Wiley.

Kumar, V. (2025). The Economic Value of Digital Disruption. In  Management for professionals. Springer Nature. https://doi.org/10.1007/978-981-19-8148-7

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