In order to achieve that, a standardized method is important in customer service and in the operations of the many warehouses that Amazon has around the world. Providing a standardized method, workers have a code to follow and thus producing results that could cut down delays which helps the organization preserve customer satisfaction. However as far as a standardized method could help cutting down time consumption, this cannot be applied to creative departments. The fast paced society with ever changing trends cannot be paused with a standardized procedure. Amazon, an expanding organization which requires out-of-the-box ideas cannot be bound by standardized methods in exploring and discovering new markets.
The second principle refers to selecting and training people best fitted to accomplish tasks and achieve desired results (Thompson, 1915). Bezos held onto one belief that hiring the best and brightest is the key to Amazon's success (Stone, 2013). He had said, "I'd rather interview 50 people and not hire anyone, than hire the wrong person." There is even a 'bar-raiser program' where current employees of the company would interview and evaluate candidates, setting high standard. The idea of 'bar raiser' is to raise the bar higher each time. Bezos insisted that the standard to be raised for the next hire each time they have hired a person. Indeed, hiring the right people to do the right job is important as different people have different specialties and bringing up their specialties helps the company to operate in an efficient way. However, a person does not only possess one talent. Taking Bezos as example, he was described by Bruce Jones, his subordinate, as a person who has "unbelievable ability to be incredibly intelligent about the things that he had nothing to do with". In order to be outstanding in this fast-paced world of internet, it is helpful if Amazon allow its employees to grow in different fields, mastering different skills, enabling the organization to expand in various ways.
