Professional Documents
Culture Documents
ANSWER NO 1
The structure of the organization determines how the job tasks of individuals and departments
are organized and how services are allocated. Four basic blocks make up the system. These four
aspects of the corporate framework can help to clarify these changes to Zappos face.
SPECIALIZATION
Employees at Zappos do not have titles that explain their tasks. Instead, workers at Zappos are
FORMALIZATION
Within Zappos, an employee's freedom to do his / her work as they see fit is strong because of
CENTRALIZATION
At Zappos, their employees now have the autonomy within their respective circle to decide how
to accomplish the goals at hand, instead of having to follow specific day-to-day routines.
HIERARCHY
Given the reality that management roles delegated power to their departments and today all
workers have full influence over how they coordinate their jobs at Zappos. There is also
departmental oversight from top officials, though, implying that the span of control between the
circles is somewhat inexistent, however, the span of control within the circles is also very much
intact.
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ANSWER NO 2
a)
“Making employees happy and making customers happy and making our partners happy.”
b)
Zappos continues promoting the culture of happiness; workers are empowered in innovative
ways to foster organizational happiness. Employees learn about the culture of an organization
The induction and integration of new hires of Zappos is a four-week comprehensive course.
Effective socialization enables employees to work productively and to perform various positions
within the organization. Good communities develop when the company's fundamental principles
are commonly expressed by the company's staff and when the expectations become internalized.
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c)
“At Zappos, even under its previous structure, all employees including CEO Tony Hsieh, worked
from a cubicle.”
Zappos' mission was to spread happiness, and happiness far and large. "Happiness in a Box;" it
didn't just mean happiness is for a perfect pair of shoes or clothing. But it meant that happiness
That happiness may be in the form of overnight delivery or an ideal outfit for the customers. It
could be in the process where the consumers interact with Customer Loyalty Team member. This
happiness may be for the workers when they have free time to socialize or when they feel a part
of the culture of the company. All these stuff revolve about happiness and it's linked to all & all.
ANSWER NO 3
Zappos culture is unique and quite effective because the organization believes the values should
be communicated to the employees properly. These values in turn create a strong culture and
help the organization progress through the creation of permanent or potential customers.
Zappos has developed its distinctive corporate culture by clearly defined principles that are
related to its rewards program. The induction and integration of new workers in Zappos is a four-
week intensive course. New workers often invest two weeks on the phone as agents for client
support. Successful socialization allows staff to work productively and to carry on different
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ANSWER NO 4
Besides building a positive, mutually beneficial, environment that brings workers together,
Zappos claims that fostering weirdness and enjoyment promotes inspiration and innovation. All
this helps to follow their central belief number one of 'offsetting WOW' and other fundamental
principles, like 'doing it for less.' Taken together, workers are getting increasingly interested in
their companies not just by their fingertips, but also with their brains and their souls.
The number one central value of Zappos is to "deliver WOW through service." Delivering a
"wow" consumer experience by working a little more doesn't save Zappos money, yet superior
quality, in the long run, improves the overall worth of the business and therefore its economic
goal creation. The culture of Zappos will form the basis for a competitive advantage. Zappos
culture is distinctive and can't be quickly replicated and it can be challenging to mimic the
5
ANSWER NO 5
Zappos has restructured the performance-evaluation framework to add support to its principles:
The organization recognizes employees who properly apply the values through their day-to-day
decision making. It created a dynamic rivalry focused on an online appointment network that
allows them to assign their working hours to Zappos, the customer care staff.
Compensation for increasing the staff leader, including the managers, depends partly on the total
staff efficiency. Peer influence thus exerts a strong impact on workplace compliance and
efficiency. In helping staff deal with unforeseen and unique situations and problems, beliefs, and
aspirations may provide direction. By contrast, rules and guidelines can address just fixed
conditions.