How are the artifacts of organizational culture evident in each of the three companies?

how do you
think they can improve on these?

Zappos- Zappos, a well-known online shoe retailer with excellent customer service, has a number of
artifacts that stand out among the other cultures. For example, workplace environments often
congested with employees' personal belongings. Party decorations are strung around the office, linking
each brightly adorned cubicle. Unlike most corporate offices, which encourage employees to bring as
few personal stuffs as possible to work, Zappos' offices are crammed with amusing, decorative items
that seem to represent individual personalities. In addition to the actual work areas, the office's
behavior stands out as distinct from that of most other organizations in terms of culture. It's rare to see
someone at Zappos without a grin on their face. Employees are encouraged to dress up and hold
workplace parades, showing a positive working environment. Overall, the culture appears to be quite
happy and alive, yet the artifacts indicate that there is a lack of professionalism.

Best Western - Cleanliness and quality of hotels and facilities, product consistency, quality of brand sales
and on-site employees, health and wellness alternatives for guests, and overall value were all high
points for the Best Western plus brand. Brand western was also praised for its good communication with
travel purchasers, responsiveness to safety, security, and sanitation concerns, and ability to continue
important company operations in key places. Best Western pays attention to and responds to the voices
of travel managers and travelers in order to comprehend and provide what is most important to them
throughout their stay.

Southwest Airlines - is the world's largest low-cost airline corporation. One of the reasons why this firm
has had such success and has been profitable for every year of its existence, excluding the year in which
it was founded, is not only because they have a strong and obvious strategy, but also because it is
consistent with the company's culture. Employees are known for being extremely dedicated to the
organization's goals. Employees were able to behave in a more appropriate manner when faced with
difficult decisions due to the clearly expressed ideals and norms with which they could identify.
Southwest's approach to culture has served as a model for corporations around the world struggling to
grasp the notion. Herb Kelleher, one of the business's founders and former CEO, has always placed a
strong focus on cultivating a culture that understands what the company is trying to do and how. He
wanted people who would be delighted to do their jobs, and he chose them in such a way that they
would not have to control their decision-making, but would instead suit the purpose in such a way that
they could trust them when it came to making them. Their strategy is to have fun at work and treat
coworkers as friends in whom they can put their trust. People are grouped together as a family, and if
someone has a personal celebration or grievance, Southwest wants to be a part of it, either by giving
support or joy