The corporate culture of the company is nurtured and developed by its management team. Zappos has a very strong corporate culture. The core values of the business and its culture have a strong influence on all aspects of the business, including the company’s supply chain. Employee training and the hiring of the right employees were vital in growing and maintaining the current culture. Other competitive dimensions include the customer service training and employee development
The back office job was equally important. They carousel and Kiva systems ensured that they were able to provide what was promised on time. Clothes: Another major success factor was how Zappos was able to pull in close to 300 brands which offered shoes and clothes. This enabled them to provide whatever the customer was looking for. The employees at Zappos gave detailed explanation of the products on the site with photos from different angles.
It shapes their corporate culture and employees can pride themselves on respect and integrity to each other and to the customers. The company offers great health benefits for the employees and their families. These employees are, however, required to socialize with each other in and outside the workplace. Zappos organizes outings for everyone with the belief that it improves trust and friendships between the workers. In 2015,
Introduction: The present study deals with the aspect of culture in an organization alike Zappos; operates principally and solely in the ecommerce trend of making business. As mentioned in the case study, culture is one of the main concerns of the flourishing organization that in turn had been maintained within the business process of Zappos. Along with this inter-organisational culture had ‘became the mantra’ in Zappos, the process of integral success had merged into creating happiness in and within the brand; in and within the company, service, creating and hiring the cultural fit. Brief History of Zappos: The brand Zappos was fortuitously founded in 1999 by Nick Swinmurn who actually was in search of a pair of right size of shoes. However,
Amazon’s culture is based on employees’ competiveness, hard work and innovation. This corporate culture however brings a really stressful environment among the organization. For the past years, the company lessened the impact of a negative culture whereas the financial reports as well as the innovation were reported as the most important things. Nevertheless, organizational culture is nowadays becoming really important. It was for example seen in the Harvard Business Review when the CEO of Amazon went from one of the top ranked CEO in 2014 to the 87th position in only twelve months.
The company has a short time frame within which an idea is implemented. For instance, Zara designers may conceive a particular design that may seem fashionable at the current time and ensure that clothes are within the retail outlets within ten days. The speed of innovation and invention favors the versatile customers who love moving with the fashion trends. Zara, however, ensures that it releases few clothes to test the market thus saving the company on huge inventory costs that would lead from a dead stock. Notably, Zara has shied away from the top-down decision-making approach because the company understands that the employees are more inclined to understand the consumer trends.
In his best-seller « Delevering Happiness » he explains how Zappos.com succeed to become the number one in the shoe market in US. His leadership is extraordinary because based on the happinness of the other. Zappos was quickly oriented on the customer experience, so they made everything possible de make the customer happy. But to achieve that, he also succeed to make his employees really happy first. Everything in his management is oriented to create the best place to work.
From the case study, it would seem that the company has an innovative culture to some extent. There is a small hierarchy of management but employees are encouraged to bring their ideas to the advisory board who will then discuss these ideas with top management. This is furthermore
This risk increases through hyper-responsiveness, which is constant catering to the customer’s needs and wants, while abandoning the organizational culture. Put another way, “loss of organizational culture is when processes of mirroring and impressing become all-consuming that they disassociated from the processes of reflecting”. Seen in Zappos’ CEO, “If I’m living my life through these 10 core values, it all goes towards building the Zappos brand while shaping me personally as well”. In conclusion, Zappos has some potential to suffer from cultural narcissism and decline, although because of their constant innovation, open communication, self-reflection, core values and top management team the current risk is not
So we're trying to figure out how to structure Zappos more like a city, and less like a bureaucratic corporation. In a city, people and businesses are self-organizing. We're trying to do the same thing by switching from a normal hierarchical structure to a system called Holacracy