Good Research Paper About Why Culture Is Effective For The Zappos

Introduction

A high-performance business enterprise bases its objectives and goals on growth and learning and provides its employees with the necessary tools and technology they require for success. As a result, an open and inclusive atmosphere created by high-performance organization help it have low turnover because the employees are happy working for it. Such an organization recognizes that its members of staff and teams are imperative for their success. The CEOs of high-performance organizations connect the employees at all the levels to the organizational mission and strategy for the fulfillment of that mission. They also create the most excellent organization structure and support system to drive the strategy. What’s more, these CEOs ensure that the behaviors within their organizations are the precise ones required to make the strategy and structure work. For this reason, this paper elucidates why Zappos’ culture is so effective. In explaining the effectiveness of Zappos’ culture, the paper delves into the organization’s strategy and structure and describes how their structure and culture help in strategy execution.
Zappos is committed to legendary service through remaining customer driven. The company incorporates its shared vision through mutual respect along with admiration for its workers. Zappos’ CEO, Tony Hsieh sees all the employees as an integral part of the company’s corporate culture. The company desires to be the top in customer service (Michelli 30). The company is fully committed to its employees. Many companies take culture as something for granted. In fact, culture is important in raising employee morale, improving the quality of their work, and increasing the overall profits.
Zappos attributes its success to the culture. In fact, the company’s corporate culture is the bedrock of their day to day operations. The company has a stringent hiring policy and a low turnover. For a long period, Zappos has been a role model for the corporate culture. The company is doing away with the hierarchical structure. It aims at completely replacing its traditional organizational structure with a flatter operating structure characterized by absence of managers or job titles. The organization aims at empowering its members of staff through organizing itself into roughly 400 different circles. As a result, the workers will have multiple roles, become more accountable, and create company-wide transparency.
Zappos’ corporate culture distinguishes it from the other companies. Zappos believes that attracting talented individuals and making the staff enjoy their work naturally develops brand power and great service. The company’s culture fosters self-leadership and exemplifies the empowerment model. The core values of this company define its organizational culture. Ideally, these values cultivate as well as support the organization employees, their individualism, their commitment, and their behavior. Zappos’ values are what individuals do as well as how they feel doing it (Michelli 16). Their “WOW” approach supports innovation and self-awareness. The company supports tolerance, encourages, and promotes decision-making skills. In fact, the company’s organizational culture embraces growth, self-awareness, a greater good for all, commitment, and learning. For this reason, the company’s culture unique as it is adjusting, transforming, and ever-changing. Zappos’ structure and culture assist in strategy execution. Both the structure and culture are the two essentials of the success of strategy execution at Zappos. The company’s culture is clear, and their structure is aligned. The two are solid and strong, hence increasing their chances of success in strategy execution.
Zappos’ culture aspects make it very effective. For one, the coaching offered to the employees by the company’s full-time life coach makes the workers happy and, as a result, increases their productivity. In addition, the company empowers its employees to do anything they want to wow the client, and this increases their autonomy leading to improved results. Zappos hires the right individuals and focuses on their career development. Their pipeline training strategy in every department ensures that the employees are right. The hiring managers at the company seek the individuals who fit the culture before those who fit the required skills. These managers consider the skill set as something that is teachable (Michelli 45). What’s more, Zappos is extending this strategy to the college freshmen to make sure that they will be ready for the company’s work experience when graduating. The company has been able to attract as well as maintain a workforce that is dedicated due to its culture. As a result, many people recognize the company as an exceptional customer service company. Additionally, the company’s culture has facilitated its growth to become the most admired on-line shoe retailer.

Works cited

Michelli, Joseph. The Zappos Experience: 5 Principles to Inspire, Engage, and Wow. McGraw Hill Professional, 2012.