Hsieh Zappos Hiring Process

Zappos family is put to value as a whole instead of being looked at as another associate. The core value for Zappos to its employee come from Zappos our 10 Core Values that are more than just words, they're a way of life. These Core Values continue to grow within the company and are as followed: 1. Deliver WOW Through Service 2. Embrace and Drive Change 3. Create fun and a Little Weirdness 4. Be Adventurous, Creative and Open-Minded 5. Pursue Growth and Learning 6. Build Open and Honest Relationships With Communication 7. Build a Positive Team and Family Spirit 8. Do More With Less 9. Be Passionate and Determined 10. Be Humble. With having these Core Value is actually having the idea of customer service knowing that Zappos is all about the customer and the reality is Zappo is all about the employee. The company takes great care of their employees that results great customer service that is all in the great hands of the company culture. Zappo doesn’t just look at their employee but is valued as an individual and that individual (employee) adds something to the company not just taking from that specific individual they’re potentially investing into every individual who works at Zappo’s. “Change. It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to

The personal and organizational values mirror those of Zappos cultures values. Heish wants Zappos employees to feel like family members than co-workers. He encourages employees to socialize both in the office and out. Heish personal philosophy when hiring a new Zappos employee starts with this question. “Is this someone I would choose to hang out with or grab a drink with, if we weren’t in business? If the answer is no , we wouldn't hire them”(Heish, 2012).

The Harley-Davidson value system consists of five company-wide written values they are (1) tell the truth, (2) be fair, (3) keep promises, (4) respect individuals, and (5) encourage intellectual curiosity. These values are universal in the company and govern their relationship with employees, investors, buyers and dealers (Mission Statement, 2008). “By listing values, defining them and then defining some of the key behaviors that exhibit that value in practice, Harley gives staff and clients something tangible with which to work. At the same time this effort shows that the company is serious enough to put their beliefs in writing” (Mission Statement, 2008, pp.5). Using these principles Harley-Davidson’s organization can expand revenues, increase the size of operations, and gain more market presence.

The corporate values are the result of the company 's history and found its identity, its culture. The values promoted by the company, however, can evolve to move towards the vision established.

a) Create fun and a little weirdness is one of the 10 Zappos’ values, I liked this corporate value a lot because in order for every employee to do his/her work in a good way, they have to have a little fun once in a while to make the work interesting and exciting for everyone, in this company they laugh at themselves every once in a while, and being a little weird requires being a little innovative, this way really bring success, and it’s a key to their survival, and also that way the employee does not feel that the work is boring, this value encourages people to think

However, Zappos can achieve better reviews and support through pursuing vertical integration strategy. Acquiring manufacturing factories will ensure a consistent supply of goods, and increases control over the cost and allocation of resources to achieve maximum cost reduction over the long run. Thus, this reduces uncertainties and allows management to focus on targeting a larger customer base.

The success of Zappos can be directly linked to their exceptional customer service. They take pride in their employees and customer service as everything they stand for is dependent on both. Zappos is not recognized by the products that they sell, they are renowned for their customer service and the lengths that their employees employ to ensure a great customer satisfaction experience. Hsieh believes that the most important steps when starting a business is laying the ground work to establish the right type of culture one wants to have in existence, then development of this culture and instituting these core values, and lastly hiring the right employees that will best fit accordingly to all (Bulygo, 2013).

Our values serve as a compass for our actions and describe how we behave in the world. * Leadership: The courage to shape a better future * Collaboration: Leverage collective genius * Integrity: Be real * Accountability: If it is to be, it's up to me * Passion: Committed in heart and mind * Diversity: As inclusive as our brands * Quality: What we do, we do well

As indicated by Lewis (2011), values do not directly affect behaviour. Nonetheless, values have an extremely solid impact in the manner a man feels about something, how a man conducts, and how an individual sees. Michaelson, et al (2014) explored on the work motivation theory, which proposes that values encourage people to work for an organisation and this theory tries to adjust qualities to association execution and fulfilment.

Values are important to the study of organizational behavior because they lay the foundation for the understanding of attitudes and motivation and because they influence our perception. Individuals enter an organization with pre-conceived notions . Of course, these notions are not value-free. On the contrary, they contain interpretations of

Values are the things in life that are important and meaningful to people. Each individual has his or her own set of core values which they hold dear. Core values are created through the environment, background, and experiences. My core values are respect for all, honesty, family, caring for animals, hard work, love of the outdoors and dedication. I have always

Employee personal value or Employee value proposition comprises much more than salaries and benefits, it reflects the entire employment experience at a company including benefits, career development opportunities, rewards, culture, and management style. The employee personal values should align with the company’s brand and be reflected consistently to employees. Otherwise, employees may grow cynical about the company and ultimately become less productive or leave the organization entirely. In addition to relevant skills, employers seek employees who have the personal values, characteristics, and personality traits that spell success.

The research indicates that “values are relatively stable, evaluative beliefs that guide our preferences for outcomes or courses of action in a variety of situations.” Thereby we decided to build a strong values for our organization and put forth the 6 C-values by which our company is build and bonded like the atom of Carbon - Commitment, Compassion, Collaboration, Confidence, Consistency and Credibility.

Though these values are usually never revealed to the public, they are evident in every aspect of the organizations’ business routine, from customer service, to direct marketing, to website design, to teleconferences, to the

The values of an organization form an integral part of what the organization is about. It becomes a cornerstone on which the processes and operations of the company are based (Enquist, Edvardsson and Petros Sebhatu). They are also the values which the customers see in the company’s