Zappos Case Study

Urban Outfitters is a popular clothing and accessory store that was founded in 1970, and generates success from the type of merchandise it retails, as well as through the contemporary culture and ethos that it promotes to its customers. The store has stated that it is targeted towards a specific audience that ranges from eighteen to thirty years old, who are well “educated, [and] urban-minded” (“Urban Outfitters”). Urban Outfitters offers a specific shopping experience that is unique to its store, because it focuses on a well-defined audience that is attracted by its modern environment and trendy clothes. Many individuals are unconsciously lured into the store first by the placement of the store itself, then by what the consumer can see in the front windows, and lastly by the specific and well thought out placement of the store’s merchandise. It is evident that the theories regarding retail geography defined by Paco Underhill, including the stores location, the decompression zone, the invariant right, destination items, the

Macy’s is a nationwide department store offering housewares, apparel, jewelry, and beauty products. Macy’s is one of the oldest retail companies in the United States, but our mission statement proves that we have a modern and relevant mission for the future. "Our goal is to be a retailer with the ability to see opportunity on the horizon and have a clear path for capitalizing on it. To do so, we are moving faster than ever before, employing more technology and concentrating our resources on those elements most important to our core customers." Although our customers are paramount, at Macy’s, our greatest strength lies in the skill, judgment and talent of our people. Every day our team displays a passion for the industry on our selling

The primary objective of this paper is to address three key problem areas within JCPenney: age diversity, sexual harassment, and lack of organizational commitment. These specific problems have led to many challenges for not only management, but also for employees. Without motivated and satisfied employees, the JCPenney business has been trickling down. The dissatisfaction of employees has been represented through the decrease of productivity, morale, and enthusiasm towards the retailer. Due to the growing generational gap, there has been a notable increase in workplace deviance behavior. In addition to that, with all of the recent changes within the company, employees have felt neglected due to the lack of communication

Zappos is an online shoes retailer that started its business in the year 1999. Later on the company had expanded its business to include the beauty products, clothing and even the housewares within its leading e-commerce website. This case emphasizes on the customer service department of Zappos Company and initially the business focused only on the drop ship method. Later on the company also increased the variety of the products. The company had also created a bricks and mortar storefront to expand the business and increase the sales of the business.

CJ was informally assessed by means of the Making Action Plans Inventory in the area of family history. CJ disclosed that her mother passed away a few years ago and she has a very disconnected relationship with her father. For the time being, she resides with her older brother who delivers pizza.

Zappos has made the online shopping experience very safe and easy. The marketing strategy used by Zappos has to be one of the best one in any market. Zappos took was given to them and turn the focus to the customer experience. The entire idea was to make the shopping experience better so that customers would return. The promotion of a fun and hip culture for the employees is a big reason this strategy is working. Employees are in good moods and so this passes on the customer. The Zappos atmosphere is fun. There are no sales goals for employee because Zappos wants the relationship between the employee and customer to be genuine.

Founded in 1999 by Nick Swinmurn, Zappos.com, initially named ShoeSite.com, has grown from an inventory-less, “drop-ship” shoe sales website that connected customer orders with shoe suppliers to an Internet shoe mega-retailer that recorded a reported $2.1 billion in revenue in

The threat of new entrants into the online shoe/apparel market is relatively small due to the fact that Zappos is such an established brand and has specialized their business model. It would be far too expensive for a new company to copy the characteristics of Zappos including their next day delivery and large overhead. The fact that Zappos was losing money initially illustrates this difficulty. Another issue that would create a high barrier to entry is Zappos commitment to the consumer through overnight shipping. Zappos stated that the overnight shipping caused them to leave their warehouses open for the entire day. Any other company would

Zappos is an American online shoe retailer that appeared in 1999 when Nick Swinmurn established it. After the foundation, there was industriousness towards its development and by 2009; it turned into a worldwide online retailer close by Amazon.Com Inc. Because of its accomplishments, it experienced revamping to shape ten organizations. The Zappos Family of Companies deals with the ten organizations. The notoriety of Zappos Family is a direct result of its amazing picture certify to good business conditions and engaging client administration. The organization's HR arranging and usage is affected by its interior surroundings through an execution society. The association's way of life mirrors the ten center values that characterize both the administration

Zappos’s organizational goal is to create a family-style environment that challenges workers to learn and grow every day. It wants employees to own and build the culture, giving employees the feeling that they have a saying in the company. It strives to create and preserve a culture that encourages “fun” and creativity in a family-feel environment that would attract repeat customers and spread word

Zappos started out by selling shoes online to become the world’s largest online retailer of shoes. Subsequently, in their quest to boost sales, they moved beyond footwear to become an E-tailer that sells ‘anything and everything’.

Zappos employees truly believe that above all else, the secret to customer loyalty is making corporate culture a priority which is directly driven from their Human Resource management.

Zappos.com, established in 1999, has rapidly become a strong competitor in online apparel and footwear sales. With the original corporate vison of offering the absolute best selection in shoes; the vision has evolved over the past several years to include the goal of being the retailer that “provides the absolute best service online -- not just in shoes, but in any category” (Zappos, 2014). The online retailer stocks millions of reasonably priced footwear products; carrying thousands of hard to find brand named shoes, handbags, apparel and accessories via the company website and 7,000 affiliate partners. In recognizing their rapid success, Zappos credits it to their commitment to the customer, stating,

Jcpenney's pricing marketing strategy has been a main hindrance to the success their business and service launch. According to the article, A Strategic Mistake That Haunts JCPenney explains why this business continues to lose money and will not likely experience a turnaround towards improvement. Since six years ago, when CEO Ron Johnson implemented their pricing strategy, Jcpenney has experienced slow sales growth and multiple store closings. The pricing strategy which lead to their downfall began when they replaced coupon sales with everyday low prices.

Senior human resources manager Christa Foley says one of her favorite questions is “What’s the biggest misperception people typically have about you?” She uses the question to identify candidates who are sincere and honest. Besides traditional interview questions, Zappos has some unconventional ways to learn about candidates. One of the company’s values is “Be humble.” To gauge humility, HR directors talk to someone candidates didn’t know they were supposed to impress: the drivers of the shuttle buses that bring candidates to the company’s offices. The HR directors find out whether the candidates treated the driver with respect; if not, the candidate is eliminated from consideration. Another value is creativity and open-mindedness. To test for this, the interviewer gives candidates a mockup of a newspaper and asks how many photos it contains. On one page of the newspaper, a headline states the answer. The assumption is that people who are open-minded will be paying attention and notice the headline. The recruiting team also goes to lunch with the candidates and observes how they interact with other people. The Zappos environment is loud, lively, and sociable, so candidates who are a good cultural fit are likely to be engaged with others during the meal.