Zappos Case Study

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.

According to The Journal for Quality and Participation, "a company's culture is embedded in its DNA." With that being said, establishing a productive organizational culture is a crucial component to the success of the company, even before they are in business. In a nutshell, "organizational culture is a system of shared assumptions....which governs how people how people behave in a culture." When employees of a company are aware of what is expected and accepted, they are more likely to perform their jobs according to those set standards. Whether it be how they dress, speak, or respond to diversity, each area in an organization is highly affected by the culture. Due to the fact that organizational culture is what ultimately

They are more like a big family. At Zappos there are lots of fun activities to get the employees involved, like face painting, wacky parades, and gaming in the lounge on breaks. Employees have the freedom to dress causal and comfortable. The company ensures customer loyalty by closely training and mentoring their team, and at the end of training they offer their employees $3,000 to leave (most of whom do not except the offer after weighing the options). Besides their fun and supportive environment, Zappos offers their employees full health care benefits, free meals, and competitive salaries. Lastly, while many other companies have call centers located outside of the country, (in order to save money) Zappos call center is located in Loss Vegas. Phone calls are not timed or scripted, which gives the employees a chance to interact with the customers on a more personal

A good culture encompassing strong values, vision, morale’s and beliefs and behaviours expressed by employers and employees of an organisation can be the driver of the overall performance of a company. A good culture can help support the implementation of changes and new initiatives and are likely to be supported by those involved.

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.

However, by employing the right people, Zappos can shun or reduce the consequences of levering to a self-governing organization, creating a different application route to rule out applicants who are not well-suited with the Holarctic system, would be the idyllic

the mindset of the CEO is that there is no limit to what Zappos can accomplish with the right leadership, which can make or break a company. A company that attempts to move their company into another industry, without doing research or contact customers to get feedback on what new product they want to sale in their stores. Keeping in mind that they have to answer to their stakeholder also executive members (Ferrell & Hartline, 2013).

Zappos has created a very structural attractive company. There is a lot of room for growth with the recent purchase by Amazon.

2. The orientation program runs for four weeks, during which employees also receive their salaries. The training focuses largely on call center skills, which is applied to all new employees, regardless of position. Passing the training is a prerequisite for retaining one's position as a Zappos employee. During the first week of training, new hires are offered a maximum $2,000 for leaving the company. This strategy is used to weed out uncommitted new employees. Generally, there are very few who accept the offer in favor of their jobs at the company.

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’.

The management team at Zappos must analyze and carefully determine which path will ultimately offer the best growth potential for the company as a whole; whether that is continuing business as usual by remaining independent, or successfully merging with Amazon.com.

In the video, we have noticed an interesting thing in our video. Zappos Company define it is a company with fun with a little weirdness. As what all of us know, earlier companies were always very stringent in their rules and regulations. The working atmosphere was very static and serious. However, there is a paradigm shift in the workplace culture of Zappos. Zappos is opting for “fun with work” concept have indeed become great success and yet created a tight connection among the employees.

In the year 1999 “Zappos” an online sales company was formed. A company formed from exhaustion and frustration, yet has stood the test of time. For almost a decade, the company’s structure, its core values, business ethics, style and goals are cutting-edge.

Organizational culture has been described as shared values and beliefs that underline a company’s identity. A strong culture that encourages employees from the top to the bottom in adaptation and change can increase organizational performance by energizing and motivating employees, shape behaviors, unify personnel in the goals / objectives and align employee’s actions with the priorities of the company (Daft, R., 2013). Creating a constructive culture should be a manager’s top priority because the right culture will propel a company into a top performer in its industry.

Organizational culture is a vital aspect of any successful business or organization. A positive culture can help attract and retain loyal and committed employees, which, in turn, can strengthen relationships with customers and other partners. Just like any other asset, organizational culture must be monitored and nurtured to ensure that it reflects the organization and its