Zappos Leadership Style

company, by critically assessing the pros and cons associated with Zappos operating on a holacracy structure.

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.

Smith was involved in his corporation’s financial fraud which lasted for nearly two decades (Smith). He found himself straying away from his ethics and exposed the fraud himself which sent him to prison, but he accepted the consequences for his actions. The message I found from Mr. Smith is that we should others, as well as ourselves, accountable despite the consequences. Part of being an engaged citizen and making change happen is taking part in ethical decision-making and actions. During his presentation he said that he does not believe in business ethics because he believes in ethics as a whole- the ethics you practice during the work day are the ethics you will practice the rest of the day (Smith). I found myself agreeing with Smith, his views on ethics, and applauding the courage and integrity that he displayed when he exposed the fraud that he had been a part

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

Although I lack an extensive employment history, I’ve for two employers with very polarizing leadership styles. When I worked at Macy’s the atmosphere was very tense and this was in part because of the managers put in charge of the store. My boss, the manager of the men’s department, was very demanding and required us to meet ever increasing sales goals, credit card sales, and to sign up customers for various in-store promotional events. She would also be on top of us all the time to make sure we weren’t slacking off on company time.

3. My vision for an organization is to be a winning team; a cohesive band of competent,

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

Their Facebook page has 1,999,074 ‘likes’ and is updated daily. In For Veterans Day, they posted an engaging video honoring disabled veterans by sharing their stories and providing shoes to the vets. The video is very catching and highly relevant. Zappos successfully answers questions from (potential) customers on their posts creating a two-way relationship.

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.

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.

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.