Organizational Structure: Zappos Essay

Unlike Starbucks, Macy’s is not doing very well, as evidenced by the fact they announced last month the impeding closure of 68 stores (Peterson, 2017). The company has been struggling for a few years with the growth of the internet and online businesses such as Amazon making their brick and mortar stores impractical in modern times. While the number of stores may not seem like as much of a problem as it is, as other companies have had to close down more in recent years or go out of business in general, this is a symptom of larger problems in both the company and the industry.

One key responsibility of working as a manager is to recognize the best way to organize and run an organization. A manager who can work with and put into motion the structure and plans of a company is very important to the life of the organization. Chief Executive Officer of Chick-fil-A Dan T. Cathy is an example of such a manager and business owner. Chick-fil-A began its journey in 1960 in Hapeville, Ga. Since then the second

The company is geographically located in most major united states locations. It employs a hierarchal organizational design. One of the contributing factors to its success is the company’s success in providing a dining experience for its customers that excel in choices, price, customer service, and serving size. The company is known world-wide for its delicious cheesecakes with the key factor being the variety.

According to Bateman and Snell, “Two fundamental concepts around which organizations are structured are differentiation and integration” (2011, pg. 227). Differentiation refers to the different units that work on different kinds of tasks with the use of different skills and work methods in an organization. These differentiated units are combinedand coordinated into an overallproduct for the purpose of achieving the organization’s mission as the result of integration. The two fundamental concepts indicate how the organization

As the Atha Corporation grows changes will need to occur to the structure of each functional area. Within H.R. we added two more Human Resource Generalists. These generalists will simply be used for management to delegate more tasks and take on the goals planned. One new generalist will focus on culture, incentives, welfare and safety, and employee counseling. The other will focus on recruiting, building space planning, performance management, and committee facilitation. Each of these focused tasks tie directly into the goal, objectives, and plan already laid out for this department.

The following report provides details of the Macy's top directives, who are in charge of the management of the company. Macy’s operates in a functional organizational structure being since January 2004, Terry J. Lundgren, the Chairman of the Board; also, he has been since February 2003 the Chief Executive Officer of the Company. Since January 2003, William S. Allen has the position of Chief Human Resources Officer, and the President of the Company since March 2014 is Jeffrey Gennette (FORM 10-K, 2016).

Topshop was founded in 1964 in Sheffield within the ladies fashion store chain Peter Robinson Ltd. The first official stand alone store was opened in 1974, followed by Topman being introduced in 1978 exclusively for male customers. Topshop has over 300 stores in the UK and over 100 stores internationally and has a flagship store in both London andn New York. It is part of the Arcadia Group which also owns Dorothy Perkins, Burton and Miss Selfridge.

Nordstrom has a different corporate structure than most stores. The corporate structure in order, first to last: customers, employees, supervisors, middle managers, vice presidents, than the CEO. Nordstrom’s consumer culture and reputation is all about how it empowers the frontline employees to succeed. Nordstrom wants to do what they think is right for customers. Everyone at Nordstrom starts at the “top” regardless of the employee’s job title is currently (Haaff).

Google, Inc. is a corporation that is known for innovation and amazing leadership practices. Google’s greatest innovation may actually be its managerial practice. Google is not led by a single CEO, but by a team that gives it immense strategic and management strength. (Nussbaum, n.d.) Engineers at Google are able to work on their ongoing projects 4 days out of the 5 day work week, and one day a week is designated for potential ideas of their own choice. (Sawyer, 2009) Google has innovation reviews, where each executive presents the most promising ideas from within his own division. The CEO is at these innovation reviews to listen to these innovative ideas. Another way to ensure that some of these ideas have the opportunity to be developed is to allow the engineers to work on these ideas for more than one day a week and in some cases full time. Allowing time to be creative and develop ideas is embracing the art of innovation and

His approach is person and situation specific. The modern management styles employed by Hsieh at Zappos, while unique, are effective in the proper environment. Zappos employees are noted to be incredibly enthusiastic about the Zappos brand, the company’s core values, and its workplace. Both Zappos unique culture and its management practice of encouraging work-life integration do seem to place emphasis on the need for particular personality traits in company employees. Individuals who are comfortable with a non-traditional workplace environment might thrive in Zappos unique environment. Individuals who prefer to maintain boundaries between their work and home lives and also prefer more traditional environment, as it relates to professionalism, may encounter conflict at Zappos.

Zappos has tackled some serious challenges, handling them with quickness, strength, and accuracy. The first was the 2008 Layoff. Due to the economic times, Zappos had to lay off 8% of their cherished employees. This was a hard choice as the company treasured every staff member. They were straightforward and open about their financial circumstances and the employees fathomed why they needed to take these actions. Employees who were laid off received six months of COBRA health insurance coverage, paid for by the company. The second ethical challenge was the union with Amazon in 2009. Customers were puzzled on why Zappos had decided to join with Amazon. Instead of leaving their devoted customers speculating, they openly articulated the circumstances. Tony Hsieh shared the motives on why Zappos made this decision, guaranteeing that is was to the advantage of the customers. The existing board of directors did not want the company to focus on their clients but to alter attention entirely to product sales. Hsieh did not want to abandon the customer-centric model that Zappos was originated upon, and decided he must take action. In order to buy out the board, Zappos needed to come together with Amazon, a company that not only accepted but endorsed their value to customers. In the end, Zappos and its customers benefitted from the unification. Soon after, the company faced some of its major challenge concerning technical

Online collaboration can be an effective tool in recording and documenting all the new processes that are being created for future managers as well as employees. A repository of all information that is generated from brainstorming and collaborative writing can store key information on important people, liabilities, responsibilities, technology and employee information. The owner will have to make time to give the new managers an orientation of his ServeNow chain while discussing his most fundamental values and goals for having this business. These goals can include providing excellent customer service, and the best quality at the best price. Zappos is a

Johnson & Johnson is a global American health care manufacturer founded in 1886. The Family of Companies – as they call themselves – consists of more than 250 operating companies in 60 countries employing about 118,000 people worldwide. (J&J)

In contrast with McDonalds their success is from globalization. Since the early 1940’s McDonalds has been a burger business, and accomplished to be the first one’s to become global. McDonalds has invested into several community organizations that helped the business to earn trust from the communities and gave more of a positive outlook towards their restaurants. They support their own employees, their families, and other groups of society in every country where it has business. McDonalds has website links to promote healthy living for kids, teens, and Latin and African Americans. McDonalds Happy Meals, McDonalds for teens, Me Encanta, and 365Black. They have corporate governance, which shows in detail of their operational structure. There is a whole webpage that is dedicated to explain about what is their drive to stay successful, what the board of

The organization I have selected for this assignment is Donut king which is in palms mall Shirley, Canterbury. The main rezone of choosing this retail store is that is very familiar with this store because am working here. An organization is a formal structure of roles and positions put in place to achieve some specific goals. The structure of a retail organization defines the role of employees and the way in which the organization functions. To design an effective retail organization structure, managers/ owners must define store objectives, identify the tasks, classify the tasks and jobs, and assign responsibilities and authority to various positions, and define the relation between them.