Tony Hsieh Zappos

The system that Zappos.com uses is an electronic commerce information system. This system allows Zappos.com to provide great customer service, which is the company's mission. Many employees are needed to run the different components of the electronic commerce information system, some employees are new and others are seasoned workers. There are managers that train and oversee the production and service provided by employees.

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

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

Being the CEO of a company, your personality does affect the business of the company. In this article,

The bottom line for the CEO is profits, the CEO has to insure the company makes a profit; more of a profit than their competition. In order to do this, the CEO has to set their company appart and the best tool to do this is the mission statement. Whole Foods Market ® is selling a concept as well as a product and their mission statement provides the basis for their business plan.

After watching the Martha Stewart interview on Zappos you could clearly see that the company is highly successful. The employees seemed happy to be there and to be doing their job. The empowerment of being able to express your individuality and to be able to show your true personality. Having a CEO who encourages you to express yourself and who lets you know you’re doing a great job. This makes

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.

Trends ethnic looks may be returning, by seizing this market it may be an added boon,

He started to invest in Zappos which the concept came from Fred. Zappos was also faced with many issues all the time and they tried to eliminate the issues that Tony talks in Chapter 3. Also, he explains the relationship between the poker game and the business strategies. Although, Zappos was growing, they also confronted with the recession, the dot-com stock market crash, and 9/11. Tony solved the issues by selling his properties. He had recovered the business to have a good revenue again. It was a stressful period that Tony talks in Chapter 4. However, Zappos was still doing well. He backed to focus at customer service. Also, Zappos had used the Brand, Culture, Pipeline strategies for managing the organization in the long-term that he describes in Chapter 5. Tony had learned many mistakes from the past and continued developing the services and the stories. Nevertheless, Zappos sold to Amazon in 2009. Tony details the reason why he walks out the board in Chapter 6. In the last chapter, Tony asks the reader about the goal in life. He also summary the details about Zappos is about delivering happiness to the

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

CEO is in a relatively authoritative position in the company. Therefore, in the analysis of organizational issues, the first start from the CEO in terms of this case, CEO is ENTJ, a natural-born leader. His authoritative performance makes the crowd work together for a common goal. Because of this new environment for him, he doesn't clearly understand the situation in the company and cannot have a defined plan with measurable outcomes and time frames. The high turnover rate of this company makes the CEOs cannot really be the top of the company. 2.

After doing some research, the largest problem with Zappos is “a workplace where on one and everyone is the boss” (Noguchi, 2015). As their newly appointed CEO, I would stand up and take charge in order to reorganize the company. The phrase “too many Chiefs and not enough Indians” can be applied here because it is unclear who are Chiefs and who are Indians. Zappos’ lack of structure and management is a direct cause of this. In order to gain structure, I would first determine who in the company has been there the longest, who improved processes, who achieved goals within the company, and finally, who is able to manage people. Once these people are determined, we can analyze their values and personality traits so that they can be appointed to the right position. To make sure all the HRM regulations are in order, we will make sure to appoint a diverse managerial staff with different cultural backgrounds. Furthermore, we will need to assess who is best for which managerial positions. Some employees will need to be top management, middle management, and first-line management. The following chart will show which areas are needed:

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 organizational structure of Zappos.com is revered as one of Americas’ most innovative corporate cultures. The unique structure of this company has been so successful that they have a department for business-to-business consultations that assist other companies interested in adopting the model into their own organization. From a struggling start-up business to a $1.2 billion merger with Amazon.com, the company has remained true to its value of “delivering WOW through service” not only to its customers but also to its employees as well. Although there are hierarchical levels, there is a

Tony wasn’t initially sold on the concept of an Internet shoe store. He notified Inc. magazine, “It sounded like the poster child of bad Internet ideas…but I got sucked in.” After Tony became CEO he made an unconventional decision to continue operating Zappos, even selling his San Francisco loft to afford a new warehouse and once making his salary at just $24. Zappos didn’t do well for its first few years, making sales but not producing a profit. The dot‐com crash made Zappos lay off half its staff, but the company eventually recovered. By the end of 2002, Zappos generated sales of $32 million but still was not profitable. In 2003, the company decided that it had to control the whole value chain in order to offer the best customer service. They made the whole value chain from