Tony Hsieh Zappos

For Tony Hsieh, the Zappos brand is less about a particular type of product and more about providing a good customer service. This means that he largely cares about the welfare of his employees and customers. An evidence of him being such an altruist leader was when the blog search engine Land called him “the

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

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.

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

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

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

In order to be successful in the long range, the CEO's strategy must encompass countless factors. He must devise a plan to grow the business in the face of competitors, not only from within the United States but from any and every region of today's global economy. The CEO calls the plays for a team of tens (and sometimes hundreds) of thousands of workers. All of the actions of every employee and every aspect of the business must be coordinated and integrated to produce the cars, computers or CAT scanners that yield profits to the company. It is the CEO who is responsible for that integration.

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

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.

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.

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:

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

The CEO of Zappos Tony Hsieh depends on two focus areas to manage a successful business, customer service and culture. Zappos commitment to the highest level of customer service is legendary in the industry. Hsieh believes that his organization could be prosperous, regardless of the product they are selling, based solely on the customer experience. The culture is the main foundation of Zappos, and that culture is built on fun and family, which is evident in the organizations ten core values (Zappos. 2016). This assignment will answer the case analysis questions regarding Tony Hsieh’s unique leadership style and how Zappos can have continued success under new leaders (Schermerhorn & Bachrach. 2015. p. 457).

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

In this day and age, there are so many options for young people when leaving 6th form or college, that is if you are able to obtain the necessary grades. However, due to injustices that occur in everyday life, for many children it is not possible to reach their full academic potential and therefore many options such as university are not accessible to them. With only “15% of full time qualified citizens within the social workforce in the UK and 4,570 social workers” needed to fill current vacancies, it means many of these children remain un-helped. According to a NSPCC article, there are ‘currently over 57,000 children identified as needing protection from abuse in the UK’, and 1 in 6 boys and 1 in 4 girls being abused before the age of 18.’