Zappos Research Paper

17. When Catherine Earnshaw returns to Wuthering Heights, she is more dignified, well-behaved, and dresses better. She is altogether more refined.

The success of Zappos can be directly linked to their exceptional customer service. They take pride in their employees and customer service as everything they stand for is dependent on both. Zappos is not recognized by the products that they sell, they are renowned for their customer service and the lengths that their employees employ to ensure a great customer satisfaction experience. Hsieh believes that the most important steps when starting a business is laying the ground work to establish the right type of culture one wants to have in existence, then development of this culture and instituting these core values, and lastly hiring the right employees that will best fit accordingly to all (Bulygo, 2013).

The response to this persuasive direct strategy message should be positive. From Zappos successful track record for online service, they undoubtedly understand their target audience. The goal is obviously to realize new sales from customers that haven’t made a recent purchase. Rather than just give a sales offer, the persuasive approach will turn a portion of inactive customers to active ones.

Turner said typically, when small biopharmaceutical companies such as his produce an experimental drug for an uncommon disease, they make just a few hundred doses at at time. Before ZMapp was pressed into service on an emergency basis to treat a handful of Ebola patients, it was still in a testing phase and was not being mass

Zappos’ success is largely attributable to its unique focus on customer service; however, Tony Hsieh’s primary focus and top priority is company culture. (King, 2011) It is Hsieh’s philosophy that if they “got the culture right, then building our brand to be about the best customer service would happen naturally on its own.” (Hsieh, 2010) On the topic of customer service, Hsieh believes that “customer service shouldn’t be just a department. It should be the entire company.” (King, 2011)

Customers in every retailer are the most important aspect to every business. The more customers a company has, the more profits they make. Without customers, a retailer could easily lose business and eventually go bankrupt. Most companies, such as WalMart, strive to bring in more customers with their low prices being their number one concern. WalMart is able to meet or exceed other retailers in providing everyday low prices for their customers due to their relationships with suppliers. WalMart demands their suppliers lower their costs each year. If they do not comply, WalMart will not use them nor carry their brand (Ferrell, Fraedrich, & Ferrell, 2013). Effects on the associate, as WalMart does not use the term employee, also can affect the customer’s interest at WalMart. If an employee is not happy at work, it often reflects onto the customers. To keep prices low for their customers, WalMart does not provide health insurance to more than 60 percent of their employees, offer higher wages, and requires little to no skills for certain positions

The final value asks employees to remain humble; another value considered in the hiring process. Zappos has turned down many candidates for employment that boastfully spoke of individual accomplishments instead of giving credit to their team. The Zappos culture requires employees to take a modest approach to customer service; constantly obsessing over the customer’s needs. As aforementioned, building relationships is key to the Zappos brand. In order to build strong relationships, employees must treat everyone with respect.

The use of a corporate culture can allow companies the ability to differentiate themselves and establish a work environment that is attractive to the stakeholders particularly the employees of the company. A firm that has done a tremendous job of creating a unique workplace culture is Zappos. This report is based on answers to five major questions associated with the case study, Zappos: Delivering Happiness to Stakeholders. The case study shows how Zappos was able to build a competitive advantage by creating a unique fun culture that values employees and customer service.

Lifespan development is a particular field of study which encompasses stability and change of behaviour, and examines patterns of growth that occur throughout the entirety of the lifespan of an individual (Feldman 2014, p.5). The study of human development is incredibly important, as it aids us in the understanding of ourselves, our children, our peers and genuinely any member of any society. Development is widespread and culturally diverse, not to mention ever-changing. Therefore, the human race is always providing new areas for research, as well as challenging the conclusions of previous studies. This report aims to analyse a single adult’s experience of development over the period of their life, using qualitative data. This analysis will focus on several aspects and theories of human development. In particular, it will discuss how a certain life event has impacted one’s life, as well as the concept of self-esteem and influential factors of this, and John Bowlby’s theory of attachment. Later, several conclusions will be drawn in regards to the participant’s life, such as how they have developed as a human, and what has perhaps enhanced or hindered their development and learning.

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.

Zappos seems to suggest that the way they treat their external customers as a company and the way their internal customers treat each other are not varied. In each of the videos posted on their company blog, employees regard their Core Values as both the way they guide their interactions with customers and with each other. Though subcultures do seem to exist (based simply on the variety of employee groups with blogs on their website), Zappos has taken great strides through rituals like their “Wishez” program to keep those unique subcultures from becoming countercultures that work against the common goals of the company. Indeed, relationships within these subcultures seem particularly strong. In one video describing the “Wishez” program and the way it bonds other departments together, employees seem to indicate that without it they might have never interacted in the first place. This seems to lend itself to Barker and Tompkins theory that “employees [maintain] a tendency to identify more strongly with their individual work teams than with the company as a whole”. [ (Schrodt, 2002) ] In one video, an employee identifies that she has hired a marching band to come and play Happy Birthday for another employees 40th birthday because he had teased when she turned 40. They work in the same department. By forging such

Both of the people I interviewed, Hank Gray and Babe Hyett, were entrepreneurs. Hank Gray was seeking a long-term career when he was offered to buyout a machine shop from an older man. After accepting the offer, Hank expected developed the company and eventually named it Gray Machine and Welding. The business has not only provided a great career for him, but also for his son who now manages the company. When I asked Hank what his family contributed to his success, he said his father taught him how to work, be responsible, and be honest. These traits he held true to and his business has grown over the years by word of mouth. Hank is a good example of a person who did his best at everything, and as a result, never had to look for work after he started his business.

The culture of the Zappos can be described as simply unique. “Zappos has received many awards for its workplace culture and practices including being recognized as the 31st Best Company to Work for in Fortune magazine’s 2013 ranking of the 100 Best Companies to Work For” (Noe, 2015). The CEO has established an environment that accommodates the employees and is centered on ten core values. These core values place an emphasis on aspects such as being humble, a willingness to learn and grow, and creativeness. The morale of the employees is constantly examined by the implementation of monthly happiness surveys. These surveys allow employees to make suggestions on the work environment and display the pulse of the organization to top management. The company also listens to

There are over Six Billion people inhabiting the planet earth today and that number is growing. “In the six seconds it takes you to read this sentence, eighteen more people will be added” (Ehrlich 9). The total population of the World, projected on October 23, 2001 at 6:28:09 pm GMT was 6,181,600,089 people (U.S. Bureau of the Census). Each hour there are 11,000 more mouths to feed; each year more than 95 million. Nevertheless, the world has hundreds of billions fewer tons of topsoil and hundreds of trillions fewer gallons of groundwater with which to grow food crops than it had in 1968.

Entrepreneurship is a transformation which has taught many people to be entrepreneurs, someone who undertakes innovation, finance and business acumen in an effort to transform innovations in economic goods. An entrepreneur has an innovative idea which he/she sells or implements and start, organize and manage a business with an initiative and risk on their own with little or no help from others. The process of this innovative idea is designed and planned then launched as a new business. The growth of Mr. Jeff Bezos ( ) and Mr. Harley ( ) are explored. The reason for the selection of these two world famous entrepreneurs for this literature review are explained and explored. The critical evaluation of these entrepreneur’s strategy/characteristics/traits responsible for the success of their business is done.