MGT300 Colorado State Universit Module 6 Zappos Management Case Study Paper

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Business Finance

MGT300

Colorado State University

Description

Required

  • Review Chapter 2 in Fundamentals of Management
  • Chapter 6 in Fundamentals of Management

Recommended

Important! Read First

Choose one of the following two assignments to complete this week. Do not do both assignments. Identify your assignment choice in the title of your submission.

Option #1: Case Study Analysis: New Kind of Structure

Read and respond to a case study to demonstrate your understanding of, and ability to apply, the concepts of organizational design and culture.

Review a case study of Pfizer in the 10th edition of the course textbook attached in the Module 6 folder.

Write an integrated essay that addresses the following items:

  1. Describe and evaluate how Pfizer is allowing employees to be more productive with its PfizerWorks.
  2. Analyze an organization where you work, or are familiar with, by considering the structural implications—good and bad—that the PfizerWorks approach would have in the specifics of productivity. (Address a minimum of one of the six organizational design elements in your analysis.
  3. Compare this arrangement with other types of organizations (including non-profit and volunteer, for example) and whether this structure would work.
  4. Discuss the global aspect of adapting a structure similar to Pfizer and how the culture of the organization may or may not be impacted.

Your well-written paper should meet the following requirements:

Write clearly and logically, as you will be graded on content, analysis, and your adherence to the tenets of good academic writing—which should be succinct where possible while also exploring the topics appropriately. Remember that you can always improve your work by providing support from outside scholarly sources, which help both to bolster your own assertions and supplement your ideas.

Business Management and Administration Library Guide
A Library Guide is available via the following link to serve as a great resource in this course for you. The Library Guide provides a variety of pre-selected databases within the library that are designed to support this specific course. Be sure to use this link throughout the course to support your assignment and discussion board research efforts: Management Library Guide (Links to an external site.)

Option #2: Case Study Analysis: Going to Extremes

Read and respond to a case study to demonstrate your understanding of, and ability to apply, the most important concepts of the module.

Review a case study of Zappos in Chapter 2 of the course textbook attached in the Module 6 folder.

Write an integrated essay that addresses the following items:

  1. Find a list of all 10 of Zappos’ corporate values. Pick two of the values and explain how you think those values would influence the way employees do their work.
  2. Explain which areas where Zappos’ culture is very high (or typical).
  3. Describe how did Zappos’ corporate culture began and how Zappos’ corporate culture is maintained.
  4. Discuss what other companies could learn from Tony Hsieh and Zappos’ experiences.
  5. Describe what could be improved in Zappos’ corporate culture.

Your well-written proposal should meet the following requirements:

Write clearly and logically, as you will be graded on content, analysis, and your adherence to the tenets of good academic writing—which should be succinct where possible while also exploring the topics appropriately. Remember that you can always improve your work by providing support from outside scholarly sources, which help both to bolster your own assertions and supplement your ideas.

Business Management and Administration Library Guide
A Library Guide is available via the following link to serve as a great resource in this course for you. The Library Guide provides a variety of pre-selected databases within the library that are designed to support this specific course. Be sure to use this link throughout the course to support your assignment and discussion board research efforts: Management Library Guide (Links to an external site.)

Rubric

MGT300 Mod 6 CT

MGT300 Mod 6 CT

Criteria Ratings Pts

This criterion is linked to a Learning Outcome Requirements

15.0 to >12.0 pts Meets Expectation

The paper analyzes the new kind of structure case study and how structural implications can be good or bad for an organization or the paper analyzes the going to extremes case study elaborating on corporate values and culture. The paper includes all of the required components as specified in the assignment, 3-4 pages in length, APA formatting, and scholarly sources.

12.0 to >9.0 pts Approaches Expectation

The paper includes most of the required components, as specified in the assignment.

9.0 to >6.0 pts Below Expectation

The paper includes some of the required components, as specified in the assignment.

6.0 to >0 pts Limited Evidence

The paper includes few of the required components, as specified in the assignment.

15.0 pts

This criterion is linked to a Learning Outcome Content

10.0 to >8.0 pts Meets Expectation

Demonstrates strong or adequate knowledge of the materials; correctly represents knowledge from the readings and sources, and references key concepts with in-text citations to support answers.

8.0 to >6.0 pts Approaches Expectation

Some significant but not major errors or omissions in demonstration of knowledge.

6.0 to >4.0 pts Below Expectation

Major errors or omissions in demonstration of knowledge.

4.0 to >0 pts Limited Evidence

Fails to demonstrate knowledge of the materials.

10.0 pts

This criterion is linked to a Learning Outcome Critical Thinking

10.0 to >8.0 pts Meets Expectation

Demonstrates strong or adequate critical thinking.

8.0 to >6.0 pts Approaches Expectation

Some significant but not major errors or omissions in critical thinking.

6.0 to >4.0 pts Below Expectation

Major errors or omissions in critical thinking.

4.0 to >0 pts Limited Evidence

Fails to demonstrate critical thinking.

10.0 pts

This criterion is linked to a Learning Outcome Analysis

10.0 to >8.0 pts Meets Expectation

Provides strong or adequate thought, insight, and analysis on structural implications in an organization or corporate values and culture in an organization.

8.0 to >6.0 pts Approaches Expectation

Some significant but not major errors or omissions in thought, insight, and analysis.

6.0 to >4.0 pts Below Expectation

Major errors or omissions in thought, insight, and analysis.

4.0 to >0 pts Limited Evidence

Fails to demonstrate thought, insight, and analysis.

10.0 pts

This criterion is linked to a Learning Outcome Sources / Examples

10.0 to >8.0 pts Meets Expectation

Sources or examples meet required criteria and are well chosen to provide substance and perspectives on the assignment.

8.0 to >6.0 pts Approaches Expectation

Sources or examples meet required criteria but are less‐than adequately chosen to provide substance and perspectives on the perspectives on the assignment.

6.0 to >4.0 pts Below Expectation

Sources or examples meet required criteria but are poorly chosen to provide substance and perspectives on the assignment.

4.0 to >0 pts Limited Evidence

Source or example selection and integration of knowledge from the course is clearly deficient.

10.0 pts

This criterion is linked to a Learning Outcome Demonstrates college-level proficiency in organization, grammar, and style.

10.0 to >8.0 pts Meets Expectation

Project is clearly organized, well written, and in proper essay format as outlined in the assignment. Strong sentence and paragraph structure; few errors in grammar and spelling.

8.0 to >6.0 pts Approaches Expectation

Project is fairly well organized and written, and is in proper essay format as outlined in the assignment. Reasonably good sentence and paragraph structure; significant number of errors in grammar and spelling.

6.0 to >4.0 pts Below Expectation

Project is poorly organized; does not follow proper essay format. Inconsistent to inadequate sentence and paragraph development; numerous errors in grammar and spelling.

4.0 to >0 pts Limited Evidence

Project is not organized or well written, and is not in proper essay format. Poor quality work; unacceptable in terms of grammar and spelling.

10.0 pts

This criterion is linked to a Learning Outcome Demonstrates proper use of APA style.

10.0 to >8.0 pts Meets Expectation

Project contains proper APA formatting, according to the CSU-Global Guide to Writing and APA, with no more than one significant error.

8.0 to >6.0 pts Approaches Expectation

Few errors in APA formatting, according to the CSU-Global Guide to Writing and APA, with no more than two to three significant errors.

6.0 to >4.0 pts Below Expectation

Significant errors in APA formatting, according to the CSU-Global Guide to Writing and APA, with four to five significant errors.

4.0 to >0 pts Limited Evidence

Numerous errors in APA formatting, according to the CSU-Global Guide to Writing and APA, with more than five significant errors.

10.0 pts

Total Points: 75.0

Unformatted Attachment Preview

https://jigsaw.vitalsource.com/api/v0/books/9780134239828/print?from... 1 of 4 7/5/2018, 4:09 PM https://jigsaw.vitalsource.com/api/v0/books/9780134239828/print?from... PRINTED BY: baguiar@nwacc.edu. Printing is for personal, private use only. No part of this book may be reproduced or transmitted without publisher's prior permission. Violators will be prosecuted. Case Application #3 A New Kind of Structure Admit it. Sometimes the projects you’re working on (school, work, or both) can get pretty boring and monotonous. Wouldn’t it be great to have a magic button you could push to get someone else to do that boring, timeconsuming stuff? At Pfizer, that “magic button” is a reality for a large number of employees. Wouldn’t you like a MAGIC BUTTON you could push to get 63 someone else to do all your tedious and boring work? As a global pharmaceutical company, Pfizer is continually looking for ways to help employees be more efficient and effective. The company’s senior director of organizational effectiveness found that the “Harvard MBA staff we hired to develop strategies and innovate were instead Googling and making PowerPoints.” Indeed, internal studies conducted to find out just how much time its valuable talent was spending on menial tasks was startling. The average Pfizer employee was spending 20 percent to 40 percent of his or her time on support work (creating documents, typing notes, doing research, manipulating data, scheduling meetings) and only 60 percent to 80 percent on knowledge work (strategy, innovation, networking, collaborating, critical thinking). And the problem wasn’t just at lower levels. Even the highest-level employees were affected. Take, for instance, David Cain, an executive director for global engineering. He enjoys his job—assessing environmental real estate risks, managing facilities, and controlling a multimillion-dollar budget. But he didn’t so much enjoy having to go through spreadsheets and put together PowerPoints. Now, however, with Pfizer’s “magic button,” those tasks are 2 of 4 7/5/2018, 4:09 PM https://jigsaw.vitalsource.com/api/v0/books/9780134239828/print?from... passed off to individuals outside the organization. Just what is this “magic button”? Originally called the Office of the Future (OOF), the renamed PfizerWorks allows employees to shift tedious and time-consuming tasks with the click of a single button on their computer desktop. They describe what they need on an online form, which is then sent to one of two Indian service-outsourcing firms. When a request is received, a team member in India calls the Pfizer employee to clarify what’s needed and by when. The team member then e-mails back a cost specification for the requested work. If the Pfizer employee decides to proceed, the costs involved are charged to the employee’s department. About this unique arrangement, Cain said that he relishes working with what he prefers to call his “personal consulting organization.” The number 66,500 illustrates just how beneficial PfizerWorks has been for the company. That’s the number of work hours estimated to have been saved by employees who’ve used PfizerWorks. What about Joe Cain’s experiences? When he gave the Indian team a complex project researching strategic actions that worked when consolidating company facilities, the team put the report together in a month, something that would have taken him six months to do alone. He says, “Pfizer pays me not to work tactically, but to work strategically.” 3 of 4 7/5/2018, 4:09 PM https://jigsaw.vitalsource.com/api/v0/books/9780134239828/print?from... Discussion Questions 6-23 Describe and evaluate what Pfizer is doing with its PfizerWorks. 6-24 What structural implications—good and bad—does this approach have? (Think in terms of the six organizational design elements.) 6-25 Do you think this arrangement would work for other types of organizations? Why or why not? What types of organizations might it also work for? 6-26 What role do you think organizational structure plays in an organization’s efficiency and effectiveness? Explain. 4 of 4 7/5/2018, 4:09 PM https://jigsaw.vitalsource.com/api/v0/books/9780134239828/print?from... Case Application #3 1 of 4 7/6/2018, 10:33 AM https://jigsaw.vitalsource.com/api/v0/books/9780134239828/print?from... Going to Extremes Number one best e-retailer: For those of you who have shopped on 50 Zappos.com, that ranking probably isn’t a surprise. For those of you who haven’t shopped on Zappos.com, it wouldn’t take long for you to see why Zappos deserves that accolade. And it’s more than the fact that Zappos has a great selection of products, super-fast shipping, and free returns. The real secret to its success is its people, who make the Zappos shopping experience truly unique and outstanding. The company, which began selling shoes and other products online in 1999, has put “extraordinary effort into building a desirable organizational culture, which has provided a sure path to business success.” As part of its culture, Zappos espouses 10 corporate values. At the top of that list is “Deliver WOW through service.” And do they ever deliver the WOW! Even through the recent economic challenges, Zappos has continued to thrive—a sure sign its emphasis on organizational culture is paying off. Zappos … delivering the WOW through service. Zappos is not only the number one e-retailer but also one of the 100 best companies to work for. Okay. So what is it really that makes Zappos’ culture so great? Let’s take a closer look. (Also, look back at Case Application #1 in Chapter 1 about Zappos’ move to a holacracy.) Zappos began selling shoes and other products online in 1999. Four years later, it was profitable, and it reached more than $1 billion in sales by 2009. Zappos was named Business Week’s Customer Service Champ and was given an A+ rating by the Better Business Bureau in 2009. Also, that year, Amazon (yeah, that Amazon) purchased Zappos for 10 million Amazon shares, worth almost $928 million at the time. Zappos’ employees divided up $40 million in cash and 2 of 4 7/6/2018, 10:33 AM 3 of 4 https://jigsaw.vitalsource.com/api/v0/books/9780134239828/print?from... PRINTED BY: baguiar@nwacc.edu. Printing is for personal, private use only. No part of this book may be reproduced or transmitted without publisher's prior permission. Violators will be prosecuted. restricted stock and were assured that Zappos management would remain in place. Tony Hsieh (pronounced Shay) became Zappos CEO in 2000. His personality has been best described as a blend of “weirdness and humility.” And those same characteristics are what Hsieh wanted Zappos culture to look like. Before joining Zappos, Hsieh had been co-founder of the Internet advertising network LinkExchange and had seen firsthand the problems that crop up when you have a company where people’s technical skills are the only thing that matters. He was determined to do it differently at Zappos. Hsieh first invited Zappos’ 300 employees to list the core values the culture should be based on. That process led to the 10 values that continue to drive the organization, which now employs about 1,400 people. Another thing that distinguishes Zappos’ culture is the recognition that organizational culture is more than a list of written values. The culture has to be “lived.” And Zappos does this by maintaining a culture that’s focused on creating ways for employees to interact. At Zappos, social media is used liberally to link employees with one another and with the company’s customers. For instance, in one recent tweet, an employee wanted to know if anyone had brought a hairdryer to work that day. (Must have been a bad hair day!) This kind of camaraderie can maintain and sustain employee commitment to the company. Also, at Zappos, the company’s “pulse” or “health” of the culture is surveyed monthly. In these happiness surveys, employees answer questions such as whether they enjoy their jobs, whether the company is too focused on profits, whether they feel their job is meaningful, if they feel they make the decisions about their own career path, and if colleagues are friendly and like family to them. Survey results are broken down by department, and opportunities for “development” are identified and acted on. For example, when one month’s survey showed that a particular department seemed isolated and cut off from other departments, actions were taken to show employees how integral their work was to the rest of 7/6/2018, 10:33 AM https://jigsaw.vitalsource.com/api/v0/books/9780134239828/print?from... the company. Oh, and one other thing about Zappos: Every year, to celebrate its accomplishments, it publishes a Culture Book, a testimonial to the power of its culture. Zappos feels strongly that when you have an appropriate culture with appropriate values, that’s when you achieve the best organizational performance. And such confidence about what and how it’s doing business is ultimately what Zappos is all about. Discussion Questions 2-23 Find a list of all 10 of Zappos’ corporate values. Pick two of the values and explain how you think those values would influence the way employees do their work. 2-24 Using this list of corporate values and Exhibit 2–4 , describe Zappos’ organizational culture. In which areas would you say that Zappos’ culture is very high (or typical)? Explain. 2-25 How did Zappos’ corporate culture begin? How is Zappos’ corporate culture maintained? 2-26 The right culture with the right values will always produce the best organizational performance. Do you agree or disagree with this statement? Why? 2-27 What could other companies learn from Tony Hsieh and Zappos’ experiences? 4 of 4 7/6/2018, 10:33 AM
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Explanation & Answer

Attached.

Running head: OPTION 2 CASE STUDY ANALYSIS: GOING TO EXTREMES

Option 2 Case study Analysis: going to extremes

Institution of affiliation

Date

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OPTION 2 CASE STUDY ANALYSIS: GOING TO EXTREMES

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Introduction

According to Tan (2017), corporate culture is the set beliefs and values shared by
employees in an organization. Zappos has a unique corporate culture which this paper will be
based on. Founded in 1999 as an online shop for shoes, Zappos has achieved what other e-retail
companies have been unable to accomplish in such a short time. This is not, however, to say that
the company started on the right footing. Zappos was almost going bankrupt in its initial years of
incorporation, and Tony Hsieh had to make sacrifices for the company to remain afloat. What is
primarily attributed to Zappos successes in the e-retail sector is the organizational culture. At
Zappos’ emphasis is on customer and employee satisfaction. The ten core values which the
employees contributed in their formulation are the guiding principles at Zappos. In this paper, I
am analyzing Zappos corporate culture and its influence on the performance of the company.
Zappos’ Corporate Values
Zappos’ has 10 corporate values which drive it are deliver WOW through service,
embrace and drive change, create fun and a little weirdness, be adventurous, creative and openminded, pursue growth and learning, build open and honest relationships with communication,
build a positive team and a family spirit, do more with less, be passionate and determined and
finally be humble. Embrace and drive change and pursue growth and learning will be used to
answer the question. In an ever-changing world, it is crucial always to be ready for changes. This
value challenges employees to learn to accept change and embrace it when it comes. Employees
who fear change are not welcome in the company (Zappo insights, n.d.). This value makes
employees be ready for change and embrace it when it arrives. It, therefore, forces employees to
leave their comfort zones and always be prepared for the changes. Pursue growth and learning is

OPTION 2 CASE STUDY ANALYSIS: GOING TO EXTREMES

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another value of Zappo’s and which is used ...


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