Business Finance
Rasmussen College Zappos Management and Motivation of Staff Paper

Rasmussen College

Question Description

I need an explanation for this Management question to help me study.

Compile your first report on Zappos (dealing with management and motivation of staff) and your second report (dealing with culture training). For the reminder of your project:

  • Create a third report of 1 -2 pages on how Zappos connects to customers through social media, such as Pinterest and Instagram, to achieve customer loyalty.
  • Merge all reports into one cohesive final report of at least 5-6 content pages, with your conclusion.
  • Your assignment should include APA formatted in-text citations and references page and be checked for proper spelling, grammar, and punctuation.

Please combine assignments in to one document, with assignment above

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Running Head: DELIVERING HAPPINESS AT ZAPPOS Delivering Happiness at Zappos Mod 01 1 DELIVERING HAPPINESS AT ZAPPOS Delivering Happiness at Zappos Zappos is an online store that includes trades in shoes and apparel, has achieved success and high-performance levels that can be attributed to the management styles as well as the methods it uses to motivate its employees to ensure their satisfaction and delivery of outstanding service to the customers. Delivering happiness is the first core value of Zappos, out of a list of ten (Ruybal et al., 2016). Furthermore, these ten core values are a way of life because the company understands the significance of having strong cultural values and high purpose. The managers lead by example and exercise democratic leadership style, involving employees actively in decision making. The core values are listed below: 01- Delivering Happiness When looking at Zappos, WOW is delivered through service to customers and employees. Although WOW is a short word, it comprises very many things, including differentiating yourself by doing something which is both innovative and unconventional in some way. Furthermore precisely, it refers to doing something that is beyond and above what is expected. Additionally, delivering happiness includes doing something that has some emotional impact on the recipient, for instance, the customer. Zappos company expects every employee to be WOW in their service delivery; it is not an average company and does not want its associates who are the employees and customers to be average (Ruybal et al., 2016). The company delivers WOW internally with the co-workers or on an external basis, which is to the customers and not on issues of monetary compensation. 02- Create Fun and a Little Weirdness 2 DELIVERING HAPPINESS AT ZAPPOS Zappos is different from the other companies in the way it values creating fun as well as being a little bit weird. The firm avoids corporate boredom associated with most of the large companies. In the company’s day to day operations, all stakeholders seek to find fun and humor hence staying lively. The company also strives to ensure that life is exciting for everyone, and a memorable personality is achieved. The company’s culture embraces and celebrates everyone’s individuality and character; this motivates the employees. 03-Be Adventurous, Creative and Open-minded The core value of an adventure, creativity, and open-mindedness also promotes the company’s performance regarding customer satisfaction. Managers encourage employees to be creative and themselves too. Zappos promotes a risk-taking culture and does not support the status quo (Ruybal et al., 2016). Contrary, the managers and employees approach situations with an open mind and come up with a creative solution and new ideas of doing things. This promotes employees' satisfaction and customer satisfaction that, in turn, transforms into organizational performance. 04- Pursue Growth and Learning Zappos promotes employees' growth both professionally and personally since it is remaining constant with no positive progress is not desirable. The company, through the managers, motivates the employees to realize their full potential and achieve their personal goals and career objectives. The employees’ growth eventually transforms into the company, and Zappos has outshined its competitors and becomes experts through their outstanding employee performance and customer satisfaction. 05- Build Open and Honest Relationships with Communication 3 DELIVERING HAPPINESS AT ZAPPOS The company recognizes the significance of honesty and openness and the role they play in promoting healthy relationships, interpersonal. Zappos values strong relationships with the managers, customers, team members, co-workers, business partners, and vendors. In Zappos, the Manager-Employee and Employee-Customer relationship are characterized by emotional involvement, being friendly, loyalty, respect, and compassion (Ruybal et al., 2016). The strong relationships promote teamwork and achievement of organizational goals as well as employee and customer satisfaction. Zappos supports effective and open communication, which is a crucial contributor to strong interpersonal relations and a necessity for corporate success. 06- Build a Positive Team and Family Spirit Leaders and managers in Zappos promote a team-building spirit. The role of the managers is to remove barriers and ensure that their direct reports are successful. For the team members, they take the initiative and own issues, stay committed to the team, and focused on achieving the set goals. The managers create a warm, friendly, and conducive environment for the employees to feel motivated. Additionally, diversity regarding ideas and opinions is embraced hence making the employees feel like a significant part of the team. Zappos also embraces family spirit among all its stakeholders (Ruybal et al., 2016). The two values promote the company’s performance 07-Embrace and Drive change In Zappos, the managers are drivers for change, and they and the employees embrace change because change is inevitable, and without change, there is no development. This culture is attributed to the company’s performance and quality of customer service and satisfaction. 08-Do More With Less 4 DELIVERING HAPPINESS AT ZAPPOS Zappos continually maintains a sense of urgency and upholds innovativeness. The managers encourage employees to work hard and act as role models by putting extra effort. Such a culture encourages continuous improvement that makes the company competitive with quality customer service. 09-Be Passionate and Determined Zappos promotes a culture of determination, passion, perseverance, and a sense of urgency amongst its employees and managers. An optimistic and positive attitude is cultivated in the company’s managers, and employees and the managers play a central role in motivating and encouraging the employees to have more significant dreams and visions. 10- Be humble These values are strictly observed by the managers and employees to ensure that the culture of Zappos remains well and alive always. Additionally, Zappos also uses Holacracy, allowing everyone to move forward. The employees have a chance to identify areas where there are opportunities and offer solutions. Thus everyone has an equal opportunity to share ideas in meetings. With the positive and robust cultural values, right management style as well as Holacracy, Zippos achieves employee, and customer satisfaction. 5 DELIVERING HAPPINESS AT ZAPPOS Reference All about us by unknow author on unknown date retrieved on February 20, 2020, at Retrieved at www.zapposinfo.com Zappos and what they do by unknown author on unknown date retrieved on February 20, 2020 At www.referenceforbusiness.com Ng, C., Ruybal, N., Gillyard, C., Nguyen, D., & Prentice, T. (2016). Zappos. com! Company Analysis. 6 Running head: ZAPPOS TRAINS EMPLOYEES ON CULTURE Zappos Trains Employees on Culture Mod 02 1 ZAPPOS TRAINS EMPLOYEES ON CULTURE Zappos Approach to Train and Weed out Since its establishment, Zappos has always stood out as the company that promotes adventure, creativity, and open-mindedness. It has a unique organizational culture that has been constructed carefully, such as to assist employees in achieving their goals. The company's corporate culture is often maintained through the use of values that have been implemented through a process of research and analysis. According to founder Tony Hseih, the right culture, coupled with the right kind of values, always produces the ultimate organizational performance (Sheehan, 2010). The main reason why the company is successful is its ability to focus on its company culture. The founder has spent years refining, testing, and reiterating the culture, an aspect that centers on the core values, including the need to deliver exceptional services and to embrace change. In its training, Zappos encourages the creation of fun while driving change and pursuing learning and growth. The approach is based on the need to build a family spirit through positivity and doing more with less. Individuals are advised to have humility, remain determined, and passionate to learn and pursue growth. Employees are also encouraged to stay creative, openminded, and adventurous to give their all in the daily operations. In addition to the promotion of corporate culture, training of employees entails the serendipity of continuous casual contact with each other. Zappos institutes different practices and cultural values because he believes that good connections, conversations, and ideas often stem from a constant collision. This aspect of collision often facilitates the growth of ideas that encourage the growth of the company. Zappos culture is applied when it comes to employee training, recruitment, and firing of employees. According to Sosnilo, Zorina, & Seleznev (2018), the company offers new hires $2,000 to quit their position after their training if they feel that they are not satisfied. This is . ZAPPOS TRAINS EMPLOYEES ON CULTURE crucial in that the employees are often encouraged to remain in the company only when they feel happy to ensure maximum productivity. This aspect is vital in that the quality of service and extent of engagement often results in the attainment of stipulated organizational goals and objectives. The company is interested in the whole customer experience such that they are usually ready to pay a recruit to leave the company if they care more about returns to avoid the chances of having their customers being treated with less respect. Role of Managers in Culture Training and Maintaining The significance of a manager in the creation, training, and maintenance of culture cannot be negated. According to Brick (2012), managers often set and explain apparent team roles which help individuals to understand their responsibilities. Managers play a crucial role in that they align the performance objectives to different departmental objectives and company strategy. They also provide customized and agile communication to employees through formal agreements such as to realign and modify their expectations effectively. They reinforce the contribution of employees to the organization's growth while creating a trusting environment that encourages employee development that trickles down to the achievement of organizational goals through increased productivity (Sheehan, 2010). Managers are also responsible for creating a culture that facilitates continuous learning by sharing their knowledge, such as providing employees with learning experiences that are relevant to the achievement of anticipated success. They are also influential in the breaking down of trust barriers, which often serve as significant challenges to employee productivity. This is essential in that lack of trust facilitates the creation of the internal obstacles that could deter the employees from advancing their roles with efficiency. . ZAPPOS TRAINS EMPLOYEES ON CULTURE References Brick, W. P. (2012). Employee recognition programs are critical to workplace culture. Public Manager, 41(4), 6. https://search.proquest.com/openview/86785fe40cb3aae6bc154b3e4791ab45/1?pqorigsite=gscholar&cbl=47605 Sheehan, N. T. (2010). A risk‐based approach to strategy execution. Journal of business strategy. https://doi.org/10.1108/02756661011076291 Sosnilo, A. I., Zorina, E. E., & Seleznev, P. S. (2018, November). Corporate Culture as a Framework of Training Employees. In 2018 XVII Russian Scientific and Practical Conference on Planning and Teaching Engineering Staff for the Industrial and Economic Complex of the Region (PTES) (pp. 235-238). IEEE. doi:10.1109/PTES.2018.8604181 . ...
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Final Answer

Attached.

Running Head: ZAPPOS FINAL REPORT

1

Zappos Final Report
Name
Course
Tutor
Date

ZAPPOS FINAL REPORT

2

Delivering Happiness at Zappos
Zappos is an online store that includes trades in shoes and apparel, has achieved success
and high-performance levels that can be attributed to the management styles as well as the
methods it uses to motivate its employees to ensure their satisfaction and delivery of outstanding
service to the customers. Delivering happiness is the first core value of Zappos, out of a list of
ten (Ruybal et al., 2016). Furthermore, these ten core values are a way of life because the
company understands the significance of having strong cultural values and high purpose. The
managers lead by example and exercise democratic leadership style, involving employees
actively in decision making. The core values are listed below:
01- Delivering Happiness
When looking at Zappos, WOW is delivered through service to customers and
employees. Although WOW is a short word, it comprises very many things, including
differentiating yourself by doing something which is both innovative and unconventional in
some way. Furthermore precisely, it refers to doing something that is beyond and above what is
expected. Additionally, delivering happiness includes doing something that has some emotional
impact on the recipient, for instance, the customer. Zappos Company expects every employee to
be WOW in their service delivery; it is not an average company and does not want its associates
who are the employees and customers to be average (Ruybal et al., 2016). The company delivers
WOW internally with the co-workers or on an external basis, which is to the customers and not
on issues of monetary compensation.
02- Create Fun and a Little Weirdness

ZAPPOS FINAL REPORT

3

Zappos is different from the other companies in the way it values creating fun as well as
being a little bit weird. The firm avoids corporate boredom associated with most of the large
companies. In the company’s day to day operations, all stakeholders seek to find fun and humor
hence staying lively. The company also strives to ensure that life is exciting for everyone, and a
memorable personality is achieved. The company’s culture embraces and celebrates everyone’s
individuality and character; this motivates the employees.
03-Be Adventurous, Creative and Open-minded
The core value of an adventure, creativity, and open-mindedness also promotes the
company’s performance regarding customer satisfaction. Managers encourage employees to be
creative and themselves too. Zappos promotes a risk-taking culture and does not support the
status quo (Ruybal et al., 2016). Contrary, the managers and employee...

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