Zappos Company: Organizational Culture, Factors, Physical Workspace, Training, Rewards, Leaders' Reaction, Organizational Structure, Hiring and Firing Practices

Running head: Zappos Company
Zappos Company

Zappos Company
Zappos Company
In this paper, the discussion will be made on the Zappos Company in relation to the
organizational culture. Zappos.com is the biggest company in the online retail sector. The
company deals in online shoe and clothing retailer based in Las Vegas, Nevada. It has been
examined that Zappos was established in 1999 by Nick Swinmurn and also it is launched under
the domain name Shoesite.com. Amazon attained Zappos in the deal of $1.2 Billion. Headquarter
of the company is in Las Vegas, Nevada and the United States (Zappos, 2019).
Organizational culture
The management of Zappos believes that the culture of the company is what makes the
difference between success and failure. It is examined that the company maintains its positive
culture by boosting the engagement level of the employees towards their work. The culture is
positive of the company as the managers are supportive of the employees, they emphasize on
maintaining friendly relations with them so that it could be easy to boost their satisfaction level.
When there are friendly relations with the employees then it would be easy for the management
to manage the entire activities of the company effectively. The same applies to the Zappos
Company which aims at maximizing the satisfaction level of the employees by maintaining the
positive culture of the company (Warrick, 2017).
Factors that influence the organizational culture
The factors that influence the overall activities are concerned with the values which are
considered by the company. It has been observed that Zappos focused on "building a positive
team and family spirit" in which they focus on effective communication with the employees so
that it could be easy to create positivity in the environment. The next factor is related to "be
passionate and determined". In this, the focus is given on boosting the passion of the employees
towards their work so that they can attain positive results. The company also considers the
specific actions that boost the culture of the company by maintaining a fun atmosphere in the
workplace (Michelli, 2011).
Physical workspace
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Zappos Company
The management of the company spends approximately 10% to 20% of the time on boosting the
employee team building. It also makes the workers comfortable with the culture and they
develop relations with maintaining the core values. There are many contests which are organized
by the company for their employees such as contest of movies and also the different departments
have cookouts on the regular basis. Zappos also sponsors family events and company events
such a summer picnic, January party and also vendor party in which the employees and their
families can join (Burkus, 2011).
The smaller events sponsored by the company is theater, bowling alley, and dance parties. These
activities are provided to the employees with the aim of boosting positive culture in the
workplace. Zappos also provide discounts on services such as medical, dental and insurance.
40% employee discount is also offered to the people who love shoe and accessories. The
company serves customers with free food for breakfast, lunch and snacks. In the company, there
are also Nap rooms for rest which help the employees to feel fresh for their work (Recruiter box,
2019).
Training reflects the organizational culture
Zappos know the importance of the training for the employees so they focus on in house training
program that helps to learn about the culture of the company, their processes and also about the
strategies. After the one month of training sessions, Zappos makes an offer in which it is stated
that "If you want to quit today, we will pay you the amount of the time you have worked and also
the bonus of $2,000". This concept assists the company to find out the employees who are
dedicated to their work. In the first week, the training is given of the special seminars in which
"how to operate phones" are discussed. In the next week, the employees are given in-depth
training of dealing with the customers. In this way, the three months of training is completed by
the company in which the employees gain new knowledge and also the skills that help them to
achieve success in the future. Zappos appointed professionals to give training to the employees
as it could help them to achieve their set targets (Careers, 2019). By considering this technique
of training, the company maintains the culture by appointing the candidate who wants to work
for the company.
Rewards and status symbols
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