Holacracy Analysis

This article describes a management issue or lack there-of with Zappos.com. Of course, we don’t all agree, so for some this could be the greatest change and not considered an issue at all. This change I’m referring to is a management style known as Holacracy. The definition of Holacracy follows, taken from www.holacracy.org: “Holacracy is a new way of running an organization that removes power from a management hierarchy and distributes it across clear roles, which can then be executed autonomously, without a micromanaging boss. The work is actually more structured than in a conventional company, just differently so. With Holacracy, there is a clear set of rules and processes for how a team breaks up its work, and defines its roles with clear …show more content…
I think it will be a huge change, and I don’t know if I would want to work for a company that practices holacracy. This article relates to this chapter because it is very similar to the term flat organization structures as mentioned. A flat organization structure means there are not many managers, or many levels of managers and there is a broad span of control. The change at Zappos is just more of an extreme, being there will not be managers, yet circles will be created to determined what tasks/responsibilities are needed. There are positives and negatives as the book mentions, such as lower costs and better customer service. Both structures could encourage entrepreneurship, however as both sources say, it could make it difficult for any …show more content…
If employees are motivated and in turn being more productive then that can only make the business more successful. There really isn’t any reason to encourage this. This articles touches on one aspect of motivation, and that is the employee having a sense of reward or accomplishment and knowing their job makes a difference to the customer, or as the article refers to as the end-user. This article mentions a study that was conducted by Dr. Adam Grant along with his colleagues. Along with the University of Michigan call center employees who were asked to cold call asking for money from alums. I’m sure most did not want to take part of this task, since who would want or enjoy cold calling people? I wouldn’t as it’s not for everyone. One of the calls made an impact on this study group after talking to someone who received a scholarship and talked about how much that scholarship changed his life and how thankful he was for all their work. This simple call made the employees realize the work they do really makes a difference to the “end-user”. This gave them more motivation and the study group’s revenue for the week jumped to 400%. Another study the article mentions is nurses who put together surgical kits. When these nurses actually met with the health-care practitioners seeing who