Zappos Case Study

Register to read the introduction… Hsieh has established a strong culture for the Zappos organization by creating the Zappos Familky Core Values. These ten statements ranging from ‘create fun and a little weirdness’ to ‘be humble’ encourage employees to be themselves, work hard and seek positive change. Hsieh’s favorite core value, be passionate and determined, along with the remaining nine, are heavily referred to during the hiring process (Zappos IP, 2013). Zappos is so committed to maintaining their culture that, after the four week training course, they offer every new hire $2000 to quit if they don’t see themselves fitting in with the culture of the company (Koetsier, 2013), thus eliminating subcultures and countercultures (Schermerhorn et al., 2012). The best type of leader for the Zappos organization is a transformational leader. Transformational leaders, who encourage employees …show more content…
(2013, July 13). Zappos CEO Tony Hsieh Mentors Gamemaster. (T. Hsieh, Interviewer)
Koetsier, J. (2013, Feburary 17). Zappos culture coach: how 'squishy' stuff like culture took us to a billion dollars in revenue. Retrieved July 20, 2013, from Ventrurebeat.com: http://venturebeat.com/2013/02/17/zappos-culture-coach-how-squishy-stuff-like-culture-took-us-to-a-billion-dollars-in-revenue/
Rosenbaum, S. (2010, June 4). Fastcompany.com. Retrieved July 20, 2013, from The Happiness Culture: Zappos Isn't a Company- It's a Mission: http://www.fastcompany.com/1657030/happiness-culture-zappos-isnt-company-its-mission
Schermerhorn, J. R., Osborn, R. N., Uhl-Bien, M., & Hunt, J. H. (2012). Organizational Behavior. Hoboken: John Wiley & Sons.
Zappos Insights. (2013). Zappos Insights. Retrieved July 20, 2013, from zapposinsights.com: http://www.zapposinsights.com/
Zappos IP. (2013). Zappos.com. Retrieved July 20, 2013, from About: