Organizational Structure: Zappos Essay

1129 Words Jun 13th, 2013 5 Pages
The Organalizational Structure of Zappos.com
Mark Douanglathay
MGT230
January 10, 2013
Susan Cannon

The Organizational Structure of Zappos.com The organizational structure of Zappos.com is revered as one of Americas’ most innovative corporate cultures. The unique structure of this company has been so successful that they have a department for business-to-business consultations that assist other companies interested in adopting the model into their own organization. From a struggling start-up business to a $1.2 billion merger with Amazon.com, the company has remained true to its value of “delivering WOW through service” not only to its customers but also to its employees as well. Although there are hierarchical levels, there is a
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This style of management and organizational structure has put Google on the list of one of the best places to work. That, the free gourmet food served in their cafeteria, and other benefits to enhance productivity in the work environment keeps Google employees motivated and invested in the success of the company’s goals. However, there are many organizational functions that that can affect the structure of a company.
CEO Tony Hsieh wants to do one thing. He wants to deliver happiness. From the marketing department and human resources all the way to the Zappos brand loyal customers, happiness is what he delivers. Zappos’ marketing strategy lies within the company’s 10 core values. In fact, these core values are reflected throughout every fragment of the company. One of the core values is to create fun and a little weirdness. It is said that one of the questions asked by the HR is for the person being interviewed to scale their weirdness from 1 - 10 (Eckel, 2011). Zappos HR department hires people to fit the company’s culture. One of the interesting aspects of how Zappos markets for employees is that during the 5-week training course, Zappos will offer the applicant $2000 to quit anytime during the course if he or she believes that it is not right for him or her. A very low percentage of people take the money after seeing how the company operates. The way it operates is it is designed for service.
The organizational design

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