Zappos Final Report

In each and any organization, the founders are the most informed people since they were there from startup, and they have ensured that the organization grows to its current level. For Zappos.com, the founder had the best ideas in which to make sure that the organization grew no matter what. That is, Mr. Tony had the best means of ensuring that Zappos.com went a further mile in their market. He placed great emphasis on ensuring that everyone in the organization would be able to flow with the organization’s culture and also their values.

That is, the employees would be able to ensure that with any assignment given, they work efficiently and effectively towards achieving the best for the organization. To be able to do so, they had to spend more time with the managers outside the office so that it can appear to be more fun being in the organization. Likewise, they, the employees, will feel at home and appreciated by the organization, therefore, being motivated even further (Topolosky, 2000).

Having the managers spend more time was able to realize more than motivation for the employees. That is, the employees got to understand their managers better, and so did the managers. By so doing, they will get to be in better terms, therefore, having the employee always pay keen attention to what the manager requires them to do. Likewise, the manager will always ensure that they listen to the employees to be able to consider whether the given instructions are good and if not, they can work together towards ensuring that they come up with better strategies.

Employees will be of great help to the managers too since they will aid in decision making in Zappos.com. Decision making is crucial for the organization since the managers have to plan each and every step of the organization. Therefore by having the employee’s aid in these processes gives the manager a third eye that can comb through all the information to decide whether it is favorable and also whether it should be implemented.

For Zappos, it is clear that they work towards ensuring their customers are satisfied by providing the best services available (Rokes, 2001). To do so, they have to make sure that the employees are always happy. The founder, therefore, insists on the managers taking some time off from work to get to motivate their employees. It is clear that the founder understands that compensation is not the only factor that brings about satisfaction and motivation.

Therefore, this would be considered as their culture. That is, having the managers spend time with the employees in order they can be able to bond. It ensures that the employee can be free around the manager and that they can easily access them when the need arises. They can always and freely approach the manager for help and have any of their problems solved. In return, the employees will never have stressful working conditions therefore being able to provide quality customer services. They can ensure that the customers will always be pleased by the services offered.

As discussed in the study, the employees and the customers are most important people in the organization. Therefore, one has to ensure that both of these parties are well treated. That is, for the customers, always provide them with quality products and for Zappos’ case, provide them with quality services since they are an online organization. For the employees, on the other hand, they should be well compensated according to the work done.

In the case of overtime, they should be compensated too. Apart from monetary compensation which shows that their input is valued, they need to be motivated and satisfied within the organization, therefore, requiring that they are trained or even spend some time off from work with the managers. It will ensure that they get to know that they can get to have some time off and that they can be free with their superiors. On the other hand, they will reciprocate by offering quality services to the customers.

References Rokes, B. (2001). Customer service. Cincinnati: South-Western/Thomson Learning. Topolosky, P. S. (2000). Linking employee satisfaction to business results. New York: Garland Pub.