Choose One Of The Following Organizations To Research

Choose One 1 Of The Following Organizations To Research Google Zap

Write a five to six (5-6) page paper in which you: Provide a brief (one [1] paragraph) description of the organization you chose to research. Examine the culture of the selected organization. Explain how you determined that the selected organization showed the signs of the culture that you have identified. Determine the factors that caused the organization to embody this particular culture. Determine what type of leader would be best suited for this organization. Support your position. Imagine that there is a decline in the demand of product(s) or services supplied by the selected organization. Determine what the change in culture would need to be in response to this situation. Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

Paper For Above instruction

The organization selected for this research is Zappos, renowned for its exceptional corporate culture centered on customer service, employee happiness, and a flat organizational structure. Zappos was founded in 1999 by Nick Swinmurn and later acquired by Amazon in 2009. The company's core mission emphasizes delivering happiness to customers and employees alike, which is reflected in its unique organizational practices and values. Zappos has built a reputation for creating a vibrant, innovative, and highly engaged work environment that prioritizes employee empowerment, open communication, and a strong sense of community. The company's culture is characterized by ten core values, including "Deliver WOW Through Service," "Create Fun and A Little Weirdness," and "Build a Positive Team and Family Spirit" (Hsieh, 2010). These cultural elements foster a collaborative atmosphere that encourages employees to go above and beyond for customers and to maintain the company's distinctive brand identity.

The signs of Zappos' organizational culture are evident in its comprehensive onboarding process, which immerses new hires in cultural values from day one. The company's emphasis on internal communication is demonstrated by its open-office design and accessible leadership, fostering transparency and approachability. Zappos' commitment to employee happiness is further evidenced by its extensive benefits package, flexible working arrangements, and a focus on personal development. Customer service metrics strongly reflect the culture; employees are empowered to make decisions that prioritize customer satisfaction, often going beyond standard procedures to resolve issues creatively. Employee surveys and engagement scores consistently reveal high levels of job satisfaction and alignment with the company’s values. The alignment of tangible practices with cultural values confirms that Zappos' culture is a foundational aspect of its organizational identity.

The factors that caused Zappos to embody this culture include visionary leadership by Tony Hsieh, who emphasized happiness as a business strategy and believed that a strong cultural foundation would foster customer loyalty and business success (Hsieh, 2010). The company's early commitment to values-driven management attracted like-minded employees, creating a cohesive workforce committed to shared goals. The competitive landscape of online retail demanded differentiation through exceptional service and brand personality, which Zappos achieved by embedding these principles into its culture. Additionally, the Silicon Valley atmosphere of innovation and entrepreneurial spirit influenced Zappos' emphasis on creativity, playfulness, and employee autonomy—key drivers in cultivating its distinct organizational environment.

A leadership style that would be best suited for Zappos is transformational leadership. Such leaders inspire and motivate employees by establishing a shared vision and fostering an environment of trust, innovation, and personal growth. Transformational leaders align with Zappos' cultural emphasis on employee engagement and customer obsession (Bass & Avolio, 1994). They can cultivate a sense of purpose and ownership among employees, encouraging them to embody the company's core values actively. Leaders who communicate transparently, prioritize employee well-being, and foster a collaborative atmosphere would ensure the sustained vitality of Zappos’ culture, especially during periods of growth or change.

In the event of a decline in demand for Zappos' products or services, a cultural shift may be necessary to adapt to the changing market landscape. Specifically, the organization might need to pivot from its current culture of innovation and customer-centricity toward a culture that emphasizes operational efficiency, cost management, and agility. This transformation would involve fostering a mindset that values adaptability, rapid decision-making, and lean processes while still maintaining a basic commitment to excellent service. Leadership would play a crucial role in guiding this cultural change by clearly communicating the rationale behind the shift, fostering resilience, and providing support for employees as they navigate new ways of working (Schein, 2010). Reinforcing core values of teamwork and integrity would help ensure that the organization's new culture aligns with its strategic objectives, enabling it to respond effectively to market pressures.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Hsieh, T. (2010). Delivering happiness: A path to profits, passion, and purpose. Business Plus.
• O’Reilly, C., & Chatman, J. (1996). Culture as social control: Condition, mechanism, or metaphor? Organizational Dynamics, 24(4), 5-21.
• Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
• Schneider, B. (1990). Organizational climate and culture. Jossey-Bass.
• Denison, D. R. (1996). What is the difference between organizational culture and organizational climate? A native's point of view. Institute for Corporate Productivity.
• Martins, L. L., & Terblanche, F. (2003). Building organizational culture that stimulates creativity and innovation. European Journal of Innovation Management, 6(1), 64-74.
• Chatman, J. A., & Jehn, K. A. (1994). Assessing the relationship between industry characteristics and organizational culture: How different can you be? Academy of Management Journal, 37(3), 522-553.
• Kotter, J. P. (1996). Leading change. Harvard Business Review Press.
• Ravasi, D., & Schultz, M. (2006). Responding to cultural tensions in strategic change: Understanding the role of organizational culture. Journal of Management Studies, 43(4), 805-833.