Based on all the videos you have watched regarding Zappos,
1. Identify and build up the web elements of the Cultural Web
2. What is the key to success at Zappos
Stories. Represents the
narratives and anecdotes shared within the organisation. These stories reflect
the values, benefits, and significant events that have shaped the
organisation’s history and culture. Stories contribute to the creation of
organisational identity and provide an example of desired behaviours. (Zappos.com,
2008)
Symbols. The visual
representations hold meaning within the organisation. This can include a logo,
office layout, dress code, office artefacts, and other tangible elements that
convey and reinforce the organisation’s values and beliefs. (Zappos.com, 2008)
Power Structures.
Refers to the formal and informal distribution of authority. Decision-making
processes, and hierarchical relationships within the organisation. It involves
understanding who holds power, how decisions are made, and how authority is
exercised. Power structures influence the organisation’s culture and shape the
behaviour of its members. (Zappos.com, 2008)
Organisational structure.
Represents the formal framework and arrangement of roles, responsibilities, and
reporting relationships within the organisation. The structure determines how
tasks and responsibilities are divided, and it influences communication,
collaboration, and decision-making process. Most organisations have an approved
hierarchical line to establish company protocols and chain of command. (Zappos.com,
2008)
Control System.
Refers to the mechanisms and processes in place to monitor and evaluate
employee performance and ensure adherence to organisational norms and values.
This includes performance management systems, policies, procedures, and reward
systems. Control systems play a role in shaping and reinforcing the desired
behaviours and values within the organisation. (Zappos.com, 2008)
Rituals and Routines.
Regular and repetitive actions, ceremonies, and behaviours that occur within
the organisation. These can include team meetings, annual events, performance
reviews, and other established norms, create a sense of belonging, and
reinforce desired behaviours. (Zappos.com, 2008)
Key to Success at Zappos.
By adopting Holacracy in the workplace, Zappos have had empowered their
employees with a purpose and accountabilities. Holacracy, a self-managing
design for organisations, which removes typical hierarchies where everyone is
equally accountable. (Ackermann, M., Schell, S. and Kopp, S., 2021)
Zappos workers can tailor their professions based on
their preferences. They earn badges based on their jobs and expertise.
Compensation is corresponding with badges they earn, thus providing an
opportunity to explore new angles, pursue their passion, and increase their
profits. Zappos is augmenting a collaborative mindset and making the system
more appealing by introducing a co-worker reward policy, enabling employees to spread
satisfaction by rewarding co-workers for their vital contributions and diligent
adherence to cultural values. (Kumar S, V., & Mukherjee, S., 2018).
Structure alone is not enough for producing the
desired change. Implementation of a new culture will remain. Clear core values
will enable firms to propel themselves with sustainable growth and retention of
valuable workforce. (Kumar S, V., & Mukherjee, S., 2018).
Reference
Zappos.com. (2008, August). Zappos Company Culture –
The Zappos Family on Nightline. [Video}. https://www.youtube.com/watch?v=tFyW5s_7ZWc
Kumar S, V., & Mukherjee, S. (2018). Holacracy –
the future of organizing? The case of Zappos. Human Resource Management
International Digest, 26(7), 12–15. https://doi.org/10.1108/HRMID-08-2018-0161
Ackermann, M., Schell, S. and Kopp, S. (2021), “How
Mercedes-Benz addresses digital transformation using Holacracy”, Journal of
Organizational Change Management, available at: https://doi.org/10.1108
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