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عنوان فارسی مقاله:
درس های آموخته شده از Zappos در فرهنگ سازی با عملکرد بالا
عنوان انگلیسی مقاله:
Lessons learned from Zappos on what it takes to build high performance cultures
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بخشی از مقاله انگلیسی:
Nick Swinmurn, a 26 year old marketing manager started Shoesite.com in 1998 based on the premise of displaying a website where customers could see many brands of shoes from different companies at one time. Swinmurn later changed the company’s name to Zappos.com. In 1999, Tony Hsieh and Alfred Lin loaned money to Zappos.com from their venture capital firm Venture Frogs. In 2001 Hsieh became co-CEO with Swinmurn. Eventually Swinmurn left the company and Hsieh became CEO and deliberately began designing an organization around his philosophy of creating a culture that promotes employee happiness, exceptional customer service, and high performance.Creating and sustaining the Zappos culture has not come without challenges. Organization cultures can be resistant to needed change and at the same time can be fragile and altered almost overnight by changes in leadership or major events. For instance, during the 2008 economic downturn, Zappos was highly dependent on banks to finance its large inventory, and with lower sales the banks could withdraw their loans. This and other factors prompted some board members of the venture capital company that had invested in Zappos to push for a greater focus on sales and profits and for Hsieh to spend less time emphasizing his ‘‘culture social experiment.’’ This resulted in some employee layoffs and efforts by Hsieh to find potential buyers for Zappos to protect its culture.Amazon emerged as the best buyer and in November of 2009 completed an all-stock deal for the purchase of Zappos valued at $1.2 billion. Hsieh felt that although the two companies had different business models and some philosophical differences, both were strongly committed to high quality customer service and long-term growth. He also had written into the contract with Amazon a document formally recognizing the uniqueness of the Zappos culture and Amazon’s duty to protect it. Also included was the assurance of a balanced board composed of both Amazon and Zappos executives that would provide the influence to help sustain the Zappos culture
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کلمات کلیدی:
5 Lessons on Employee Happiness From Zappos | Classy https://www.classy.org/blog/zappos-employee-happiness/ Nov 15, 2016 - Zappos prioritizes employee happiness as a way to sustain their success. We think nonprofits stand to learn a lot from CEO Tony Hsieh's ... 10 branding lessons learned from Zappos - Constant Contact archive.constantcontact.com/fs018/1102766514448/archive/1103315992005.html Contact us to learn more about our customized presentations. 847.236.1920 jacobs@avenuemgroup.com *2009 ASAE Marketing & Membership Conference ... Zappos: Lessons Learned in Company Culture | FreshBooks Blog https://www.freshbooks.com/blog/zappos-lessons-learned-in-company-culture Oct 25, 2011 - When we visited Zappos last year, the experience redefined how we handled many of our support functions here at FreshBooks. They inspired ... Searches related to Lessons learned from Zappos the style of leadership at zappos is most closely aligned with zappos success factors what makes zappos unique? companies often use __________ to create long-term strategic plans for the organization the customer who purchases the product from zappos would be called tony hsieh transformational leader zappos creates a motivating place to work one of the benefits of participatory planning, exhibited by tony hsieh, is greater commitment to
