communication. This structure should provide coordination of performance results. (p.117) The Zappos article is a perfect example of this type of structure. Zappos has an informal structure organizational structure. The structure follows a different method. The informal structure identifies key positions of management within the organization. Zappos has developed an organizational culture that creates a positive‚ fun working environment. Strong cultures lie Zappos emphasize teamwork‚ allow risk taking
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color. Swinmurn translated his unpleasant shopping experience into new business expressly designed to meet the demanding needs of serious shoppers. As a result of his entrepreneurial zeal and his shrewd exploitation of the tools of e-commerce‚ Zappos grew from its start in 1999 to over $1 billion in gross annual sales by 2008‚ and was such a success that Amazon.com decided to acquired the firm for $ 1.2 billion in 2009. In 1999‚ the U.S. shoes industry was estimated to be a $40 billion market
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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 sense of transparency that alleviates the stress of authority figures. Though this type of structure may have worked for Zappos‚ it is not the only type of structure to generate
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Managing Change in an Organization Change within an organization can lead to growth and success. Robbins and Judge (2011) define change as “making things different” (p. 592). Companies go through change for different reasons; these reasons are referred to as forces of change. Resistance to change is common and occurs for different reasons. There are techniques to manage resistance to change. To begin a change in services‚ organizations must first weigh factors that will affect the implementation
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and outside of the workplace. In order to achieve the goal of outstanding customer service‚ CEO Tony Hsieh states that the company must possess a strong‚ and continuously evolving‚ culture. Outside of the existence of the core values‚ Zappos promotes a culture that emphasizes autonomy‚ transparency‚ and independence of all employees. Each employee is valued as a key contributor to the success of Zappos‚ with knowledge that they each add to the company and the company is investing into them as well
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THE HONG KONG INSTITUTE OF VOCATIONAL EDUCATION (KWAI CHUNG) [pic] Content Background P.3 Goal and Planning P.4 Structure P.4-5 Employee Recruitment P.6 Training P.7 Evaluating employees – Appraisal P.8 Human Resources Management P.10-12 Communication P.13 Conclusion P.14-15 References P.16 Background DHL Hong Kong DHL Express was the first international air expresses company to operate in Hong Kong. With DHL’s experience in local and regional markets‚ DHL strive to deliver the
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most important. However‚ information cannot be managed without the latter one. It is the people who collect‚ collate‚ manage‚ and efficiently utilize information. So if the human resources in any business organization suffer physical or psychological imbalance‚ the information management will be at stake. It is also widely accepted that stress is the primary cause of this imbalance. Commonsense tells us that people under excessive stress are less efficient. A decreased level of efficiency will naturally
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INTRODUCTION VinaClean is one of the leading companies in the field of battery recycling‚ areas where little-known in Vietnam. They just started this year in Hanoi with the goal is minimize environmental damage from disposing of household batteries in landfills. VinaClean was founded by Ms. Suzi Tran and its project is received generous donations from many concerned citizens. She believes that her mission is making operations so efficient that VinaClean can be self-funding after the third years
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Zappos has been ranked as Fortune “Top 100 Best Companies to Work For” for more than 5 times‚ with its latest ranking at No. 31 in 2013 (Fortune‚ 2013). What makes this company such a wonderful place to work is its unique culture‚ where 10 core values (Exhibit 1) constantly remind its managers and employees what they are representing and standing for. Employees are called “team members” in Zappos (Frei‚ Ely and Winig‚ 2011). This paper will examine how “team members” are identified and trained
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Name‚ Surname: Shake Badalyan Student 13891; MBA (Project Management) Module: Managing Change in Organizations Date for Submission: 25 April 2011 Word Count: 3690 Contents Page Organization’s brief description Main drivers for change and key management objectives Action plan Managing the change Implementation process Change process assessment Further related changes Bibliography Organization’s brief description Kia Motors Company was founded in South Korea
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