Integrating Culture and Diversity in Decision Making: The CEO and Organizational Culture Profile Essay

Examine the close of the selected make-up. Explain how you determined that the selected ecesis showed the signs of the shade that you have identified. acquire the factors that caused the system to embody this particular horticulture. Determine what type of draw would be best suited for this organization. Support your position. reckon that there is a decline in the demand of product or services supplied by the selected organization. Determine what the c servee in culture would destiny to be in response to this situation.Zappos, which started as an on-line habilitate retailer in 1999, has grown into a multi million dollar high society and expand past simply selling shoes to selling accessories, handbags and opposite turn items carrying over 1,136 brands (Zappos IP, 2013). It was named one of Fortune Magazines Best Places in America to Work (Koetsier, 2013) and has extended their organizations grasp by developing Zappos Insights, which allows other companies a deep look i nto the organization, enabling them to grow the same culture that has allowed Zappos to achieve immense success. Zappos is an organization affiliated to delivering happiness, not only among their employees and nodes, but to other growing companies as well (Zappos Insights, 2013).Zappos embodies a laid-back service-oriented culture and has fun doing it. This is apparent through their training weapons platform which requires all new hires, regardless of position, to complete four weeks of training in the customer call center (Zappos IP, 2013). The culture at Zappos can be immediately felt as CEO, Tony Hsieh, introduces himself as just Tony in a company welcome video on the Zappos Insights website. A virtual act of the Las Vegas corporate piece gives a peak into the laid back culture the company embodies.With decorations hanging from the ceiling and writing on the walls, the open office space blends a fraternity house look with a mood that screams fun. Monkey Row is an area of t he work floor that houses Hsiehs and other executives desks, pushing an open door policy even further since no walls or cubicle barriers separate the leaders of the company from its customer call center employees (Zappos Insights, 2013). Hsieh, who strives to spread happiness as a business model, truly understands that company culture affects the performance of an organization and the job gladness of its employees (Schermerhorn, Osborn, Uhl-Bien, & Hunt, 2012). At Zappos, customer service isnt just a divisionit is the entire company (Zappos IP, 2013).Organizational leaders set the tone for the culture of a company (Schermerhorn et al., 2012). Hsieh has established a strong culture for the Zappos organization by creating the Zappos Familky Core Values. These ten statements ranging from create fun and a minute weirdness to be humble encourage employees to be themselves, work difficult and seek positivist change. Hsiehs favorite core value, be passionate and determined, along wit h the remaining nine, are heavily referred to during the hiring process (Zappos IP, 2013). Zappos is so committed to maintaining their culture that, after the four week training course, they offer either new hire $2000 to quit if they dont see themselves suit in with the culture of the company (Koetsier, 2013), thus eliminating subcultures and countercultures (Schermerhorn et al., 2012).The best type of leader for the Zappos organization is a transformational leader. Transformational leaders, who encourage employees to look out for the good of others (Schermerhorn et al., 2012), potently align with the Zappos core values of drive change and build a family spirit (Zappos IP, 2013). The company also values growth and learning, another manifestation of transformational leadership (Schermerhorn et al., 2012). Inspiration, another dimension in transformational leadership, lines the walls of the Zappos corporate office. Official signs and quotes hang next to team created posters, reve aling that the culture lives deep within the organization and its members. The Zappos organization also benefits from having a servant leader (Schermerhorn et al., 2012).Hsieh creates a positive impact on the community by inviting striving businesses to participate in a course of instruction called Zappos Insights which offers opportunities such as free tours, paid two-day seminars and dinner with the CEO (Schermerhorn et al., 2012). This opportunity to share knowledge and learn the culture that has helped Zappos reach success is one way the company serves their business comuunity.Zappos, has expanded its grocery past internet sales and into the world of information sharing with Zappos Insights. With the program already paying for itself (Schermerhorn et al., 2012), it is doubtful that the organization would need to change their culture dramatically in order to respond to a decline in demand for the products supplied by their internet sales. Hsieh, a visionary, sees Zappos Insigh ts representing ten percent of the company profits in the future (Schermerhorn et al., 2012). In the event of decreased shoe and accessory sales, Zappos, rather than change their culture, can be profitable by diving deeper into their existing culture and creating more opportunities similar to Zappos Insights to capitalize on their successful business plan and company secrets.Dew, J., & Fisher, M. (2013, July 13). Zappos CEO Tony Hsieh Mentors Gamemaster. (T. Hsieh, Interviewer) Koetsier, J. (2013, Feburary 17). Zappos culture bearing how squishy stuff like culture took us to a one million million dollars in revenue. Retrieved July 20, 2013, from Ventrurebeat.com http//venturebeat.com/2013/02/17/zappos-culture-coach-how-squishy-stuff-like-culture-took-us-to-a-billion-dollars-in-revenue/ Rosenbaum, S. (2010, June 4). Fastcompany.com. Retrieved July 20, 2013, from The Happiness Culture Zappos Isnt a Company- Its a Mission http//www.fastcompany.com/1657030/happiness-culture-zappos-isn t-company-its-mission Schermerhorn, J. R., Osborn, R. N., Uhl-Bien, M., & Hunt, J. H. (2012). Organizational Behavior. Hoboken John Wiley & Sons. Zappos Insights. (2013). Zappos Insights. Retrieved July 20, 2013, from zapposinsights.com http//www.zapposinsights.com/ Zappos IP. (2013). Zappos.com. Retrieved July 20, 2013, from About http//about.zappos.com/zappos-story/in-the-beginning-let-there-be-shoes