The Management Style Of Zappos - 917 Words

Organizations around the globe must consider the management style that works best for their organization. This includes organizations in the private sector as well as the public sector. Many factors are considered as an organization chooses its management style. Holacracy, the management style discussed in this paper, is a unique style that organizations can consider. In researching this, there was numerous organizations that chose to implement this management style. One of the larger organizations to implement holacracy management style is Zappos. Zappos is an online retail company owned by Amazon that employed 1,503 employees at the time of holacracy implementation, (Feloni, 2015). The CEO, Tony Hsieh was the catalyst for this†¦show more content†¦(Silverman, 2015). Mr. Hsieh believes it could take up to five years to complete the transition. An interesting note, the â€Å"Downtown Project, a $350 million Las Vegas urban-renewal project backed by Mr. Hsieh, dropped most a spects of Holacracy last year after training dozens of employees. It was a distraction amid the project s struggles, including a round of layoffs, employees say†, (Silverman, 2015) The training component Zappos implemented for the transition to holacracy consisted of a three-day training session for staff to learn how they move from titles to roles and responsibilities. The training was helpful in that it explained meeting structures that set out the tasks that each employee would be responsible for and what role they play within the company. Even with the training some employees still came out confused and not clear on their roles. With the fact that some still struggled to understand their roles and responsibility it was difficult for them to understand what they were accountable for. Those that could understand their roles and responsibilities had a clearer understanding of what they were accountable for. Many of the â€Å"day-to-day routines were thrown into doubt†, and added to the confusion, even after hours of training, (Silverman, 2015). This doubt lead to poor decision making, deadlines not being met and no clear picture of who should come in and address the shortcomings. Mr. Hsieh was not discouraged with the progress ofShow MoreRelatedTop Qualities That Make A Great Leader1364 Words   |  6 Pages and Tony Hsieh, CEO of Zappos, is no exception, although he particularly excels at â€Å"commitment† and â€Å"inspire.† Zappos has made multiple appearances on â€Å"Best Places to Work† lists and is famous for its unique culture. Hsieh says that company culture is his primary focus as CEO, and he only hires those who fit into the culture. 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