ZAPPOS CASE STUDY 1
Organizational Behavior: Zappos Company Case Study
Student’s Name:
Instructor’s Name:
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This study source was downloaded by 100000840275362 from CourseHero.com on 06-15-2022 10:23:36 GMT -05:00
https://www.coursehero.com/file/98377831/Organizational-behavior-case-studyedited-1docx/
, ZAPPOS CASE STUDY 2
Organizational Behavior: Zappos Company Case Study
1. Holacracy Approach for more Innovations
Zappos Company has embraced a new self-managed approach, holacracy, which will
enable workers to become more innovators in their new roles. Management roles and ranks are
abolished under this strategy, and self-managed team members form a flat company structure.
Holacracy, developed by Brian Robertson, substitutes traditional vertical hierarchy with self-
managed working rings that intersect with employee responsibilities(Konopaske, Ivancevich, &
Matteson, 2017). Each circle is headed by individuals known as "lead links," responsible for
ensuring that the team completes its task without using any force.
Workers in the new team system will be more committed to achieving goals differing
from the former group, which worked merely for common goals. It is because of increased
motivation after managers who use excessive power to influence the completion of jobs are
eliminated. When workers are self-driven, they fully participate in viewing that they will fulfill
their goals and interests. For example, social needs, achieved through good interactions within
the team. Security needs, without such a group, a person may feel alone when confronted with
organizational expectations. Esteem needs since members feel they have fully participated and
have unlocked their potential. The higher the commitment, the higher chances of innovation
(Konopaske et al., 2017).
Employees feel more encouraged when they are accountable to their teammates and team
leaders rather than managers who use more power and authority. Furthermore, they feel more
comfortable with this kind of responsibility because proximity and attraction are enhanced.
Proximity is the closeness of the physical distance between staff doing work. In other words,
there is a high closeness between teammates and their lenient leaders compared to groups and
This study source was downloaded by 100000840275362 from CourseHero.com on 06-15-2022 10:23:36 GMT -05:00
https://www.coursehero.com/file/98377831/Organizational-behavior-case-studyedited-1docx/
Organizational Behavior: Zappos Company Case Study
Student’s Name:
Instructor’s Name:
Course:
Date:
This study source was downloaded by 100000840275362 from CourseHero.com on 06-15-2022 10:23:36 GMT -05:00
https://www.coursehero.com/file/98377831/Organizational-behavior-case-studyedited-1docx/
, ZAPPOS CASE STUDY 2
Organizational Behavior: Zappos Company Case Study
1. Holacracy Approach for more Innovations
Zappos Company has embraced a new self-managed approach, holacracy, which will
enable workers to become more innovators in their new roles. Management roles and ranks are
abolished under this strategy, and self-managed team members form a flat company structure.
Holacracy, developed by Brian Robertson, substitutes traditional vertical hierarchy with self-
managed working rings that intersect with employee responsibilities(Konopaske, Ivancevich, &
Matteson, 2017). Each circle is headed by individuals known as "lead links," responsible for
ensuring that the team completes its task without using any force.
Workers in the new team system will be more committed to achieving goals differing
from the former group, which worked merely for common goals. It is because of increased
motivation after managers who use excessive power to influence the completion of jobs are
eliminated. When workers are self-driven, they fully participate in viewing that they will fulfill
their goals and interests. For example, social needs, achieved through good interactions within
the team. Security needs, without such a group, a person may feel alone when confronted with
organizational expectations. Esteem needs since members feel they have fully participated and
have unlocked their potential. The higher the commitment, the higher chances of innovation
(Konopaske et al., 2017).
Employees feel more encouraged when they are accountable to their teammates and team
leaders rather than managers who use more power and authority. Furthermore, they feel more
comfortable with this kind of responsibility because proximity and attraction are enhanced.
Proximity is the closeness of the physical distance between staff doing work. In other words,
there is a high closeness between teammates and their lenient leaders compared to groups and
This study source was downloaded by 100000840275362 from CourseHero.com on 06-15-2022 10:23:36 GMT -05:00
https://www.coursehero.com/file/98377831/Organizational-behavior-case-studyedited-1docx/
