Zappos Incorporation is a shoe and clothing online store, which is famous for its proper attitude to all their customers. Employees are well-trained in order to satisfy people`s needs and provide the best service to every potential client. The authorities provide the staff with a good salary, great working conditions and exciting opportunities for advancement. The differences between organizational commitment and job satisfaction will be provided in this paper.
Job satisfaction is the inherent factor of the working process, but nowadays fewer and fewer employees may boast of such an advantage of their jobs. If viewing Zappos from this point of view, the company is unique. Nevertheless, not only job satisfaction makes it successful. Proper organizational commitment is also important. Since the very beginning of Zappos existence, the founder Nick Swinmurn orientated on clients` preferences and needs, moreover, he paid little attention to the possible benefits, which could be achieved if dealing with cheating or falsification (About Zappos).
There are some kinds of job satisfaction, among which the extrinsic satisfaction – the valuation of work conditions is most essential. Another kind – intrinsic is important, too, but it is based on the kind of work the employees deal with. They take into account only the tasks, which make their jobs (Job Satisfaction). In fact, job satisfaction is associated with job expectations, as sometimes security or prestige does not make a person fully addicted to the working processes.
Tony Hsieh is Zappos CEO, who managed to implement a new structure of management to the business of the online store. The man used holacracy and adopted an innovational way of organizing the company – domains and circles replaced direct reports and business units in order to provide all the employees with equal level of corporate responsibility and the system of achieving personal goals (Godard, 2015). Managers guide people through team` missions considering every advice received from different sources. They view each comment from their clients as useful information, with the help of which Zappos may improve their state.
The main component of job satisfaction is proper motivation. Following Herzberg`s theory of motivation, the factors coercing people to be pleased with their jobs, are different and cannot be opposite of the factors of dissatisfaction (Herzberg, 1987). Perspectives of high and low attitude to the working process, their effects, factors of first and second levels as stimulus and their interrelationship constitute the basic for motivation theories. The only difference is that various scientists turn pay their attention only to some of them, showing the importance of some aspects, not mentioning the importance of their combination because of the difficultness to achieve it.
The heads of Zappos Incorporation showed their ability to manage correctly the working process and benefits, which are received by their employees. They instill trust in people in order for them to be acquainted with corporate culture and policy of being the best. The working conditions are unusual, too. The staff has a relaxed dress code, and the client service inspires them to act up to their aspirations and preferences. At the same time, the manifestations of creativity are approved and well-appreciated.
There are some problems in Zappos Incorporation, despite all the benefits of its unique management. For example, the company loses its employees because of an unorthodox management style to some online shoe retailer. In other words, people, who do not accept the policy of holacracy, are obliged to leave Zappos – they lose their job titles and personal benefits due to their special positions (French, 2016). The ultimatum of accepting or rejecting new management style was introduced to the working staff in 2015. People fell under a buyout deal, but even despite it, the system`s critics were strongly surprised with the way Zappos` came out of it.
Zappos` programs of praises make employees well-motivated – being focused on happiness and forgetting about incomes arouses the level of trust and devotion to the working process. Moreover, the challenges of achieving some personal benefits inspires people to work hard and invent some new ways of attracting customers. In its turn, providing various services for giving employees the ability to have better quality of life has essential returns – they attend different classes and learn how to work properly. This way, all the people, who deal with Zappos, are very motivated and satisfied with services and jobs.
Considering Zappos Incorporation as a potential employer successfully goes through inspection of conditions and outcomes. Performance management principles of holacracy applied provide the company with a good reputation and assure its proper functioning. In addition to it, people are attracted by Zappos` uniqueness and compliance of current individual interests. The company heads care about their employees and clients and try to make their lives better in order to have reputation and coordination of work of high ranks. This way, job satisfaction and organizational commitment are based on different factors: at the time when the first is caused by proper implementation of motivation or personal attitude to the working process, the second is tied with new ways of management. Without doubt, the combination of these two factors will make every company successful, but it still has a lot of issues to considered. Nevertheless, Zappos has managed to do it correctly and the company has great outcomes thanks to their aspirations.
References
About Zappos. Zappos. n.d. Retrieved from http://www.zappos.com/c/about-zappos
French, L. (2016). Zappos’ Weird Management Style Is Costing It More Employees. Time. Retrieved from http://time.com/4180791/zappos-holacracy-buyouts/
Godard, T. (2015). How Tony Hsieh and Zappos Are Shaping the Future of Employee Satisfaction. Everwise. Retrieved from https://www.geteverwise.com/leadership/how-tony-hsieh-and-zappos-are-shaping-the-future-of-employee-satisfaction/
Herzberg, F. (1987). One more time: How do you motivate employees? Harvard Business Review, 65(5), 109-120.
Job Satisfaction. n.d. Career Key. Retrieved from https://www.careerkey.org/choose-a-career/job-satisfaction.html#.V5x3zPmLTIU
