1 Zappos Analysis The core of Zappos’ culture lies behind two underlying values. The first is to please the customer and the second is to please the employee. Zappos’ success is due to Tony Hsieh creating a company culture that depends on the implementation of these two ideas. According to Bauer & Erdogan, “organizations that have a rare and hard-toimitate organizational culture benefit from it as a competitive advantage.” Tony showed us he was a visionary because he was able to recognize the value behind a strong company culture, despite other initial investors overlooking this detail of the company. Zappos’ leadership would agree with this statement since they believe their company culture is the differentiator.
Jack also did well to outline the expectations of the project by means of “The Contract Book”. Although at first it was not well received, “The Contract Book” was eventually made more concise and detailed the critical factors crucial to the project being a success. The quarterly meetings held by Jack was a effective in the sense that he could communicate the status of the project to upper management and keep communication open with the steering committee , thus ensuring that their were no surprises. Jack worked hard to seek out highly talented and motivated engineers who were willing to dedicate themselves to the project. He also hired a group of managers who had significant plant manufacturing experience.
Their clients have been very impressed when they worked with the company to help them through transitions or when they assisted in helping an employer recruit potential employees for various positions. One of the cardinal rules of business is to keep your customers happy; it is far cheaper to keep an existing customer than it is to find new ones. This is why J.L Nick takes the time to ensure their clients are satisfied and will come back in the future. Considering 90% of their
There are few people who would ask why to have a PMP when you earn a good pay and is at good post. There are many reasons why an experienced manager should go for PMP. The PMP certification is right certification from the PMI so as it helps you to initiate, plan, execute and run project successfully. The PMP Certification definitely motivates an manager to try for higher goals. Many experienced PMs who tried to change jobs felt the necessity of having a PMP training and a PMP certification.
Besides the work itself, one of the most salient factors influencing job satisfaction for employees is their work environment, which encompasses relations with co-workers, supervisors, and clients. Secondly, I’d like to talk about Communication within the corporation. No individual, group, or organization can exist without communication. It is only through transmitting meaning from one person to another that information and ideas can be conveyed. As mentioned in the case, Bonnie has accomplished something that the human resource specialist had been trying to do for years simply because Bonnie’s directness and honesty, which made communication more efficient.
As result of the contribution to the quality and market responsiveness, Haier won a very good reputation from the Chinese local consumers. The quickly market responsiveness and high service level, also the well organized distribution system, enable Haier to be the first choice of most of the Chinese consumers. The different strategies on internalization make Haier distinguished from the others. Haier tried the most difficult markets to get challenge itself and proved the high quality standards. Haier is smart to choose the niche products to start the business in global market.
Executive Summary Team 4 has just completed an analysis of Esterline’s business operations. Our findings are detailed on the following pages. In summary, we have determined that Esterline is in an excellent position to reap the benefits of the investment in Lean Production training and resources throughout the balance of the corporation. Prior to 2000, Esterline had limited results in implementing lean. However, after the management team drove the ownership and authority down to the operator level and provided the necessary tools the enterprise became highly successful.
Name: Nguyen Thi Phuong Mai Class: IBBUS 3.1 ID: 3912ISB0050 Course: Organizational Behavior Lecturer: Mr. Quoc Hung ASSIGNMENT The case “Goran Kapicic at Actavis China” 1. Identify the factors that contributed to Kapicic’s successful turn-around of the company. Generally speaking, there are many factors, both internal and external factors that have contributed to the way Kapicic managed Actavis in China. In an effort to make a successful turn-around, some certain ones have stood out above the others, such as improving management process and fostering motivation among employees, and so forth. Given the choice, I would like to select and profoundly interpret some of the factors that are important enough to be listed in the process of turning around Actavis: + The first factor for Kapicic successful to turn-around the company is his way of living and his working style.
ECCO Analysis In today’s business environment, striving to obtain the proper job design can help a company to become more successful and competitive in the market. ECCO states that its success is due to the philosophy that employees are not just participants, but also the most important ambassadors. Throughout ECCO’s history the employees have always been the core of the business and the reason for its ongoing success for over 40 years. This assignment is aimed to analyze employee motivation and job-design at ECCO. First employee motivation is analyzed by applying theories of Herzberg’s “two-factor’s model” and Maslow’s “hierarchy of needs”.
American Express is a global services company providing access to products, insights, and experiences that enrich lives and build business success. Due to their extraordinary customer service, American Express has received numerous awards for having the highest customer satisfaction among credit card companies worldwide. (Americanexpress.com). American Express has shown commitment to improving the competencies of their employees. They developed a training and leadership program called the American Express Learning Network (AELN) to assist their employees in developing the skills that set them apart from other companies.