Case Study – The Zappos Experiment
A Self-Managing Organization
A self-managing organization is a highly beneficial approach for various reasons. Firstly, it promotes empowerment, giving power to employees from all levels within the human resource structure, enabling them to participate actively in the business. These benefits provide employees with greater job satisfaction and engagement and subsequently improve workplace motivation, which results in a more productive environment and innovation. Secondly, a self-managing structure means the organization has become flexible enough to meet the challenge of change. With organizational bureaucracy eliminated from the decision-making process, the employees can quickly respond to anticipated, if not unexpected, shifts in the market or customer demand and new opportunities in the market.
Thirdly, by delegating more decision-making responsibilities and promoting teamwork, self-managed teams build trust and ensure accountability. Employees feel responsible for decision-making and do not have to ask for permission to implement their ideas, as they believe and see that their contribution is essential. Fourthly, a self-managing structure can be beneficial in enhancing innovations and creativity. There is a hierarchy in a flat structure; thus, the flow of ideas is easy and enhances the spread of interventions across teams. Diversity of thought frequently leads to new ideas and methods of addressing problems, propelling the organization’s progress. Additionally, a self-managed organization leads to enhanced efficiency and effectiveness. Working without bureaucratic layers also means that decision-making becomes faster and more effective; as a result, the organization can more effectively and efficiently reach its stated objectives.
Making the Transition to the New System Smoother
Transitioning to a self-managing organization like Zappos undertook is undoubtedly a complex endeavour, and there are some key strategies that they could have implemented to make the transition easier. Firstly, effective communication is paramount. Zappos could have adopted a communication strategy for its employees to understand why the change was to be made, what it entailed, and what changes that would stem from it would occur regarding their job descriptions. This would entail forums like public meetings, frequent communication from upper management to employees, and listening to their grievances. By offering more transparent information and greater clarity, Zappos could have helped to reduce friction and opposition among employees.
Secondly, developing vital training and support structures should be prioritized. The move to self-management means that the employees in the firm would need to learn different ways of working and interacting with each other (Bohlander et al.,2017 ). Zappos could have also arranged for more training programs geared towards teaching employees the needs, tools, and supplies necessary in a self-managing environment. Furthermore, the facilitation during and after the transition process by trained professionals assisted employees in managing difficulties associated with change. Thus, Zappos could have better supported the employees with more development opportunities and personal help to enhance their confidence and competence, making the transition easier.
There was also a need to use the gradual change method for the transition. It would have been better if certain aspects of self-management had been introduced while retaining traditional management structures instead of discarding them altogether. This continuous movement would have helped the employees to get used to the changes gradually, thus eliminating the shock of sudden changes in strategy and resistance to the plan. In addition, the new system could have been tested in a few departments or teams before launching it across the entire organization to address any potential problems before they became widespread. Zappos should have followed a gradual and incremental change approach, which could have ensured minimal disruption and a greater chance of success in moving toward a self-managed worker structure.
References
Bohlander, G., Morris, S. & Snell, S. (2017). Managing human resources (18th ed). South-Western College
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Question 
Read the case study The Zappos Experiment on page 148 of your textbook, analyze the cases, and complete a detailed case write-up for each case.
The case write-up needs to adhere to APA formatting and be at least two (2) to three (3) pages in length.
Case Study – The Zappos Experiment
The content needs to be substantive and reflect an advanced level of understanding of the material. Students must draw from specific topics covered in the main text, as well as supplemental readings, and analyze the case studies.
Please refer to the Course Schedule to see which
case studies will be required. There are no make-ups. You must submit your paper through Canvas in order to receive credit.