Case Analysis for Chapter 16

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Case Analysis Chapter 16 16.1) I think that it is really possible for Zappos to ask questions in an interview that measure a person’s values because after all it is their business and can be ran however they want it to be run and if they want to ask questions that will showcase a person’s values they can. To me showcasing a person’s values is critical for the business to be ran the way they see fit. The core values of a person is something they look for in a new hire and makes perfect sense since this is something that they need to know to make sure they will “fit” in as the CEO, Tony Hsieh says in this case study. One of the best things about Zappos is that they are known for their superior quality service to all of their customers. If a client is having a bad day, the employee can actually send flowers to the customer and hopes to make them feel better, how cool is that? In my business I wish that we would look more at a person’s values because that will help make a better decision to the person(s) we want to hire for a certain position. The values of a person will help keep costs down when you think about employee retention. If they spend more upfront on choosing the right people to hire then they will spend less money training new people to hire if someone leave their job and let’s face it there are lots of people that will take a job to just get a paycheck these days and those are the types of people that Zappos does not want to hire and neither do I. I think a lot of small and large businesses can learn from them by how they conduct their hiring and training process. 16.2) There could be issues that arise from Zappos only providing feedback from everything but job-related tasks. In my mind, this could cause a problem to some people who think they should be reviewed based off the job they perform and how well they are at doing their assigned task. On the

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