Zappos

Employee Motivation
Name
Institutional Affiliation

Employee Motivation
Why is Zappos so Successful?
Successful companies realize that employees are a significant asset in their operations. Satisfied employees play influential roles in affecting the performance of a company. Poorly remunerated and less motivated employees are likely to show contempt and disregard for their work (Nohria, Groysberg & Lee, 2008). However, when companies realize the contribution of their employees and reward them appropriately, they are likely to improve their performance. Zappos attributes its success to the effective management of the contribution of its employees (Rooney, 2008). The company demonstrates a desire to ensure that its employees fulfill its core demands while at the same time satisfies personal goals of its workers.
Theories and Concepts Applicable To Zappos Company
Several approaches can be applied to Zappos successful performance. The most prominent argument is Maslow’s hierarchy theory of motivation. It is evident that different employees will be encouraged using various mechanisms to realize their potential. Accordingly, paying attention to the lower levels of the pyramid on Maslow’s concept provides an ideal framework upon which employees can develop meaningful relations. Thus, Zappos demonstrates its commitment to not only focus on the abstract concepts of self-actualization (Kanfer, Frese & Johnson, 2017). Instead, the company realizes that the establishment of meaningful relationships with its employees provides a feasible mechanism to boost the performances of its workers.

The expectancy theory also provides a convenient way to address the subject of motivation demonstrated at Zappos. The expectancy theory purports that individuals are likely to behave according to their expected outcomes. Individuals who put in a considerable effort at work will most likely prompt them to work harder. Thus, employees find it prudent to put in significant efforts to ensure that their work matches the expectations of the employer and that of the customer. The mechanism put in place by the employer ensure that the workers work harder as they have expectations based on the promises given to them by their employer. The expectancy theory is based on principles. Firstly, there is expectancy, which is the belief that a person’s effort will yield the desired goal. The process is based on experiences on self-confidence and the effort that has to be put in place to ensure that the goal is attained. The second principle is based on instrumentality. Instrumentality is a belief that an individual will receive a reward if they meet the expectations of performance. Similarly, Zappos provides a viable framework to ensure that its employees gain relevant rewards according to their expectations. Finally, the theory also thrives on the principle of valence. Valence refers to the value of a reward. A reward will only be appealing if it satisfies the quest of the employee
Tony Hsieh’s approach to hiring and retaining employees and impact on Motivation
Hiring employees based on their competency and skills plays an instrumental role in ensuring that they are matched to a task that they possess the relevant skills (Slocum & Hellriegel, 2011). Similarly, the strategy has been effective in ensuring that employees who work at the firm are passionate about their work in the company. Ideally, the success of a business is entrenched in its core values, whereby the customer is paramount. However, the only way to satisfy the client is by ensuring that the employees have the recommended skills to serve them. Thus, the methodologies have been useful in ensuring that employees within the organization realize the importance of the mission and the vision of the firm.

References
Kanfer, R., Frese, M., & Johnson, R. E. (2017). Motivation related to work: A century of progress. Journal of Applied Psychology, 102(3), 338.
Nohria, N., Groysberg, B., & Lee, L. E. (2008). Employee motivation: A powerful new model. Harvard Business Review, 86(7-8), 78-+.
Rooney, B. (8th July 2008). Shoe-ing Away Convention. ABC News. Retrieved from http://abcnews.go.com/Business/story?id=5326827&page=1
Slocum, J., W. & Hellriegel, D. (2011). Principles of Organizational Behavior. South Western