Evolution Application Different Approaches -Myassignmenthelp.Com

Question: Discuss About The Evolution Application Different Approaches? Answer: Introduction: Zappos is an online clothing and shopping shop that is based in Las Vegas that has recently changed its organizational structure by embracing framework of holacracy. Adoption of this radical approach of management by this online retailer has stimulated a debate. Zappos has unconventional culture and it is known for its noteworthy business achievements. The traditional top down hierarchy is replaced by some new approach to management. Zappos has always been standing out for this particular unconventional human resource management policy. A new management structure has been promoted by organization that encourages collaboration by eradication of hierarchy at workplace. Stimulating debate has been generated in business case due to decision of Zappos to change its structure of organization by embracing holacracy. Organization is well known for unconventional culture and remarkable business achievements. This will lead to revision of operating system that will redistribute power among wor kforce and reset job roles. It is perceived that such transition done by Zappos would increase the competitiveness of organization and bring long-term benefits. Under this set up, decision making and authority of management of Zappos are decentralized to self-managing units. Embracing of holacracy would lead to scenario of equal distribution of leadership and accounting among workforce. In the ever changing business environment, an ideal response of organization is holacracy (Gouveia 2016). Holacratic model comes with several advantages along with some inevitable challenges. It is inevitable for organizations to transform to flatter structure as a natural advantage is provided to employees with implementation of such model who are being concerned of broader of picture (Pisoni 2015). However, the result of such model has not been anticipated by company. For several years, Zappos has been following a management trend of flattening hierarchies at workplace. Discussion: An organization that does not vest in the management strategy rather it distributes decision-making and hierarchy through a holacracy of self-organizing team. Zappos is able to control their activities in a new way by distributing power using holacracy that is a comprehensive practice for governing and running organization (Batra 2016). One of the key innovation of holacracy is to employer employees as there are no mangers and CEO leading to creation of empowering environment. Employees have been ambiguously perceiving the self-management concept of holacracy and this has led to adoption of holacracy by Zappos. One of the core reasons for creating holacratic system of structure and governance. Employees working in Zappos are capable of choosing one or several roles within organization and employees are provided with the opportunity of decision making under this model (Gouveia 2016). The ability of organization to grow due to such implementation is perceived well by employees. However , it is reviewed by some research that authority equal distribution at the transformation of structure to holacratic is leading to confusion and disorder among employees of Zappos. Further successful development of holacratic structure is being believed by company, while existing employees trying to get adopted to this new system (Gouveia 2016). Zappos is benefitted from adoption of such decentralized system as per review of former and current employees are free food, medical insurance, boosting of professional growth and entertainment activities. The attitude of work life integration becomes a part of culture of Zappos due to embracing of holacracy. Increased complexities resulting from expansion and acquisition in competitive environment sensed change in structure of organization of zappos (Robertson 2015). This change is adopted in terms of embracing the holacracy model helps in managing the business in a way that sought by each individual employees. Literature review on Holacracy: Concept of holacracy introduces an emerging way of distributing authority within Zappos where superiors and leaders give their decision-making authority in the hand of employees (Van De Kamp 2014). There is no boss to contradict employees. Another key shift adopted by holacracy adds is governance process to change things within functioning departments of Zappos. A disciplined process adopted by Zappos helped in bringing process of change. Everyone working as a team helps in bringing clarity. Autonomy of organization is protected as employees of able to take any options that are required for the suitability of organization. The process of decision making at Zappos is simplified by having a flat organizational system mainly in the company advancement first stage. Adoption of holacratic self-management system resulted in 18% loss of employees in first year of operation (Falcone 2017). This loss of employees was seen as sacrifice made by organization to protect their assets. On other hand, implementation of such model provides Zappos with empowered clear vision, celebration of diversity and driving employees entrepreneur spirit. A software implemented by Holacracyone was implemented by Zappos that resulted in division of authority and job facilitation within organization. Every employee of organization can access employees. References Batra, S., 2016. Do new ventures benefit from strategic change or persistence? A behavioral perspective. Journal of Organizational Change Management, 29(2), pp.310-319. Bernstein, E., Bunch, J., Canner, N. and Lee, M., 2016. Beyond the holacracy hype.Harvard Business Review,94(7/8), pp.38-49. Business Insider. (2017).Inside Zappos CEO Tony Hsieh's radical management experiment that prompted 14% of employees to quit. [online] Available at: https://www.businessinsider.in/Inside-Zappos-CEO-Tony-Hsiehs-radical-management-experiment-that-prompted-14-of-employees-to-quit/articleshow/47310297.cms [Accessed 8 Oct. 2017]. Falcone, A., 2017. Hierarchy-free forms of organization. Insights on the evolution and application of different approaches. Gouveia, L.B., 2016. Holacracy as an alternative to organisations governance. Gouveia, L.B., 2016. Holacracy as an alternative to organisations governance. Kim, Y., 2015. Holacracy: Myth or Truth?.Talent Management Monthly,124, p.69. Pisoni, A., 2015. Here's why you should care about holacracy.Fast Company. Robinson, B.J., 2015. Holacracy: The new management system for a rapidly changing world. Van De Kamp, P., 2014. HolacracyA radical approach to organizational design.Elements of the Software Development Process-Influences on Project Success and Failure. University of Amsterdam, pp.13-26.