netrashetty
Netra Shetty
Zappos.com is an online shoe and clothing shop. Currently based in Henderson, Nevada, United States,[4] the company warehouse is located in Shepherdsville, Kentucky, along with an outlet store.
Since its founding in 1999, Zappos has grown to be the largest online shoe store.[5] Zappos did "almost nothing" in sales for 1999, but grossed over USD$800 million in merchandise sales in 2007 and grossed over $1 billion in 2009.[2] In July 2009, under pressure to deliver a return to Sequoia Capital and its other investors, the company announced it would be acquired by Amazon.com in an all-stock deal;[6] by the time the deal closed in early November, the deal was worth about $1.2 billion.
The name Zappos is derived from the Spanish word zapatos, meaning shoes.
1) Individual factors:
Individuals have certain expectations from their jobs. If their expectations are met from the jobs, they feel satisfied. These expectations are based on an individual’s level of education, age and other factors.
Level of education: Level of education of an individual is a factor which determines the degree of job satisfaction.
For example, several studies have found negative correlation between the level of education, particularly higher level of education, and job satisfaction. The possible reason for this phenomenon may be that highly educated persons have very high expectations from their jobs which remain unsatisfied.
Age: Individuals experience different degree of job satisfaction at different stages of their life. Job satisfaction is high at the initial stage, gets gradually reduced, starts rising upto certain stage, and finally dips to a low degree. The possible reasons for this phenomenon are like this.
When individuals join an organization, they may have some unrealistic assumptions about what they are going to drive from their work. These assumptions make them more satisfied. However, when these assumptions fall short of reality, job satisfaction goes down. It starts rising again as the people start to assess the jobs in right perspective and correct their assumptions. At the last, particularly at the fag end of the career, job satisfaction goes down because of fear of retirement and future outcome.
Other factors: Besides the above two factors, there are other individual factors which affect job satisfaction. If an individual does not have favorable social and family life, he may not feel happy at the workplace. Similarly, other personal problems associated with him may affect his level of job satisfaction. Personal problems associated with him may affect his level of job satisfaction.
2) Nature of job:
Nature of job determines job satisfaction which is in the form of occupation level and job content.
Occupation level: Higher level jobs provide more satisfaction as compared to lower levels. This happens because high level jobs carry prestige and status in the society which itself becomes source of satisfaction for the job holders.
For example, professionals derive more satisfaction as compared to salaried people: factory workers are least satisfied.
3) Job content:
Job content refers to the intrinsic value of the job which depends on the requirement of skills for performing it, and the degree of responsibility and growth it offers. A higher content of these factors provides higher satisfaction.
For example, a routine and repetitive lesser satisfaction; the degree of satisfaction progressively increases in job rotation, job enlargement, and job enrichment.
4) Situational variables:
Situational variables related to job satisfaction lie in organizational context – formal and informal. Formal organization emerges out of the interaction of individuals in the organization. Some of the important factors which affect job important factors which affect job satisfaction are given below:
1. Working conditions: Working conditions, particularly physical work environment, like conditions of workplace and associated facilities for performing the job determine job satisfaction. These work in two ways. First, these provide means job performance. Second, provision of these conditions affects the individual’s perception about the organization. If these factors are favorable, individuals experience higher level of job satisfaction.
2. Supervision: The type of supervision affects job satisfaction as in each type of supervision; the degree of importance attached to individuals varies. In employee-oriented supervision, there is more concern for people which is perceived favorably by them and provides them more satisfaction. In job oriented supervision, there is more emphasis on the performance of the job and people become secondary. This situation decreases job satisfaction.
3. Equitable rewards: The type of linkage that is provided between job performance and rewards determines the degree of job satisfaction. If the reward is perceived to be based on the job performance and equitable, it offers higher satisfaction. If the reward is perceived to be based on considerations other than the job performance, it affects job satisfaction adversely.
4. Opportunity: It is true that individuals seek satisfaction in their jobs in the context of job nature and work environment by they also attach importance to opportunities for promotion that these job offer. If the present job offers opportunity of promotion is lacking, it reduces satisfaction.
5 .Work group: Individuals work in group either created formally of they develop on their own to seek emotional satisfaction at the workplace. To the extent such groups are cohesive; the degree of satisfaction is high. If the group is not cohesive, job satisfaction is low. In a cohesive group, people derive satisfaction out of their interpersonal interaction and workplace becomes satisfying leading to job satisfaction.
5) Other factors determining Job Satisfaction:
• Union-Management Relations
• General Quality of supervisors
• Co-workers
• Ease to communicating to work
• Advancement opportunities
• Security
• Company prestige
• Working hours
• Recognition
• Autonomy
• Fair evaluation of work done
• Job Status
value will be derived from the companies combined together rather than a single one but the eventual success of a global strategy often depends on the management of human resource as the human resource development professionals can help in improving not only the integration of the two firms but also in finding a solution to interpersonal conflicts that often arise as a result of misfit in terms of organisation and culture between two companies (Legare, 32, 1998).
According to Friedman, (2007) model, HRM has four means of adding value to an organisation; the first is as a strategic partner in which HR managers have to bring HR initiatives in line with strategic goals of the organisation. The second role is of a change agent, where the purpose is to deliver a renewed competitive organisation. The third role is as administrative expert where latest technologies and improved methods are utilised to deliver efficient processes like recruitment, training, benefits, and performance management.
Since its founding in 1999, Zappos has grown to be the largest online shoe store.[5] Zappos did "almost nothing" in sales for 1999, but grossed over USD$800 million in merchandise sales in 2007 and grossed over $1 billion in 2009.[2] In July 2009, under pressure to deliver a return to Sequoia Capital and its other investors, the company announced it would be acquired by Amazon.com in an all-stock deal;[6] by the time the deal closed in early November, the deal was worth about $1.2 billion.
The name Zappos is derived from the Spanish word zapatos, meaning shoes.
1) Individual factors:
Individuals have certain expectations from their jobs. If their expectations are met from the jobs, they feel satisfied. These expectations are based on an individual’s level of education, age and other factors.
Level of education: Level of education of an individual is a factor which determines the degree of job satisfaction.
For example, several studies have found negative correlation between the level of education, particularly higher level of education, and job satisfaction. The possible reason for this phenomenon may be that highly educated persons have very high expectations from their jobs which remain unsatisfied.
Age: Individuals experience different degree of job satisfaction at different stages of their life. Job satisfaction is high at the initial stage, gets gradually reduced, starts rising upto certain stage, and finally dips to a low degree. The possible reasons for this phenomenon are like this.
When individuals join an organization, they may have some unrealistic assumptions about what they are going to drive from their work. These assumptions make them more satisfied. However, when these assumptions fall short of reality, job satisfaction goes down. It starts rising again as the people start to assess the jobs in right perspective and correct their assumptions. At the last, particularly at the fag end of the career, job satisfaction goes down because of fear of retirement and future outcome.
Other factors: Besides the above two factors, there are other individual factors which affect job satisfaction. If an individual does not have favorable social and family life, he may not feel happy at the workplace. Similarly, other personal problems associated with him may affect his level of job satisfaction. Personal problems associated with him may affect his level of job satisfaction.
2) Nature of job:
Nature of job determines job satisfaction which is in the form of occupation level and job content.
Occupation level: Higher level jobs provide more satisfaction as compared to lower levels. This happens because high level jobs carry prestige and status in the society which itself becomes source of satisfaction for the job holders.
For example, professionals derive more satisfaction as compared to salaried people: factory workers are least satisfied.
3) Job content:
Job content refers to the intrinsic value of the job which depends on the requirement of skills for performing it, and the degree of responsibility and growth it offers. A higher content of these factors provides higher satisfaction.
For example, a routine and repetitive lesser satisfaction; the degree of satisfaction progressively increases in job rotation, job enlargement, and job enrichment.
4) Situational variables:
Situational variables related to job satisfaction lie in organizational context – formal and informal. Formal organization emerges out of the interaction of individuals in the organization. Some of the important factors which affect job important factors which affect job satisfaction are given below:
1. Working conditions: Working conditions, particularly physical work environment, like conditions of workplace and associated facilities for performing the job determine job satisfaction. These work in two ways. First, these provide means job performance. Second, provision of these conditions affects the individual’s perception about the organization. If these factors are favorable, individuals experience higher level of job satisfaction.
2. Supervision: The type of supervision affects job satisfaction as in each type of supervision; the degree of importance attached to individuals varies. In employee-oriented supervision, there is more concern for people which is perceived favorably by them and provides them more satisfaction. In job oriented supervision, there is more emphasis on the performance of the job and people become secondary. This situation decreases job satisfaction.
3. Equitable rewards: The type of linkage that is provided between job performance and rewards determines the degree of job satisfaction. If the reward is perceived to be based on the job performance and equitable, it offers higher satisfaction. If the reward is perceived to be based on considerations other than the job performance, it affects job satisfaction adversely.
4. Opportunity: It is true that individuals seek satisfaction in their jobs in the context of job nature and work environment by they also attach importance to opportunities for promotion that these job offer. If the present job offers opportunity of promotion is lacking, it reduces satisfaction.
5 .Work group: Individuals work in group either created formally of they develop on their own to seek emotional satisfaction at the workplace. To the extent such groups are cohesive; the degree of satisfaction is high. If the group is not cohesive, job satisfaction is low. In a cohesive group, people derive satisfaction out of their interpersonal interaction and workplace becomes satisfying leading to job satisfaction.
5) Other factors determining Job Satisfaction:
• Union-Management Relations
• General Quality of supervisors
• Co-workers
• Ease to communicating to work
• Advancement opportunities
• Security
• Company prestige
• Working hours
• Recognition
• Autonomy
• Fair evaluation of work done
• Job Status
value will be derived from the companies combined together rather than a single one but the eventual success of a global strategy often depends on the management of human resource as the human resource development professionals can help in improving not only the integration of the two firms but also in finding a solution to interpersonal conflicts that often arise as a result of misfit in terms of organisation and culture between two companies (Legare, 32, 1998).
According to Friedman, (2007) model, HRM has four means of adding value to an organisation; the first is as a strategic partner in which HR managers have to bring HR initiatives in line with strategic goals of the organisation. The second role is of a change agent, where the purpose is to deliver a renewed competitive organisation. The third role is as administrative expert where latest technologies and improved methods are utilised to deliver efficient processes like recruitment, training, benefits, and performance management.
Last edited: