Building a strong organization

An organization that’s contemplating approach to increase productivity and reduce costs using a team-based is Zappos. Zappos organization is an online shoe company that was established in the year 1999 as a middleman, transferring orders between supplier and customers but not holding any inventory. In the year 2000, Zappos’ CEO started an online shoe marketing where he got profit only to pay a warehouse and once setting his salary at just $24 and sometimes generating nothing as his profit. In 2004 Zappos moved to Las Vegas to take an advantage of experienced worker in order to get a larger pool of profits. The company generated faster in the year 2007 after reaching $840 million in the annual sales hence eliminating bureaucracy to increase productivity (Hsieh, 2010).

Training issues Zappos organization is likely to face

All companies need to train their employees because training is the key role of generating positive attitude and boosting the company profits. Training issues are one of the most reasons that get an audible groan out of most people in leadership who have a task thrust upon them.  In Las Vegas Zappos Company is likely to face training issues. The first issue is the active revulsion employees where the trainees get bored faster and intrusive of their personal time. Zappos set a large amount of financial to the trainee for it goes for four weeks. The trainee would not be interested in the training since it goes for long hence seems to waste their time with no payment in return. Trainee goes for some few week and tends to quit the training and the financial allocated to the training tend to reduce for trainee get bored quickly for fearing their career should fail (Reingold, 2016). Trainee intrusive and being bored while they are in the training is one of the challenges that Zappos Company is likely to face.

The second major issue of training in Zappos Company is favoritism. Favoritism in Zappos Company has opened a negativity feedback in the company which has brought frustration feeling to the trainees. Favoritism has led to change of manager from one to another in order to reduce favoritism in the company which is likely to lower the profit of the company. When favoritism takes place in Zappos Company, employees creeps to unfair by the management hence lower the company morale since the employees were not employed due to their success or their hard works (Reingold, 2016).

Reingold (2016) implies another training issue in Zappos Company is the lack of engagement leading to negative attitudes. Trainees lack engagement during training in the company since they did not have passion. Engagement brings motivation among the trainees but since they lack engagement to the training brings the negative attitude to the trainees hence tend many to quit the training. Negative attitudes do not empower the inspiration purpose of the trainee but instead it brings most of the trainee in Zappos Company to lose the interest of the training. Negative attitude and lack of engagement from the trainees has become a problem to the Zappos Company during the training.

According to Reingold (2016), the final training issue that Zappos is likely to face is lacking humble of trainees which make trainees being arrogant to the leaders who are training them. Trainer in the Zappos Company faces many challenges basing of impatient of the trainees because trainees who are arrogant cannot wait to be tell something by their leaders. Trainees in Zappos Company tend to be arrogant because their trainers are younger and genders are not the same hence making the trainee not to cooperate with what they are trained to.

How Zappos organization can address these issues

Zappos Company can use experienced trainers with good communication who can speak well and express their thoughts understandably and they know what they are talking about since they are well experienced and have knowledge in the field. Experienced trainer know how to cold the topic and knows how they can ask the trainer question according to what they have trained. This may help to lower the rate of boring trainees hence create a positive attitude to the trainees in Zappos Company. Trainers who are interested in their work are flexible since they can be able to regulate training plan. Trainers who are interested in their work are open-minded which help trainees to be humble because they understand the topic well which can overcome favoritism in Zappos organization. Experienced and interested trainer are very creative and they create a good environment of trainees because they inspire and encourage trainees to reach beyond what the already know (Blanchard, 2010).

In briefly, Zappos is an organization that has eliminates bureaucracy to increase productivity. Training issues that Zappos organization is likely to face, are active revulsion, favoritism, negative attitude, and arrogant of trainees. These issues Zappos organization can address them by employing trainers in good communication who are creative, interested in their work and well-experienced trainer. When Zoppas company address these training issues it will end up building a stronger organization.

References

Hsieh, T. (2010). “Why I sold Zappos” Inc., Retrieved From:

http://www.inc.com/magazine/20100601/why-i-sold-zappos.html

Blanchard, K. (2010). Leading at a higher level. (5 ed.). Upper Saddle River, NJ: Pearson

Education.