why it should have communication strategy after Amazon merge Zappos

I need revise my paper according to the tutoring advice, here it is:

The paper it about why it should have communication strategy after Amazon merge Zappos.

I can not find how the culture changed after the merge and what exactly actions should be take.

the first three references is my APA, but I do not know how to use it in a right APA form

Reverse Outline:

Creating a reverse outline is a revision strategy that will help you check your focus.Write the main idea next to each paragraph. First, does that main idea match your intended meaning? Next, does that main idea provide support for your thesis? When you combine your main points into a single, strong argument, does make your thesis? It should!

PRAISE:

Sentence structure: You clearly present each point in section three in separate paragraphs with topic sentences that introduces the three reasons why the leadership and employees should adjust,

RECOMMENDATIONS FOR IMPROVEMENT:

Organization

Your essay, then, will have three main sections. Use HEADINGS in your essay to separate them:

  1. Analyze the articles and describe the organizational climates of Zappo’s and Amazon BEFORE the merger. Next, describe the organizational climate of Amazon AFTER the merger. Close this section with your thesis statement.
  2. Discuss WHAT actions the leadership and employees of the new Amazon AFTER the merger should do.
  3. Give three reasons WHY the leadership team and the employees should adjust

Paragraphs:

Choose focused details

While section 1 is important, section 2 and 3 are the main parts of your essay. You should spend s much time, if not more, discussing the details of these sections as you do the first section.

You need to address section 2 in this draft. You skip from section 1 to section 3. .

This section of this draft should explain the actions the leadership and the employees of amazon should take after the merger. Try developing your main ideas using the Inquiry Method:

•First, write 5 KEY Questions about your topic beginning with How, What, Where or

Why. (Make sure no question can be answered with only a yes or now.)

•Second, list the 3 of those 5 KEY Questions which most interest you, leaving space below each one.

•Third, write 3 MORE questions about each of those 3 Key Questions in the space you have left. Same rule applies: use How, What, Why, Where so you do not get yes or no answers.

Apply these questions to every section to make sure you sufficiently address each point.

You also need to incorporate evidence correctly. You do not use any cited research in this draft. Choose evidence that directly supports what you are trying to say, and then cite is properly:

APA Citation Basics:

When using APA format, follow the author-date method of in-text citation. So if you are paraphrasing material from a source, you need to cite the source. Example: “According to Jones (1998), the concept of serial distortion applies to a wide range of……”

If you are directly quoting from a work, you will need to include the author, year of publication, and the page number for the reference (preceded by “p.”). Introduce the quotation with a signal phrase that includes the author’s last name followed by the date of publication in parentheses. Example: According to Jones (1998), “Students often had difficulty using APA style, especially when it was their first time” (p. 199).

QUOTE INTEGRATION

Make a Point.

Introduce evidence by providing context: for example, give the expert’s background: their name, their position/job, their field, what they are known for, the title of the text you have taken your evidence from, and some information about why this quote is relevant to your argument.

Insert your evidence: expert opinion (quote), statistic, fact, example, paraphrase or summary.

Insert critical thinking about the evidence: analyze, synthesize and evaluate the evidence, and its relationship to your observation or argument.

Sentence Structure:

Do not use second person “you, your, us”

Do not use first person “I, me, mine, we, our”

This assignment calls for third person point of view.You need to use third person pronouns the entire time (he, she, it, they…)

For example, you write in P1: “. But when we dig into the culture of Zappos the reasons appear. As we all know…”

You need to revise the sentences to eliminate the first person pronoun “we.”

There are a few more examples of first and second pronouns in this draft.Check the rest of your essay and make sure you stay in third person the entire time.

WRAP-UP:You need to include section 2 and add research to support your ideas.

Here is my original passage since there has a error when I upload a files :

Help employees adapt into new environment by communication

It was a summer in 2005, after 5 years devoted effort of Tony Hsieh, Zappos finally been on its track, the company hit $3.7 billion in gross merchandise sales and got into top 500 companies. It was a weird phenomenon considering its growth rate and scale. But digging into the culture of Zappos the reasons appear. Organizational culture which represents the collective values, beliefs and principles of organizational members and is a product of such factors as history, product, market, technology, strategy, type of employees, management style, and national culture. Culture includes the organization’s vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs, and habits. Nowadays, organizations are paying more and more attention to their cultures, but the majority of them just writing some norms and rules and paste them on the wall, near the coffee machine and do not execute them at all. Culture can be the most important part between and within organizations. Unlike those companies, Zappos focus on building its high performance cultures at the beginning. Tony Hsieh, the CEO of Zappos, believes that if you get the culture right, most everything else will fall into place. There are five drivers should be concerned when analyzing the culture of Zappos. First, committed leaders: though some people think Hsieh treats Zappos as a social experience of his own, but we have to admit that he built the culture to the maximum level. Second, practiced core values: unlike moonshine of some companies, Zappos develops its core values like “deliver WOW through service;Embrace and drive change; Create fun and a little weirdness etc” by daily practices by leaders and employees, they insist and carry them out in daily life. Third, customer-focused strategy: Hsieh emphasizes the importance of customer service, there are many legendary stories to illustrate how great their customer service are. Last, HR practices and management practices aligned to support the culture. All those five drivers combined and form the unique climate of Zappos.

Another B2C giant Amazon also concentrates on their customers has differences culture. A former employee said that while extraordinarily challenging, working for Amazon pushed them farther and harder than they ever thought they could, the time they spent at the company was some of the most creative and innovative of their professional careers and they learned a lot about themselves in the process.

Amazon merged Zappos in 2009 in the way of stock-exchanging acquisition which replaces crash-exchange. Zappos still remains its organization structure, independent operation and senior management. The most important part is that Amazon made a written commitment that they would remain and protect the unique culture of Zappos.

Recently, Amazon released their newly program—Pay to Quit Program borrowed from Zappos which means the company offers fulfillment-center employees one-time payments to leave Amazon. It seems that parent company will mirror some great ideas from its subsidiary corporation. As far as I concerned, the communication professionals of the newly merged Amazon and Zappos should develop a communications strategy based on Zappos former organizational culture that integrates employees into this new organizational culture by assimilating good ideas of Zappos and integrate into more inclusive culture climate because both companies have similar operation model, employees need to be adjusted and some communication strategies should be used when competitor turns into partner. I will state my points in the following paragraphs.

First, both Amazon and Zappos have similar operation model and basic core values. Though there are differences like Amazon has a magic weapon for bringing excellent shopping experience to its customers—low price while Zappos does not have this advantage. But both two B2C companies seek for superior service even if it is not conducive to financial performance in a short time. I think Hseih understands they are sharing a same value which makes the acquisition worked even Zappos still keeps its structural separation and operational autonomy. What is more, as a giant company, Amazon’s structure has more levels and more complex decision-making process which means lower classes have less freedom to make decisions. When taking the level of culture into account, it will produce a sense of class which is bad for uniting employees. Zappos relatively more flat, that is to say, they give employees more decision-making power. In order to gain more profits, Amazon can learn some experiences from Zappos.

Second, new employees need to adapt to new environment. By the first quarter of 2009, Zappos’s net revenue has grown by 50% which satisfied Amazon. But the relationship between different department seems not as close as before. This means even owns structure independence, there still has some changes or limitations should be fixed. New York Times interviewed 100 employees of Amazon, former and current. They said that in Amazon Seattle, new employees were told to quit their old and bad habits. They had to work at least 80 hours per week and they received emails in the course of the midnight, if staff did not respond to it, following text message would come soon. Ex marketing director, Bo Olson described the cruel culture and said,”when you walk out a conference room, you will see an adult clutching his face””I saw almost every colleague cried in the position”. Unlike Amazon, Zappos desires to make employees working with happiness: they can design their own working space; they have “colleague reward project ”; they also set a trick plan allows employee to submit and help others to achieve their wishes like learning guitar, become a US citizen. Considering discrepancy, it will be hard for employees of Zappos to blend into Amazon even they got protection of their culture, subsidiary corporation, turnover is unavoidable. Considering these factors, more communication should happen more frequently between employees and seek for a way that inspires each employee’s potential and help them devote to work.

Third, communication is important when competitive relationship turns into partner. With rapid growth rate, Zappos became the biggest competitor of Amazon, Amazon used to launch an independent website “endless.com” to sale footwear and handbags, but certainly can not be compared with Zappos. Amazon changed strategy and merged Zappos which helped them to wipe an enemy and Amazon does not invest financial support and manpower in the sale of shoes. This is actually a business model of thinking, win-win thinking, and this business thinking changes also need to be reflected in the cultural level, the staff should make adjustments on the mentally level when competitor turns into a partner.

Communication occurs in everywhere and it is a two-way interaction. A good internal communication can be conducive to form the corporate culture, reach a consensus and form a united value. Considering those reasons and the importance of communication, I do think a communication strategy should be developed after Amazon merged Zappos.

References:

Organizational culture. (2017, October 16). Retrieved October 20, 2017, from https://en.wikipedia.org/wiki/Organizational_cultu…).

KALE, P., SINGH, H., & RAMAN, A. P. (n.d.). Don’t Integrate Your Acquisitions, Partner with Them [PDF].

D.D. Warrick, John F. Milliman, Jeffery M. Ferguson,A.P.(n.d.).Building high performance cultures [PDF].

Why Amazon is copying Zappos and Paying Employees to Quit https://nuonline.neu.edu/bbcswebdav/pid-10165689-d…

zappos.com CEO Letter https://www.zappos.com/ceoletter

 
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