1.

Zappos believes that “if you get the culture right, then most of the other stuff- like

great customer service or building a long-lasting, enduring brand- will happen naturally.”

This implies a good culture will increase the employees’ dedication to work and thus

improve the overall quality of business which refers to “the other stuff” from the above

citation. A strong organizational culture can solve “apathy” (one of the core problems

organizations may face) by giving members an organizational identity, energizing

them, and facilitating commitment. By definition, if an organization cannot deal with

the problem of apathy, it will collapse and fail in achieving common goals beyond

individuals. Zappos cited a study which found happier people were more engaged in their

job and therefore Zappos encouraged managers to socialize with their team members

outside work. Zappos’ success in dealing with “apathy” is also revealed in its unique

décor of offices, evidence of the employees’ efforts to “create fun and a little weirdness”.

The “waves, hoots, cheers, and even, literally, bells and whistles” show Zappos people’s

enthusiasm and energy at work and that the 10 core values are integrated into its

employees’ work and life. In the case of Catepillar, which is a manufacturing company,

apathy can easily arise because many parts of the job are repetitious and tiresome since

manufacturing is most likely to take place on the assembly line. Therefore to prevent the

consequences of apathy, a good and active culture is necessary to keep the employees

motivated and optimistic and in turn perform better at work.

2.

Selection, which means hiring for cultural fit, and socialization are two general

ways organizations use and manage their culture. In Zappos’ case, it develops a hiring

process including crossword puzzle,