Scribd Logo
Upload

Welcome to Scribd!

  • 43 views

    Tugas Pertemuan 14 (Perilaku Organisasi)

    Uploaded by

    REG.A/41921100002/DESI INDRIYANTI
    1. Zappos puts significant effort into ensuring new hires fit the company culture through a lengthy recruitment process including multiple happy hours and team events over several weeks. 2. The recruitment approach aims to reduce turnover which was 20% in 2009 for call centers but is lower at Zappos, attributed to benefits and an emphasis on wowing employees. 3. Zappos offers $3,000 for new hires to leave after training if not a good culture fit, but most stay as the culture alignment results in lower turnover and increased customer wow factor.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    Tugas Pertemuan 14 (Perilaku Organisasi)

    Uploaded by

    REG.A/41921100002/DESI INDRIYANTI
    43 views4 pages
    1. Zappos puts significant effort into ensuring new hires fit the company culture through a lengthy recruitment process including multiple happy hours and team events over several weeks. 2. The recruitment approach aims to reduce turnover which was 20% in 2009 for call centers but is lower at Zappos, attributed to benefits and an emphasis on wowing employees. 3. Zappos offers $3,000 for new hires to leave after training if not a good culture fit, but most stay as the culture alignment results in lower turnover and increased customer wow factor.

    Original Description:

    Manajemen

    Original Title

    TUGAS PERTEMUAN 14 (PERILAKU ORGANISASI)

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    1. Zappos puts significant effort into ensuring new hires fit the company culture through a lengthy recruitment process including multiple happy hours and team events over several weeks. 2. The recruitment approach aims to reduce turnover which was 20% in 2009 for call centers but is lower at Zappos, attributed to benefits and an emphasis on wowing employees. 3. Zappos offers $3,000 for new hires to leave after training if not a good culture fit, but most stay as the culture alignment results in lower turnover and increased customer wow factor.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    43 views4 pages

    Tugas Pertemuan 14 (Perilaku Organisasi)

    Uploaded by

    REG.A/41921100002/DESI INDRIYANTI
    1. Zappos puts significant effort into ensuring new hires fit the company culture through a lengthy recruitment process including multiple happy hours and team events over several weeks. 2. The recruitment approach aims to reduce turnover which was 20% in 2009 for call centers but is lower at Zappos, attributed to benefits and an emphasis on wowing employees. 3. Zappos offers $3,000 for new hires to leave after training if not a good culture fit, but most stay as the culture alignment results in lower turnover and increased customer wow factor.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 4

    Fakultas Program Studi Tatap Muka Kode MK Disusun Oleh

    Ekonomi dan Bisnis Manajemen S1 190251005 Tim Dosen Pengampu Mata Kuliah

    14 Perilaku Organisasi

    TUGAS PERKULIAHAN

    Perilaku
    Organisasi
    Judul Tugas Budaya Organisasional

    Deskripsi
    Zappos Works Hard to Recruit and Select People Who Fit Its Culture
    Here is what Rebecca Ratner, Zappos’s HR director, had to say about
    the company’s approach to recruitment and selection.
    “We spend seven to 10 hours over four occasions at happy hours,
    team building events, or other things outside the office.
    We can see them, and they can us. ”The process seems to be good
    for retention. “In 2009, we had a 20 percent turnover rate,” says
    Ratner. That is impressive for call centers. What keeps people at
    Zappos? “We pay 100 percent of employee benefits,” . . and then
    there’s the wow factor.
    “We can’t ask people to wow a customer if they haven’t been wowed
    by us,” says Ratner. Zappos is so eager to wow employees and make
    sure who they hire is committed that they offer people $3,000 after
    Abstract they’ve been trained to walk away if they feel they and Zappos aren’t a
    good fit. Almost no one takes the $3,000 walk-away money. But many
    trainees return for more Zappos training to become managers.
    1. Why would Zappos’s approach to recruiting result in greater
    person–organization fit?
    2. As a potential employee, what would your concerns be attending a
    happy hour as part of your employer’s selection process?
    3. Identify one of the unique things that Zappos does in its
    recruitment, and explain how that one thing adds to culture.

    Ketentuan
     Tugas bersifat openbook
     Diperbolehkan berdiskusi tetapi tidak diperbolehkan mencontek
    /menyalin jawaban teman
    Luaran/Output

    Proses & tahapan pengambilan keputusan dalam menyelesaikan suatu


    permasalahan

    Jadwal

    Tugas dikumpulkan paling lambat satu minggu setelah tugas diberikan

    Penilaian Bobot

    Bobot nilai yang digunakan adalah 0-100 dengan nilai tertinggi adalah
    100 dan terendah adalah 0

    Kriteria
    1. Kelengkapan jawaban
    2. Kesesuaian dan ketepatan jawaban
    3. Kecepatan Penyerahan Tugas

    Kinicki Angelo & Mel Fugate. Organizational Behavior: A Practical,


    Daftar Pustaka
    Problem-Solving Approach. 2016. McGraw Hill Education.
    JAWABAN

    1. Why would Zappos’s approach to recruiting result in greater person–organization fit?


    Zappos menaungi karyawannya dengan memberikan suasana kerja yang menyenangkan
    disertai keuntungan lain bagi karyawan. Dengan suasana budaya organisasi yang kental
    semua karyawan yang ada di Zappos juga berorientasi untuk memberikan yang terbaik
    kepada konsumennya.

    2. As a potential employee, what would your concerns be attending a happy hour as part of
    your employer’s selection process?
    Happy Hour adalah suatu teknik promosi yang menawarkan diskon ataupun potongan
    harga pada berbagai produk di jam-jam tertentu saja.

    Kekwatiran saya saat menjadi karyawan tentang menghadapi Happy Hour sebagai bagian
    dari proses seleksi perusahaan adalah :
     Meningkatkan Pengunjung dan Penjualan
     Meningkatkan Pesanan Pengunjung
     Mendapatkan Pelanggan Baru

    3. Identify one of the unique things that Zappos does in its recruitment, and explain how that
    one thing adds to culture.
    Zappos melakukannya dengan pendekatan jangka panjang dengan membangun budaya
    organisasi. Kepercayaan yang dianut adalah ketika budaya organisasi diterapkan dengan
    benar, kebanyakkan hal lain, seperti pelayanan konsumen, membangun merek hebat
    dalam jangka panjang, karyawan dan konsumen yang fanatik akan terjadi dengan
    sendirinya.

    Walau dampak terhadap merek akan lebih lambat dibanding budaya organisasi, pada
    akhirnya akan terlihat. Budaya Anda adalah merek Anda. Jadi, bagaimana Zappos
    membangun dan mempertahankan budayanya? Dimulai dari proses seleksi karyawan
    yang berbeda dari umumnya. Training pelayanan konsumen yang mutlak bagi semua
    level karyawan dan membayar karyawan untuk berhenti pada training. Zappos juga
    bahkan membukukan budaya organisasinya dan membagikan ilmu dan pengalaman
    mereka.

     Wawancara dan review kinerja 50% berdasarkan nilai utama perusahaan dan
    budayanya;
     Pelatihan budaya organisasi, pelayanan konsumen, dan inventori untuk semua level
    karyawan;
     Menawarkan $2,000 untuk peserta training agar berhenti;
     Buku budaya organisasi.

    You might also like