Scribd
Upload
9 views

Case Study Management Presentation

The document describes Zappos' implementation of a holacracy model, which eliminates traditional managerial hierarchies. In a holacracy, authority and decision-making are distributed throughout fluid circles and roles, empowering employees. Key features include distributed authority, leadership, and transparent rules/processes to encourage continuous improvement. Circles hold regular tactical meetings to push decisions to relevant roles. Benefits include increased employee participation, adaptability, and morale by giving skilled workers more opportunities to demonstrate abilities. Challenges include requiring a major cultural shift and ensuring all employees learn and follow holacracy rules and processes.

Uploaded by

junaid imran
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
9 views

Case Study Management Presentation

The document describes Zappos' implementation of a holacracy model, which eliminates traditional managerial hierarchies. In a holacracy, authority and decision-making are distributed throughout fluid circles and roles, empowering employees. Key features include distributed authority, leadership, and transparent rules/processes to encourage continuous improvement. Circles hold regular tactical meetings to push decisions to relevant roles. Benefits include increased employee participation, adaptability, and morale by giving skilled workers more opportunities to demonstrate abilities. Challenges include requiring a major cultural shift and ensuring all employees learn and follow holacracy rules and processes.

Uploaded by

junaid imran
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 13

CASE APLICATION 2

WHO NEEDS A BOSS?

-SANKALP
-ANAMIKA
-CHRISTA
-TANVI
-OM
-JUNAID
INTRODUCTION
In 2013 the CEO of the Zappos Tony Hsieh decided
to eliminate the company’s traditional managerial
and hierarchy structure to implement holacracy.
His goal was to get more employees to take charge
and give an opportunity to the workers to shine
who knew details of the job better than the
managers.
What is Holacracy?

• A organization without job titles like top ,middle ,first


level managers.
• Holacracy is a system of self-management.
• Authority and decision making are distributed.
• Empowers team members to freely give ideas.
• In a Holacracy, authority and decision making are
distributed among fluid “circles”.
key features of Holacracy

• Distributed authority
• Distributed leadership
• Transparent rules and processes
• Continuous improvement
• Circle structure
• Circles hold regular "tactical meetings”.
• It encourages decision making to be pushed to the most relevant
roles and circles.
• Holacracy fosters a culture of "continuous improvement“.
key features of Holacracy
• Distributed authority
• Distributed leadership
• Transparent rules and processes
• Continuous improvement
• Circle structure
• Circles hold regular "tactical meetings”.
• It encourages decision making to be pushed to the most relevant
roles and circles.
• Holacracy fosters a culture of "continuous improvement“.
key features of Holacracy
• Distributed authority
• Distributed leadership
• Transparent rules and processes
• Continuous improvement
A TACTICAL MEETING
• Circle structure A CIRCLE STRUCTURE
• Circles hold regular "tactical meetings”.
• It encourages decision making to be pushed to the most relevant
roles and circles.
• Holacracy fosters a culture of "continuous improvement“.
key features of Holacracy
• Distributed authority
• Distributed leadership
• Transparent rules and processes
• Continuous improvement
• Circle structure
• Circles hold regular "tactical meetings”.
• It encourages decision making to be pushed to the most relevant
roles and circles.
• Holacracy fosters a culture of "continuous improvement“.
The Benefits of Implementing the holacratic
approach in an organization?
When implemented properly, holacracy can be expected to:

• Encourage participation from employees.


• Adapt quickly to changing market circumstances.
• Boost workplace morale.
• Give skilled workers more chances to EVOLVING AND ADAPTATIONS TO
CHANGING CIRCUMSTANCES
• Demonstrate and hone their abilities.
•

• Make people more accountable.


What challenges does a holacratic approach have?
• It requires a major cultural shift and mindset change from leaders and
employees, who must be willing to let go traditional roles, titles and
power structure.
• Everyone involved must also be highly committed to learning and
following the rules and processes of holacracy.
• Some employees may have or develop dominant personality which may
lead to resentment or to rebel.
• Poor performance.
I WOULD LIKE TO WORK IN SUCH AN
ORGANIZATION AS IT:
• Manifests Personal and professional growth.
• Chance to learn and grow professionally.
( broader skill set and deeper understanding
of the various aspects of the organization).
• Collaborative and transparent work culture.
• More collaborative work environment
• freedom to make decisions within my role.
• Enables Organizations to be more adaptable and
responsive to changes.
I WOULD LIKE TO WORK IN SUCH AN
ORGANIZATION AS IT:
• Manifests Personal and professional growth.
• Chance to learn and grow professionally.
( broader skill set and deeper understanding
of the various aspects of the organization).
• Collaborative and transparent work culture.
• More collaborative work environment
• freedom to make decisions within my role.
• Enables Organizations to be more adaptable and
responsive to changes.
THANK
YOU

You might also like