Do you think the unique culture of Zappos will help or hurt

Do you think the unique culture of Zappos will help or hurt the company in the long run? Explain and provide specific examples, where applicable.
I believe Zappos’ distinct culture will benefit the business in the long term. Zappos’ business strategy is based on building long-term connections with customers. They don’t compete on pricing because they think consumers would choose to shop at the business that offers the greatest service and variety. They have a large selection of shoes, clothing, accessories, and home goods, and they want to grow even more. Any company’s performance is determined in its leadership, and the CEO, Tony Hsieh, is a significant predictor of future success. He will go to any length to please his workers, customers, and suppliers. “Our greater mission at Zappos is to provide happiness,” Hsieh adds. Whether it’s the joy our customers experience when they get a new pair of shoes or the ideal item of apparel, or the joy our workers experience as part of a culture that values their uniqueness, these are all ways we bring pleasure to people’s lives” (Zappos, n.d.).
Do you think more companies in the future will follow this model? Why or why not?
More businesses should adopt the Zappos approach, in my opinion, since it makes work less stressful, which helps workers avoid being too stressed. It isn’t as formal as it formerly was. I believe that many young individuals entering the workforce (Millennials) bring with them a fresh perspective on what office life should be like and how employer-employee interactions should be organized. Millennial workers want more access to their company’s leadership, as well as more mentoring rather than simply instruction. According to research, the number one reason millennials quit their jobs is due to their employer. Their connection must go beyond that of employee and employer.
In your opinion, what company today could benefit from this unique strategy? Explain your rationale.
Zappos has become nearly as well-known for its culture as it has for its online shoe sales. How does that culture manifest itself?
It all begins with a cultural fit interview, which determines whether or not the applicant gets recruited in the first place. If new workers decide the job isn’t for them after the first week of training, they are given $2,000 to leave. Every team member is taught ten fundamental principles. Employees who pass skills exams and demonstrate improved capacity get increases, not because of office politics. Employee team development and culture promotion are funded with a portion of the budget.
Great perks and a workplace that is enjoyable and committed to making customers happy are all part of Zappos’ company culture strategy: if you get the company culture right, great customer service and a great brand will follow.
Zappos recruits first and foremost based on cultural fit. It has created the business culture, and managers seek to candidates who will fit into that culture when recruiting. This helps to foster a positive work environment and happy workers, which in turn leads to satisfied consumers.
References
 
Fromm, Jeff (November 6, 2015) Millennials In the Workplace: They Don’t Need Trophies But They Want Reinforcement. Retrieved from www.forbes.com/sites/jefffromm/2015/11/06/millennials-in-theworkplace-they-dont-need-trophies-but-they-want-reinforcement/#b2ff16b5127a  
Zappos: Delivering Happiness to Stakeholders (n.d.) Retrieved from danielsethics.mgt.unm.edu/pdf/ZapposCase.pdf