Task Performance Joshua Jerome Saguid

Multicultural John Benedick Rotairo

Research Companie’s Organizational Culture
 Culture
I. Zappos
Zappos recruits mainly depending on cultural compatibility. It has built the corporate culture, and managers
look for candidates who will fit into that culture when hiring. This helps to foster a positive work environment and
happy staff, which in turn leads to satisfied consumers. According to the video, their corporate atmosphere is to
perceived customer happiness. Tony Hsieh, the CEO, is a conservative when it comes to the values that guide his
company's culture. The most important takeaway was that everyone in the organization, from receptionists to call
center operatives, reflects the brand.
II. Best Western Hotels
Best Western created a dedicated staff to come up with events and initiatives to foster community by
making business culture deliberate. It takes more than luck to create a great workplace culture. Staff perform better
when they are involved and know what is going on, in addition to wanting to work toward a goal. A healthy
organizational culture necessitates effective communication. A regular team meeting is a simple method to keep
everyone informed about what's going on at the hotel.
It might be weekly, monthly, or whatever is most convenient. You may assign tasks to specific team members to
make the sessions more interesting.
III. Southwest
Southwest culture is frequently mimicked but never equaled. Every employee has a role to play in
developing and maintaining our culture. We also have a Culture Services Department tasked with promoting a
culture in which every employee understands his or her importance. Employees celebrate one another in both
official and informal ways, such as through internal awards and initiatives like the Winning Spirit Award. Employees
can be nominated for numerous renowned Company honors, such as the President's Award, and we honor
Company service with milestone anniversary celebrations.
 Artifacts of Organizational Culture
I. Zappos
Ceremonies - The senior leadership team routinely recognizes individuals who are prepared to push
boundaries in order to come up with new ideas.
Heroes - Nick Swinmurn, the founder of Zappos, launched the company in 1999. Tony Hsieh and Alfred Lin,
through their investment firm Venture Frogs, contributed $2 million in the company. "ShoeSite.com" was the
company's formal web debut in 1999.
II. Best Western Hotels
Heroes - M.K. Guertin established the Heroes brand in 1946. Best Western's president and CEO is David
Kong, and its chief marketing officer is Dorothy Dowling, as of May 2019.
Stories - Best Western stories emerged in the years following WWII. The majority of hotels at the period
were either huge city buildings or tiny family-owned wayside inns. A network of independent motel operators in
California began referring guests to one another. This "referral mechanism" involved a series of phone
conversations between two desk operators. M.K. Guertin developed the contemporary Best Western hotel brand in
1946, based on this tiny and informal network.
III. Southwest
Heroes - Herb Kelleher founded the airline as Air Southwest Co. on March 15, 1967, and it changed its name
to Southwest Airlines Co. in 1971, when it began operating as an intrastate airline only inside the state of Texas, first
flying between Dallas, Houston, and San Antonio.
Slogan - Southwest provides complimentary non-alcoholic beverages in flight and sells alcoholic beverages
for $6 to $7 per beverage, with Rapid Rewards members receiving drink coupons with their tickets. On famous
occasions like Valentine's Day and Halloween, free alcoholic drinks are distributed to passengers who are at least 21
years old.

The overt and evident parts of an organization are called artifacts. Furniture and office layout, clothing
rules, internal jokes, and slogans are examples of things that even an outsider can observe. It's easy to confuse
unusual artifacts for basic assumptions when looking at them.
They must keep in mind that every employee in the organization produces artifacts. When they recruit
someone, they aren't simply inviting them to become a part of the culture. You've asked them to contribute to it in
order to generate artifacts that have an impact on the company's culture. They will, on the whole, make objects
that reflect their innate values. It's crucial to realize that artifacts build up over time. While the artifacts of a leader
carry greater weight than those of others, the majority of artifacts in a corporation are created by employees and
accumulated over time.
 Role of Leadership
I. Zappos
Zappos is a rapidly expanding firm with a reputation for excellent customer service and a distinctive
corporate culture. I'm on my way to the company's headquarters in Henderson, which is about a 15-minute drive
away. They are the epitome of what it means to make employees happy so that they may in turn make consumers
happy.
Enhance Leader Skills:
Because of their ideals, they must concentrate on work-life innovation. They also provide excellent client
service and establish a long-term commercial relationship. They must concentrate on their business cultures, and
they should not be concerned if their competitors imitate their shipping methods since their competitors will never
replicate their company culture. When they recruit someone, they want to make sure that the person will fit into
their culture and contribute to the company's growth. They are accountable for their job and contribute to the
growth of their firm.
II. Best Western Hotels
Best Western created a specialized staff tasked with coming up with events and initiatives that foster
community by making business culture deliberate. It demonstrates its concern for its employees by offering on-site
health and exercise centers. Other health-related programs are available. Employees at Best Western are required
to take frequent breaks.
Enhance Leader Skills:
Their corporate culture is distinct, and they guarantee that their consumers will enjoy the service they
provide. They must ensure that their customers are satisfied. Employees like working with Best Western because
they support one another and enjoy what they do on a daily basis. They have an open-door policy in which
everyone is welcome, their supervisors are available, and their coworkers are always eager to assist.
III. Southwest
Employees enjoy yearly Companywide festivities such as Spirit Parties, Chili Cook-offs, and the Southwest
Rallies, which are noted for their entertaining and imaginative activities. Employees appreciate engaging in locally
hosted celebrations and acknowledgment for life events and accomplishments in addition to Company-sponsored
activities.
Enhance Leader Skills:
They must concentrate on the workers' developing areas and make the most of them. They'll have a whole
staff where they'll recognize their strengths, and they'll see a better level of engagement and production, as well as
employees who are really pleased at work.
 Inter-Organizational Learning
I. Zappos
Establishing basic principles and being accountable for the creation and maintenance of a better culture
That is how they deal with day-to-day operations of their company.
II. Best Western Hotels
It is a firm that is founded on customer loyalty. They have an open-door policy and have an "attitude for
caring"  character. Everyone is smiling, which creates a positive atmosphere in the workplace. Additionally, providing
incentives to employees to recognize qualified employees' efforts.
III. Southwest
This organization has a selfless culture of "putting people first" and encourages employees to raise inquiries
and voice their concerns. They are constantly willing to assist one another. To create productivity, integration, and
reinforce their future, they embrace selflessness and understanding their abilities.

 Cultural Competence
I. Zappos
This organization has cultural competency and cultural literacy, and they appreciate each employee's
cultural uniqueness while creating a working atmosphere that everyone can participate in. Another is social literacy,
in which they push their staff to learn not just to not be afraid of change, but to embrace it joyfully, and maybe even
more crucially, to promote and drive it. These qualities have an impact on Zappos' stability and performance in the
global market since they have their own business culture that strengthens the link between the firm and its clients.
They developed cultural literacy while also having a good time with their task.
II. Best Western Hotels
Social literacy and personal literacy are two skills that the Best Western Company excels in. They are
transparent when it comes to their employees. They operate their firm while taking into account the opinions and
suggestions of their staff. They have an open-door policy for ideas that employees believe will add to the company's
success and enhance the organization. They recognize and cherish each employee, and by doing so, they assist
them in engaging with their surroundings and challenging them to adapt to any changes that may come. This
capability enables the company to take advantage of the worldwide market since its diversified workforce, which
hails from various places across the United States, brings with them a variety of unique ideas.
III. Southwest
Personal literacy is a skill that the South West Company possesses. They make it their tool on the market by
incorporating the particular characteristics of their employees. They see the potential of their employees and invest
in them by prioritizing them. They believe that their people are the company's solid basis, which is why they strive
to bring out the best in them in order to assist them better their job and become more market-competent.
Employees put out their utmost effort and provide a high-quality product that benefits the organization.
 Summary
According to our research, there are differences between the organizational cultures of tourism and
hospitality-related companies. For example, Zappos culture focuses on making company members happy, whereas
in other cultures or organizations, seeing each other happy is not enough. They make them happy, but they also
make other people happy by giving them food, as in western culture. Theres a lot of similarities between all of the
organizational culture like, making themselves happy in what they doing in the company and also being friendly is
one of the best thing in every cultures they have and very care about members helping each other no matter if it’s
not about their role and make everything easier and they see each other as an family not an employee but there’s a
limit with that is the best thing they have a limit in actions inside this company's they just enjoying their work and
not let anyone upset in hard times.