1.) Zappos is an open system for any company that needs to capture various inputs such as interdependent, boundary-spanning, and managerial technical subsystems. For Zappos to encourage business managers to interact with the environment which includes inputs and outputs to hire the right people. The hiring process takes place in two parts: the first interview is carried out by the management and colleagues of that department who need a new recruit, so they can check their skills, experience and suitability of the team. After the initial interview, Human Resources checks whether the candidate will be the perfect cultural fit at Zappos. The recruit must pass both rounds of interviews before being hired. Because Zappos takes a good cultural work environment very seriously, even if a recruit would help the company's bottom line, management prefers to have a good long-term benefit of cultural well-being rather than risk their brand with a short-term investment term. Kreitner & Cassidy, pp. 242, 267)2.)Zappos is an effective learning organization, which has five required competencies, learning from organizational experience. Zappos has a 4-week training program, where new hires learn the history of the company and why customer service is important. An important aspect of this training is that no matter which department hires the newcomer, everyone has to go through the same training, including Customer Loyalty Team training, where all trainees actually receive phone calls from a wide range of customers for 2 weeks. The secret at Zappos is to develop a long-term vision of customer loyalty and make a corporate culture of care a priority. Because customer service is highly portable and Zappos envisions it becoming a company that spans industries and more. (Kreitn...... middle of document ......rough training; including, to name a few, Zappos history, core values, and customer service. After the first week of training, instructors they give the new hire two options The first is to continue with Zappos and the second option is to leave with $2,000 in hand, plus compensation for their valuable time. However, the offer is only available during the training period employee to make sense of what the organization and what they stand for behind what the company offers to know that the hired employees understand what Zappos is about and that they are ambassadors for Zappos and what the brand stands for (Kreitner & Cassidy ,. pp. 3, 267) ReferencesKreitner, R., & Cassidy, CM (2011. In final case, Ford's hybrid SUV project team races to the finish line (12 ed., pp. 179-181). -Weston.