Watch this video interview with Alexis Gonzalez-Black as she explains Zappos implementation of one of the most unusual types of team management, which they call "holacracy". As discussed in Section 7.3, various forms of team-based structures are in use, and over 80% of the Fortune 1000 use self-managed teams to some degree.

1. What makes holacracy at Zappos different from the basic ways to integrate teams described in Section 7.3?
2. Would this rather different way to organize or group employees together at Zappos work at most any company, or do youthink that the unique culture at Zappos also described in the video would be necessary for this kind of structure to be successful?

*Here are the "Zappos 10 Core Values", as published on their website: (Source: Zappos 10 Core Values, https://www.zappos.com/about/what-we-live-by, accessed April 14, 2020.)

1. In what ways does the organizational concept of holacracy contribute to most or perhaps all of these principles?
2. Could this uncommon team process actually detract from these core values in some way, perhaps depending upon the people involved?