I think I would advise him to believe to what he is going for and to ask himself why people innovate on taking risks. The commitment would probably be the key to the first step on taking the advantage towards success. 

The aspirations towards extrinsic motivations like pay and status are certainly needed like people need to eat, after all, but it are the intrinsic motivation that drives purpose and long-term-commitment. Based on the information provided, including Hsieh’s vision for Zappos, which type of culture – a clan market, hierarchy, or democracy culture It’s the democracy because culture has an external focus and values flexibility. This type of culture fosters the creation of innovative democracy products and services by being adaptable, creative, and fast to respond to changes in the marketplace. Adhocracy Cultures do not rely on the type of centralized power and authority relationships that are part of market and hierarchical cultures. They empower and encourage employees to take risks, think outside the box, and experiment with new ways of getting things done.
https://youtu.be/tSBtMDoEjRw
Zappos Ad
https://youtu.be/axlWBn7YQA4
Zappos Family How they work
https://youtu.be/uarmfQa6EWs
Zappos Case Study Video in a cartoon format

Enterprise had the highest average score among the car rental companies, followed by sister brands National and Alamo. This is Enterprise's third consecutive year at the top of the survey, and it scored well across all six criteria, according to J.D. Power. Enterprise also had a seven-year run at the top of the survey from 2004 through 2010 and topped the list in 2012, according to Enterprise.

Despite the overall increase in score, the percentage of customers who experienced problems with rentals increased from 14 percent in 2015 to 21 percent in 2015, although those were skewed by incidents at smaller brands not included in the rankings, according to J.D. Power. The most frequent problem occurred with such equipment as GPS navigation devices, toll technology and satellite radio.
https://hbr.org/2017/01/research-family-firms-are-more-innovative-than-other-companies
This an interesting article to read about Enterprise and other innovative of other companies.
https://youtu.be/uN-pZb-Cwt8
This also a Enterprise Seminar very interesting to watch.

My Last assignment my Visual Journal Assignment This is my first time doing a project like this, but at the end of it all I think it was very to create and look back at it.

https://padlet.com/maryquinto95/ygdo6ynr7ffy

Follow this Link to visit the historical of In-n-Out Burger That I enjoyed.  http://www.in-n-out.com/history.aspx 

This is also the link for fun old school and present ringtones theme songs. I hope you enjoy them. 

http://www.in-n-out.com/downloads/ringtones.aspx
This is a super fun information about the perks to working in an In-N-Out Burger. https://www.thrillist.com/eat/nation/in-n-out-burger-manager-chain-restaurant-secrets

It is about the Marriott Hotel history about it. When Marriott completed its acquisition of Starwood Hotels & Resorts in September, it became the world’s largest hospitality company, with more than 6,000 hotels across 120-plus countries. Just as important: It created the industry’s most formidable loyalty program. Overnight, Marriott began allowing the 87 million combined members of the Marriott Rewards and Starwood Preferred Guest programs to transfer points and book rooms across 29 brands of the mega company, including the luxury properties of St. Regis and Ritz-Carlton. This rapid integration is part of a broader effort by Marriott to prioritize customer relationships, which has included offering members a slew of new benefits such as free Wi-Fi, exclusive room rates, and the ability to use points to pay for experiences like private wine tastings, museum tours, and even Super Bowl packages. The company also launched a redesigned Marriott app in January, which allows guests to communicate directly with hotels about their preferences before and during their stays, and use their smartphones as room keys at more than 500 properties.The impression on global of the Marriott Hotel recognizes that there are a wide variety of resources and events. I think that is part of a good news and thoughts to remind that the greater variety the greater the choices and values. The role of the customer segment manager and allocating resources to that function rather than to traditional variety managers. It may even make sense to go beyond segments and assign managers to specific customers, if they are big and important enough. In the business to business world, this is known as managing main secretarial like companies give them broad authority in marketing to important customers. Consumer companies can also use the approach, organizing around customers or customer segments. Brand managers will still have an important role in the marketing function, but they will be dependent on the customer segment managers for distributing resources. Brand management will become a team-oriented task. The father, Bill Marriott expected his son to be the third generation of the global Hotel Company Marriott Hotel.  Bill Marriott was an experience Hotel Manager and soon wanted the generation to grow and progress for his son J.W. Marriott. His father wanted to continue the generation to his son to continue on the career throughout the future.
https://youtu.be/7C5jp6cCyZc
http://www.marriott.com/Multimedia/PDF/Marriott_Management_Philosophy.pdf