Unit 2 Case Study Netflix

docx

School

Park University *

*We aren’t endorsed by this school

Course

522

Subject

Business

Date

Apr 3, 2024

Type

docx

Pages

Uploaded by Orca1975

Nakisha Owens Park University MBA 522: Organizational Behavior and Leadership Unit 2 - Case Study 6.1: Netflix Dr. Greg Moore

Intrinsic motivation, as defined by Neck et al. (2019), refers to a willingness to participate in tasks driven by our inherent satisfaction. Netflix has implemented numerous unconventional strategies in its business operations that indirectly motivate staff to strive for success. As discussed in the case study, Netflix has deviated from traditional protocols regarding leave policies, travel and spending policies, and conventional performance appraisals. Netflix selectively hires employees whom they deem trustworthy and capable of behaving responsibly and making decisions that prioritize the company's best interests. Consequently, they grant their staff a level of autonomy that is uncommon in conventional firms. Members of the staff are permitted to take leave on an as-needed basis. They have the ability to arrange their own travel. Employees have the privilege to choose their preferred form of compensation, including direct pay and stock options. They are also encouraged to explore opportunities with competing organizations and engage in discussions with Netflix's HR department to compare the compensation packages offered by various organizations. Netflix wants its staff to demonstrate maturity and exercise sound judgment in their actions. Netflix has effectively enhanced staff efficiency and production by implementing these HR strategies, which alleviate stress and empower employees to self-manage. While formal performance reviews are not conducted, Netflix actively assesses an employee's performance to evaluate if their knowledge and skills align with the company's requirements. Nevertheless, individuals who fail to fulfill the established criteria are provided with a substantial severance package, along with a clear explanation for their separation. As a result, Netflix has successfully avoided any legal actions pertaining to employee dismissals. Netflix fosters an environment that prioritizes direct communication, which motivates employees to consistently generate creative concepts and approaches for the business.

When I think about a "creative firm," my initial impression is of a organization that encompasses advertising, creative directing, or branding. An individual who possesses intrinsic motivation derives satisfaction from either their genuine passion for their work or their sense of accomplishment when successfully completing duties associated with their profession. The success of a creative agency mostly depends on consistently producing innovative and cutting- edge work. Creative organizations would greatly benefit from hiring individuals who possess intrinsic motivation, as they will consistently use their utmost effort to achieve success in their roles. Someone who is intrinsically motivated to take action may characterize the action as enjoyable, stimulating, intriguing, just recreational, or perhaps fulfilling a desire for knowledge (Corrigan, 2023). When I think of an "industrial firm," I perceive it as a company that manufactures distinct products. The profitability of an industrial enterprise is determined by the income generated from its products and services. Many organizations utilize different forms of extrinsic rewards, including seniority-based compensation, skill-based pay, and performance-based pay (Neck et al., 2019). Industrial business personnel may possess intrinsic incentives to succeed in their employment, but extrinsic benefits, such as compensation and bonuses, may hold greater significance for them. A study done by Rusu & Avasilcăi (2014), “it was observed that the prevalent motivational factors, to which employees working in industrial firms give a great importance, are the following: job security, work conditions, the manager’s, recognition, value of work, salary, responsibility, promotion, personal development and company policy.” The majority of the factors that affected their job satisfaction was contingent on outside influences.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

A non-traditional work schedule deviates from the conventional Monday through Friday, 8:00 am to 5:00 pm timeframe. The several forms of an unconventional work schedule encompass telecommuting, flexible work schedules, and sharing duties. According to Neck et al. (2019), the rise in the acceptance of non-traditional work schedules can be attributed to Generation Y, sometimes known as millennials. Research indicated that for Millennials, factors such as flexibility in their jobs and intrinsic motivation had greater significance in their decision- making process for selecting potential employment opportunities, compared to compensation. Baer (2014) explores the operational approach of Netflix, which relies on a "honor system" for managing employee leave. Their hourly employees adhere to a more rigid system for their leave policy, while salaried staff enjoy the flexibility of a liberal leave policy, allowing them to take leave as required. Netflix advises its paid employees against taking leave at either the start or end of the quarter, as those periods are the most demanding in terms of operations. In addition, they promote and endorse the idea of senior staff members taking vacations, recognizing their influential role in setting an example for others. Netflix prioritizes the significance of maintaining a harmonious balance between work and personal life. Patty McChord, the chief talent officer of Netflix, succinctly describes Netflix's approach to treating their employees with the maturity and autonomy they possess. Netflix establishes explicit guidelines for leave policies and other measurements, and they urge their employees to adhere to these guidelines by acting in a manner that aligns with the company's best interests. I perceive this as a clear advantage in joining this organization. Given that millennials have an average job tenure of 2-3 years, implementing this approach would foster longevity and commitment toward the organization.

References BAER, D. (2014, March 14). Netflix’s Major HR Innovation: Treating Humans Like People . FastCompany.com. Retrieved January 18, 2024, from https://www.fastcompany.com/3027124/netflixs-major-hr-innovation-treating-humans- like-people Corrigan, H. (2023, December 30). Intrinsic vs. Extrinsic Motivation For Employees. o2 Employment Services . https://o2employmentservices.com/intrinsic-vs-extrinsic- motivation-for-employees/ Neck, C. P., Houghton, J. D., & Murray, E. L. (2019). Organizational behavior: A Skill-Building Approach . SAGE Publications, Incorporated. Rusu, G., & Avasilcăi, S. (2014). Linking human resources motivation to organizational climate. Procedia - Social and Behavioral Sciences , 124 , 51–58. https://doi.org/10.1016/j.sbspro.2014.02.459

Related Documents

2024_HW10_Forecasting.docx

Week 2 Strategic Plan.edited.docx

HCA Quiz 1.docx

HRM 360 Assignment 2.2.docx

HRM 360 Assignment 1.2.docx

OPM300_Case2_.docx

AB299_Unit2Assignment2.docx

Unit 3 Case Study 3M.docx

Unit 4 Case Study Disney.docx

HRM 360 Milestone One.docx

GB601_Unit_3_Assignment.docx

OPM300_Module 1_Case.docx

Recommended textbooks for you

Understanding Management (MindTap Course List)

Management

ISBN:9781305502215

Author:Richard L. Daft, Dorothy Marcic

Publisher:Cengage Learning

Management, Loose-Leaf Version

Management

ISBN:9781305969308

Author:Richard L. Daft

Publisher:South-Western College Pub

Foundations of Business (MindTap Course List)

Marketing

ISBN:9781337386920

Author:William M. Pride, Robert J. Hughes, Jack R. Kapoor

Publisher:Cengage Learning

MARKETING 2018

Marketing

ISBN:9780357033753

Author:Pride

Publisher:CENGAGE L

Principles of Management

Management

ISBN:9780998625768

Author:OpenStax

Publisher:OpenStax College

Foundations of Business - Standalone book (MindTa...

Marketing

ISBN:9781285193946

Author:William M. Pride, Robert J. Hughes, Jack R. Kapoor

Publisher:Cengage Learning

SEE MORE TEXTBOOKS

Recommended textbooks for you

Understanding Management (MindTap Course List)
Management
ISBN:9781305502215
Author:Richard L. Daft, Dorothy Marcic
Publisher:Cengage Learning
Management, Loose-Leaf Version
Management
ISBN:9781305969308
Author:Richard L. Daft
Publisher:South-Western College Pub
Foundations of Business (MindTap Course List)
Marketing
ISBN:9781337386920
Author:William M. Pride, Robert J. Hughes, Jack R. Kapoor
Publisher:Cengage Learning
MARKETING 2018
Marketing
ISBN:9780357033753
Author:Pride
Publisher:CENGAGE L
Principles of Management
Management
ISBN:9780998625768
Author:OpenStax
Publisher:OpenStax College
Foundations of Business - Standalone book (MindTa...
Marketing
ISBN:9781285193946
Author:William M. Pride, Robert J. Hughes, Jack R. Kapoor
Publisher:Cengage Learning