Netflix Company Case Study

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1. Company Profile Netflix, a company founded initially in 1997 by Reed Hastings and Marc Randolph, has evolved from a DVD by mail/rental to an international streaming service for entertainment content. Additionally, they have become a producer of original content on their platform, and have continually expanded their programming library (Pomerantz, 2014). a. They don’t officially have a mission statement, but “A vision, a promise and nine values” is often referred to when talking about the company 's beliefs and values as something they stand by. (Culture at Netflix). b. Netflix created a work environment that will reward those who have a high performance and gets rid of those that do not deliver or abuse the freedom given. The more…show more content…
4. Analysis of Company Motivation Strategy a. The expectancy theory, Job characteristics model by Hackman and Oldham and Herzberg’s two factor theory could be seen as the main approaches Netflix uses to motivate employees and how they keep people with the business. The expectancy theory states that effort at work will be accompanied by performance accomplishment (Schermerhorn et al., 2012). The job characteristics model is comprised of five job characteristics including skill variety, task identity, task significance, autonomy and feedback from the job. This is used to figure out possible job outcomes in terms of the employee (Schermerhorn et al., 2012). Herzberg’s two factor theory identifies the context and content as a source of either being satisfied/dissatisfied with a job (Schermerhorn et al., 2012). i. Flexible work hours give the person a choice in when and how much of their time is spent doing work. With Netflix this is relatable to their employees who are given the freedom to leave work whenever they need too or take time off that the employee sees fit (Stenovec, 2015). In relation to the expectancy theory, this motivation comes from the beliefs of the individual, and relationship with performance and outcomes. The workers are given the choice of when to work or take time off. The more they work, the better they probably feel and therefore taking time off probably feels earned, and will want to strive to continue delivering quality.
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