Netflix Culture Analysis

Organizational culture plays a key role in the effectiveness of any company. Netflix has worked hard to establish a very strong organizational culture, or collective values that are the core makeup of the company (Kreitner & Kinicki, 2013). My organization has a strong but very different culture, but cannot compare in scale to that of Netflix. My organization is a public power company, which naturally leads us to a very different business model than Netflix, resulting in very different cultures. While our cultures are very different, Netflix’s focus on transparency and accountability can be adapted to my organization (Netflix). Netflix’s ability to narrow the gap between espoused, or theoretical, values and the enacted, or practiced, values …show more content…
My organization’s values are in a transition period as our industry changes on a broad scale, and as we go through a management change. In general, a similar group of basic assumptions has been at the core of the power industry for a long time (Bassham, 2016). These basic assumptions typically align with the view that our customers are only ratepayers, and our only obligation to them is to keep their lights on. Our new management has, along with a growing percentage of the industry, began to focus on values that view our customers as partners, and we have an obligation to listen to them and deliver what they want. But, as Kreitner and Kinicki (2013) discuss in the text because these basic assumptions are so ingrained and deep-rooted, they are very difficult to …show more content…
In an article written by Patty McCord (2014), former chief talent officer for Netflix, she explains that Netflix deliberately focused their efforts on building a desirable corporate culture around a very innovative set of core values. The strategic plan, or roadmap to achieving their desired culture, was at the heart of developing a team that all had shared values (Kreitner & Kinicki, 2013). Ultimately, a large part of their strategic plan was to have their management fully embody their corporate culture and be the driving force for organizational socialization (McCord, 2014). The organizational socialization, or how employees learn and buy into the organization culture, was established before hiring and then entrenched in their everyday work experience (Kreitner & Kinicki, 2013). This focus on organizational socialization works to minimize the gap between espoused values and enacted values, resulting in a very strong organizational