Question 1: To what extent do employees look to their CEOs for motivational signals? Do you think Netflix employees grow their motivation by the same things that engage Hastings? Netflix’s employees do not look to their CEOs for motivational signals. Hastings never looked to managing employees’ motivations, therefore, they have never expected a warm motivational incentive from their boss. For Netflix, it is not a matter of effort or motivation, it is a matter of reaching the targets effectively and efficiently. Moreover, both employees and Hastings are motivated by objectives, however different these are accordingly to their job description.
To start with, Netflix corporate culture lays on freedom and responsibility. Employees benefit from above average industry salaries and compensation bonuses, unlimited vacations, undefined work place and schedule with no performance measurement policies. Although working conditions seem attractive, job performance and organizational commitment in Netflix’s highly intensive …show more content…
Even though financial incentives are very strong motivators, in such an intensive and demanding work environment, extrinsic motivators such as pay and job security would not suffice to attain the ambitious goals and save employees from being dismissed at the end of the month. Also, I believe that intrinsic motivation has its limits when not fuelled by extrinsic motivators. Therefore, to motivate employees to go to greater lengths than usual, Netflix is offering a $1 million windfall to the engineer or to the team that best predicts consumer’s motivations. Even though intrinsic motivators are the most effectives, extrinsic motivators are also required, but less important for the type of employees hired by Netflix, A-level responsible and mature
To start with, Netflix corporate culture lays on freedom and responsibility. Employees benefit from above average industry salaries and compensation bonuses, unlimited vacations, undefined work place and schedule with no performance measurement policies. Although working conditions seem attractive, job performance and organizational commitment in Netflix’s highly intensive …show more content…
Even though financial incentives are very strong motivators, in such an intensive and demanding work environment, extrinsic motivators such as pay and job security would not suffice to attain the ambitious goals and save employees from being dismissed at the end of the month. Also, I believe that intrinsic motivation has its limits when not fuelled by extrinsic motivators. Therefore, to motivate employees to go to greater lengths than usual, Netflix is offering a $1 million windfall to the engineer or to the team that best predicts consumer’s motivations. Even though intrinsic motivators are the most effectives, extrinsic motivators are also required, but less important for the type of employees hired by Netflix, A-level responsible and mature