HRM Techniques in News Story: A Business Report on Netflix HRM Issues

This business report analyzes HRM techniques within Netflix, focusing on a contemporary news story highlighting the company's organizational structure, motivational strategies, and employee engagement. The report identifies key HRM issues, including the rigid organizational structure, motivational strategies, and employee engagement mechanisms. It explores the theoretical underpinnings of Netflix's organizational culture, emphasizing performance-based ethics and the application of corporate culture to foster resilience. The report examines Netflix's HR practices, including the concept of 'trust employees,' diversity management, and recommends strategies to enhance employee motivation and engagement. These recommendations include short trips, incentives, community engagement, and better utilization of employee talent. The report concludes by emphasizing the importance of incorporating diversity management into HR policies to improve future performance and sustain employee motivation through training and skill enhancement.

Running Head: HRM TECHNIQUE IN CONTEMPORARY NEWS STORY
HRM technique in Contemporary News Story:
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EXECUTIVE SUMMARY
The given report highlighted that the given organization of Netflix and its
contemporary news story that are related to the HRM technologies. The main HRM issue of
the organization of Netflix is the rigid organizational structure that has shaped the
organizational function of the Netflix organization. Apart from the rigid organizational
structure, there are other issues of the organization of the Netflix are the motivational
strategies and the employee engagement mechanism in Netflix.
INTRODUCTION
The organization of Netflix is the organization which is driven by a culture in order to
promote a strong organizational culture in totality. According to the statement given by the
founder of the Netflix, Ray Dalio , the communications strategy often find a direction
towards the media in eth different distorted ways. The other factors that have affected the
functioning of the organization of are that of the accountability issues and the transparency of
the organization that has been the main cause of the struggle among the employees of the
organization of Netflix (Markham, Stavrova & Schlüter, 2019). The most challenging part of
the employees are the extremely rigid and the tough organizational norms that has centralized
its premise on the rigid bureaucratic norms.
The evidences of the radical transparency issues in Netflix are the “sunshine” practice
which will encourage the different employees to mutually share the ethics of accountability
and honesty among the employees of the organization that will help the managers to enquire
on themselves whether they should work hard to retain their employees or they will not.
According to Reed Hastings, the culture of the company not only is based on the sustainable

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nature of the competitive advantage but also exercises a complete control that was invested in
the construction of the Netflix culture that will form the major asset of the business
conducted by Netflix, (Daidj & Egert, 2018).
THEORY
The organizational culture of Netflix is based in regard to the performance of the
employees who have certain behavioral ethics in their workplace environment. Netflix has
also applied its corporate culture aspects in order to develop the resilience level among its
employees in order to support the growth objective in an increasingly competitive
organizational environment that will make the online platform of the organization an
effective tool towards the fulfillment of the values of the organization in order to ensure the
appropriate form of the competitive advantage of the organization (Bernat, 2018). As the
corporate culture of Netflix encourages the employees to explore new ideas, at the same time
it will ensures the fact that the employees follow a strict code of conduct in the organizational
behavior.
The advantages of this organizational culture is lies in the fact that the employees
remain motivated to work in proper discipline and according to the basic business code of the
organization. The advantages of the rigid organizational structure, the members of the
organization are organized according to the levels of the authoritative structure. In this type
of organizational structure workers are employed on the basis of the different roles through
their various measures in their demotion or the promotional activities (Pant & Yu, 2018). The
various levels of the middle management tools are at times reduced or removed, which will
result in the staff who are below the executive level will share the same level of authoritative
structure.

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The disadvantages of the rigid organizational structure are that the members often
lose their motivation in such a rigid environment and lose their interest for a better level of
performance. The extreme form of the rigid organizational structure results in a loss of the
effective communication across the different departments across the organization. The
increased level of bureaucracy across the various departments has a less effective impact on
the organization. The various levels in the organization in often become scattered due to the
rigid and the closed structure of the organization. Whenever there is a substantial growth
levels in the organization structure, the owner will soon realize the different way to keep up
with the performance level of the organization (Thite, 2018).
The reduced level of flexibility in the formal structure of the organization will ensure
the fact that the owner of any organization will be able to bundle up the tasks into the
different job roles of the organization.
The bureaucratic form of organization has a centralized command structure. The
bureaucratic structure has been organized with a high level of the formality among the
employees. The bureaucratic structure also demands a high degree of formality among the
different departments of an organization. The basic structure of a bureaucratic organizational
pattern is the different set of rules and the various job responsibilities that are clearly
demonstrated. There are many advantages of the bureaucratic structure of an organization
that also involves the various levels of managers and the authoritative people in the smooth
functioning of the business. In the context of a bureaucratic structure in the organizational
context of Netflix (Tan,2018). The authorities in the organization of Netflix follow a
bureaucratic pattern that has resulted in the strict business conduct of the organization to yield
the maximum returns.

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However, there have been several disadvantages of a bureaucratic structure of an
organization. The first disadvantage of the bureaucratic structure is the fact that the functions
of an organization remain concentrated within a few hands of the organization. The other
members in this case however do not get an equal opportunity to show their required level of
performance. A rigid bureaucratic structure also concentrates the power within the hands of a
few which ignores the performance level of the rest of the employees. The bureaucratic
structure if not executed properly, it can lead to the exploitation of the employees of the
company.
HR PRACTICES OF NETFLIX
The success of the organization of the Netflix depends on its staff on the functioning
of that particular organization. Netflix in these successive years has practiced the different
experiments of the different ground breaking policies regarding the employee satisfaction
levels with the organizational performance. Most of the companies like Netflix has however
reviewed its HR policies on a monthly or a yearly basis. Another HRM strategy of the Netflix
is the concept of ‘trust employees’ (Vihari & Jada, 2018).The organization of Netflix has
however tried to inculcate a certain level of the familiar form of attitude that is vibrant across
the employees of an organization (Malik,2018). The brand will however try to analyze the
first step towards the gains of that particular organization.
The ideal managers in the organization of Netflix on the basis of its HRM strategy
will be able to encourage the growth process of an individual employee on the basis of their
concern regarding the particular organization. The HR policies will encourage the different
managers to set a guiding example in the work life of an organization. The HR policies will
also be shaped in such a manner which will look after both the aspects of the employee
satisfaction as well as the maximization of the economic returns of the company.

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DIVERSITY MANAGEMENT IN NETFLIX
The Netflix being a global organization has a very diverse member base which is the
main reason of the reflection of the global perspectives in the organizational function today.
As the organizations try to grow globally, there is an importance of the employees in the
diverse backgrounds along with the different cultures and the experiences of the organization
in particular. For the proper diversity management, there has to be a proper inclusion in the
appropriate manner regarding the connection of the different aspects of Netflix.
RECOMMENDATION
Netflix in the recent years has accustomed with the various experiences of the large
company which have tried to motivate its employees and sustain the motivation levels
among the employees. The motivational techniques should also include various planning for
short trips for their employees along with certain incentive pattern for the employees of the
organization on crossing a certain performance benchmark in a specified time (Barclay &
Kang 2019).
Netflix should plan for a proper employee engagement in order to develop its
performance. The employees of Netflix should also be able to typically meet the work at least
for once a month. The community engagement of the different employees to create a holistic
environment for the social responsibility in both the interior and the exterior part of the
workplace environment. The employee engagement tools should be established with a proper
leadership pattern which will have an ultimate profound effect on the organizational culture
of the company. The employee engagement tools will help in increasing the motivation level
of the employees in order to maximize the maximum returns.
Netflix as an organization should also plan for a better approach in order to properly
utilize the talent and culture of the employees in Netflix. Netflix as an organization should try

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to build on the formal policies of choice and common sense. The HR policies should also
deal with the various problems with the proper levels of training and development of the
staff of the organization (Lengnick-Hall, Lengnick-Hall & McIver, 2018).
CONCLUSION
Netflix as an organization has a very structured level of business. It tries to emphasize
on the motivation and the skill development of its employees to enhance and improve its
performance. However, Netflix should try to incorporate the diversity management in its HR
policies in order to make its performance better for the future years. This will be possible
with the help of training and enhancing the skills of its staff and by formulating the policies
that will be able to sustain the motivational skills among its employees.

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