Case Study Engmngmnt Netflix
Uploaded by
Rafael IlaganCase Study Engmngmnt Netflix
Uploaded by
Rafael IlaganCASE STUDY
IN
ENGINEERING
MANAGEMENT
.
Adube, Prince Marc F.
Angeles, Christopher John M.
Ilagan, Rafael
Lim, Mateo R.
Millan, Ricardo Jr H.
ENGR. EDWARD P. LACSON
CE-306
4553
I. Company Case/Background
Netflix now has more than 151 million paid clients in more than 190 nations. It has an
assorted assortment of Network programs, narratives, and element films in an
assortment of kinds and dialects, just as unique undertakings. A worldwide streaming
stage for the creation and dissemination of media material that is important for the
media business that has arisen because of innovative headways. It has situated itself
as the replacement of satellite TV with the ascent of the web and the combination of
the media content appropriation framework.
II. Case Proper
Netflix also puts a premium on hiring the very best people. Hastings hires bright
people, pays them above-market wages, and provides innovative and interesting
benefits. For instance, Netflix employees can take as much vacation time as they want
so long as they perform their jobs at a high level. But at the same time, the firm has
very high performance standards and employees sometimes complain about too much
pressure. As Hastings says, “We treat our top performers very well. We provide
average employees with reasonable severance package[s].”
III. Case Analysis
A. Significant Case Facts
This case study tackles one of the managerial problems of the streaming
company Netflix. Their high standard of work requirement, strict work ethic, and
bribery style of rewards towards work performance. These challenges are things
the company has a problem of according to what the researches examined of
with the article given to them.
B. Problems
The problem about the Netflix management is their high standard of work on their
employees that requires strict work ethic while maintaining a soft and friendly
environment on their company.
The high standard of work may be harmful to employees as stress on work is
inevitable it will more of negative impact if too high of a standard is a
requirement daily.
The H.R. will also find hiring new employees very hard if the standard they have
set is way too high and they may not have enough time to adjust.
It is also a problem to compensate a very standard of work with rewards as it may
lead to too much competition inside the company that may cause negative rapport
to towards the company’s workplace.
B. Alternative Courses of Action (ACA’s)
• Make the workplace less stressing by making the standards for the employees
“average”.
• Give rewards on how a team performs will give a more pleasing result than
individual rewarding system for their work performance.
• Give chance for the newly hired employees to adjust to the workplace to
reduce pressure even so that even when the bar is set to a certain standard they
have a chance to show their potential.
C. Analysis of ACA’s
The advantage to the First point is that the workers will be more productive since
they’re doing their job without pressure that they’re not doing enough.
The disadvantage though as being too complacent with the new just average or
normal standard may hurt if some employees will take it as an excuse to not do
their job properly.
Working properly on a averagely standard set of work is not the same as not
doing the job that an employee is supposed to do.
The second point’s advantage is that better teamwork and rapport inside the
workplace is expected, and projects assigned to teams are to be done better as
competition between teams is way healthier than individual competition.
There is no visible disadvantage to this second point.
Lastly, the third points advantage will keep a stream of aspiring young
employees on coming to the company without hesitation and is yet to show their
ability and potential as an asset for the company.
The disadvantage for this is that if HR may give a bar of way too low that
undeserving employees might be hired and not do the job properly making it
costly for the company, but this is highly unlikely for HR’s of big companies.
Creating and maintaining a strong trustworthy relationship with one’s
Employees is essential for an organizations success. However, Netflix failed to
clearly communicate with its employees regarding a significant change within
the company. This communication error created an uproar among the
company’s employees, and lead to a strong decline in subscriptions and
revenue. This prompts the first alternative solution: Netflix should have clearly
communicated with its strong
Employees prior to the release of information on significant company alteration.
D. Recommendation
We think it is important to examine and refine company motives once a year.
While many people (or companies) may have good “intent” that does not mean
that the execution is not bad. The effectiveness of the managers at Netflix (in our
opinion) has been negative. It is important to make sure that a company’s
executives do not just seek their own profit, position, or possessions above
people, above principle and above everything else. Go over the annual objectives
and policies. Capable people (and companies) are credible. Make sure the
company is running with their strengths, keeping themselves relevant and know
where you are headed; having a current vision and mission statement help.
PEER
EVALUATIN
MEMBERS ADUBE ANGELES ILAGAN LIM MILLAN
Adube, Prince Marc F. 10 10 10 10 10
Angeles, Christopher
John M. 10 10 10 10 10
Ilagan, Rafael 10 10 10 10 10
Lim, Mateo R. 10 10 10 10 10
Millan, Jay H. 10 10 10 10 10
TOTAL AVERAGE 50 50 50 50 50