Daniel James HRVCOS Assignment Brief 2020

Student
Qualification Pearson BTEC level-5 HND in Business studies (RQF)

Unit 36: HR Value and Contribution to Organisational
Unit Number and Title
Success
Academic Year September 2020- February 2021
Unit Tutor Ms. Fatema Rangwala
Assignment Title Contribution of Human Resource to Organisational Success
Issue Date October 15, 2020
Submission Date December 10, 2020
IV Name Mr. Asim Mehmood
IV Date
Assignment Brief
Learning Outcomes and Assessment Criteria

Pass Merit Distinction
LO1 Evaluate the importance of organisational design to LO1 & 2
the delivery of sustainable performance D1 Make appropriate
P1 Evaluate the importance of M1 Apply appropriate recommendations supported by
organisational design theory in theories and concepts to justification based on a synthesis
the context of organisational critically evaluate the of knowledge and information to
structure and fulfilling importance of organisational show how to improve the delivery
organisational strategy, using design, using specific of sustainable performance.
specific organisational organisational examples.
examples.
LO2 Analyse the requirement to develop motivated,
knowledgeable and experienced individuals and teams
P2 Analyse the different M2 Use specific examples to
approaches and techniques critically analyse different
used for attracting, approaches and techniques to
maintaining, developing and motivation, human capital
rewarding human resources to and knowledge management.
create a skilled and dedicated
workforce.
LO3 Apply contemporary knowledge and research to D2 Make valid judgements and
support emerging HR developments conclusions supported by a
P3Conduct research and use M3 Evaluate how emerging synthesis of knowledge and
contemporary knowledge to HR developments will affect research information.
support evidence for emerging the role of the HR function in
HR developments. the future.
LO4 Evaluate the relationship between organisational D3 Critically evaluate the complex
design and change management relationship between
P4 Evaluate how organisational M4 Evaluate the different organisational design and change
design has to respond and types of changes that can management.
adapt to change management affect organisational design,
and the relationship that exists including transformational
between the two using a and psychological change.
specific organisational
PEARSON BTEC_ Level 4 HND in Business Unit- 36 HRVCOS Sept 2020- Feb-2021 Cromwell UK Ajman UAE
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situation.
Learner’s Declaration
I certify the work submitted for this assignment is my own and research sources are fully
acknowledged.
Learner’s Signature:
Date:
2
Student Name/ ID Number
Qualification Pearson BTEC level-5 HND in Business studies (RQF)

Unit 36: HR Value and Contribution to Organisational
Unit Number and Title
Success
Academic Year September 2020- February 2021
Unit Tutor Ms. Fatema Rangwala
Assignment Title Contribution of Human Resource to Organisational Success
Issue Date October 18, 2020
Submission Date December 10, 2020
IV Name
IV Date
Unit Aim
This unit gives students the opportunity to make links between the role and function of HR and
emerging HR developments. This will enable students to show an awareness of HR as a key contributor
to organisational success.
On successful completion of this unit students will have a greater understanding and appreciation of
the role played by HRM in adding value to activities which contribute to the success of an organisation.
Students will understand typical aims and objectives of the HR function in a contemporary context,
enabling them to make an effective contribution to the HR department of an organisation.
Unit Learning Outcomes

LO1 Evaluate the importance of organisational design to the delivery of sustainable performance.
LO2 Analyse the requirement to develop motivated, knowledgeable and experienced individuals and
teams.
LO3 Apply contemporary knowledge and research to support emerging HR developments.
Assignment Brief and Guidance
Scenario 1
You are working as a Manager of Human Resource in a well-known organisation [an organisation of
your choice]. The CEO of the organisation realised that other managers and top-level executives are
unaware of the value of human resource towards organisation’s success. The CEO has approached
you to prepare a report which reviews the ways in which the Human Resources contributes to
organisational design and, in turn, the value and success of the organisation.
Activity 1 (Report)
You are required to specifically address the issues related to organisational design, the delivery of
sustainable performance, approaches to creating a skilled and dedicated workforce and the role
contemporary knowledge and research has to play in supporting emerging HR developments. Your
report should include-
 Introduction to the organisation, organisational design, organisational structure and a critical
evaluation of how these relate to fulfilling organisational strategy and sustainable
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performance.
 A critical analysis of different approaches/techniques used to attract, maintain, motivate and

develop a skilled and dedicated workforce for knowledge management supported by
examples.
 Also make appropriate recommendations justify how to improve the delivery of sustainable
performance based on knowledge and information.
 Conduct research and use contemporary knowledge to support evidence for emerging HR
developments and evaluate how it will affect the role of HR function in the future.
 Draw valid judgement and conclusions based on your research and knowledge.
Unit Learning Outcomes
LO4 Evaluate the relationship between organisational design and change management.
Assignment Brief and Guidance
Scenario 2
Continuing from the scenario 1, as the manager of Human Resource [in your chosen organisation],
the CEO wants you have to prepare a report evaluating the link between organizational change and
change management. This report will be used by the organisation as a part of induction program
conducted for new employees of your organisation.
Activity 2 (Report)
You are required to prepare a report which includes-
 A background to change management with reference to related theories and models.
 The role of HR in managing change and organisational design.
 An evaluation of the different types of changes that can impact organizational design including
transformational and psychological change.
 A critical evaluation of the often-complex relationship between organizational design and

change management with reference to illustrative examples.
 Recommendations on how the organisation can take changes forward and implement them
effectively.
Additional Instructions
1. An electronic copy of your assessment must be fully uploaded by the deadline date and time.
2. You must submit all the criteria in appropriate format.
3. Clearly indicate the Grading and AC number you address.
4. Ensure that all work has been proof-read and checked prior to submission.
5. Ensure that the layout of your documents is in a professional format.
a. Font: Verdana
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b.
Font Size:
i.14-Main heading, Bold and Underlined
ii.12-Sub heading and Underlined
iii.12-Body text
c. Line Spacing: 1.0 and justified
6. Check your work for plagiarism. The College has a strict penalty for plagiarism and the
assignment will be cancelled if the assignment is observed for this.
7. Ensure that any file you upload is virus-free and not corrupted.
8. You must NOT submit a paper copy or email of this assessment to any member of staff.
9. Filing the reference checklist is compulsory.
10. Visits need to be arranged and made to the organisations. For meeting the respective
managers, the college will provide a reference letter for the project, and the manager of the
organization is welcome to contact the administration at the college.
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LO1 Evaluate the importance of organisational design to the delivery of
sustainable performance.
P1 Evaluate the importance of organisational design theory in the context of organisational

structure and fulfilling organisational strategy, using specific organisational examples.
Human Resource:
Human Resource is termed as the division of a business that is usually charged with finding, screening,
training job and recuring applicants and also administering employee-benefit programmes. HR also
plays a key role in helping companies deal with a fast-changing business environment as well as a
greater demand for quality employees in the 21st century.
An American institutional economist John R. Commons first pointed out the term ‘human resource’ in
his book ‘The Distribution of Wealth,’ which was published in 1893. However, it was only formerly
developed in the 19th century and was tasked with addressing misunderstandings between the
employees as well as their employers. [ CITATION Wil206 \l 1033 ]
A positive business culture is no longer just a nice-to-have. It helps drive employee engagement, staff
retention as well as job satisfaction, and it also defines business success. Human resource plays a vital
role in developing, reinforcing as well as changing the culture of an organization. Performance
management, pay, training as well as development, recruitment and onboarding as well as reinforcing
the values of the business which are all essential elements of business culture covered by human
resource. [ CITATION Lau21 \l 1033 ]
Netflix:
Netflix, Inc. is an American pay television over the top media service as well as is an original
programming production company. They offer a subscription-based video on demand from a library o
films as well as television series, 40% of which is Netflix original programming produced in house.
They also play an important role in independent film distribution. [ CITATION JCl21 \l 1033 ]
Netflix was established in 1997 by Marc Randolph and Reed

Hastings in the Scotts Valley, California. They initially sold both as
well as rented DVDs by mail, but the sales were eliminated
within a year in order to focus on the DVD rental business. In
2007, Netflix introduced their first streaming media on demand.
Netflix then expanded to Canada in 2010, followed by Latin
America as well as the Caribbean. In 2013, they entered the
content-production industry, debuting its first series House of
Cards. In January 2016, it expanded to over 130 countries as
well as further operated in 190 countries. [ CITATION Gin12 \l
1033 ]
They have their headquarters in Los Gatos, California, in the

Santa Clara County, with the two CEOs, Ted Sarandos and Hastings, split between Los Gotos as well as
Los Angeles, respectively. The company is now seen as the part of the Silicon Valley high-tech world.
They also operate internationally in Asia, Latin American and Europe as well as Canada, Brazil, France,
the Netherlands, Japan, South Korea, India, as well as the United Kingdom. They have production hubs
in Los Angeles. [ CITATION Nat15 \l 1033 ]
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Organizational Design:
Organizational design is known as a step-by-step methodology that dysfunctional aspects of workflow,

structures, procedures, and systems, realigns them towards fitting a current business realities/goal as
well as then develops plans towards implementing the new changes. This process focuses on improving
both the technical as well as people side of the business.
For the most companies, the design process leads towards a more effective organization design,
significantly improved results as well as employees that are empowered while also being committed to
the business. The hallmark of the design process is usually a comprehensive as well as holistic
approach towards organizational improvement that touched all the aspects of the organizational life,
therefore one can achieve:
 Excellent customer service.

 Increased profitability.
 Reduced operating costs.
 A culture of engaged as well as committed employees.
 Increased and improved cycle time with efficiency.
 Provides a clear strategy for managing as well as growing the business. [ CITATION DrR21 \l 1033 ]
Organizational Structure:
Organizational structure known as a system that outlines how certain activities that are directed in
order towards achieving the goals of an organization. These activities mostly include rules, roles, as
well as responsibilities.
The organizational structure also determines how the information flows between the levels within the
organization. Having a specific organizational structure in place allows companies towards remaining
efficient as well as focused.[ CITATION Wil211 \l 1033 ]
 Types of organizational structure:
There are 10 types of organizational structures that are commonly used by the businesses.
1. Hierarchical Structure:
Within a hierarchical structure, employees are often grouped as well as assigned as a supervisor. It is
one of the most common organizational structures. Employees could be grouped together based on
their function or role, geography or type of products or services that they provide. This often depends
on a pyramid structure because there are various levels with the highest level of leadership at the very
top, their direct employees below them as well as so forth.
2. Functional Structure:
Under this structure the organization is divided into groups by roles, specialities as well as
responsibilities. An organization may have a finance, marketing and sales department who are
overseen by a manager. This can be beneficial because departments can trust that their employees
have the skills as well as expertise that are needed towards supporting their goals.
3. Matrix Structure:
This organizational structure resembles a grid where employees with the similar skills are grouped
together as well as reported to over one manager. Which often includes a functional manager who
oversees projects as well as their progress and a product manager who is responsible for the
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organization’s strategy
as well as success regarding product offerings. They are typically used by multinational as well as large
organizations and promotes the sharing of skills and the knowledge across departments to complete
their goals.
4. Flat Structure:
Under this structure, most of the levels of middle management are eliminated so that there are little
differentiation staff-level employees from upper management. Employees are usually given more
responsibility as well as decision-making power without the usual hierarchical pressures or even
supervision as well as can often led to being more productive. This structure is mostly used by small
companies and start-ups as they mostly have fewer employees as well as projects to manage.
5. Divisional Structure:
Under this structure the organizations split into divisions based on specific products, geographies, or
services. Therefore, it is mostly used by large organization that operate in wide geographic areas or
own separate, smaller companies. Each division has its own executive leadership, resources, and
departments.
6. Network Structure:
Under this structure, the manager at the organization will coordinate relationships with both the
internal as well as external entities in order to deliver their products or services. The structure focuses
more on the open communication as well as relationships over hierarchy.
7. Line Structure:
Under this structure the authority within the organization flows from the top to the bottom as well as
there are no specialized or even supportive services. It is termed as on of the simplest types of
organizational structure. They are typically divided into departments which are overseen as well as
controlled by a general manager, as well as each department has their own manger with authority over
all its staff. They all individually work in order to support the organization’s primary goal.
8. Team-Based Structure:
Under this structure, the employees are specially grouped into their skill-based teams in order to work
on specific tasks while all working towards a common set goal. This flexible structure allows the
employees to move from one team to another as they complete their projects. This aims on problem-
solving as well as in employee cooperation.
9. Circular Structure:
Under this structure it depends on hierarchy in order to depict higher-level employees within the inner
rings of a circle as well as the lower-level employees along the outer rings. They are seated at the
centre of the organization, leaders do not send orders down the chain of command, but more over
outward. This structure helps eliminate strict separation as well as help look at the bigger picture with
all departments being part of the same whole.
10. Process-based Structure:
Under this structure the organization is formed around the flow of its processes as well as how the
duties performed by its employees interact with each other. Instead of the flow being from top to
bottom, while this structure follows a left to right flow. Executives from the top of the structure
oversees the departments that are below them, that represents different processes, but the process
cannot start until the one before has finished. Each department has their own team working to fulfil
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their duties, so the
business can achieve its new goal and reach its ultimate goal. [ CITATION Ind21 \l 1033 ]
Netflix Inc.’s follows a hierarchical

organizational structure follows a unitary
organizational structure or a u-form
structure which involves a hierarchy in order
to maintain executive control as well as
direction throughout the organization.
However, this corporate structure is
relatively flat when compared to other
organizations that follow a hierarchical
organizational architecture. In Netflix’s
organizational chart, all the main business
executives directly report to the CEO of the
company. The organizational structure
design helps reduce the management levels
needed in order to escalate issues from the
online company’s bottom line to its
headquarters. The main characteristics of
Netflix’s corporate structure are:
 Functional groups for non-online and online operations.

 Geographical divisions in order to manage regional markets.
 Divisions for various product types as well as operation types.
Functional Groups: are usually based on business functions, like human resource management,
which in Netflix’s corporate structure is termed as “Talent.” The hierarchy in the online company’s
structure systems is based on these groups. The organizations’ structure is relatively flat because of
the minimized levels of middle management, helping the business organization towards rapidly
responding towards changes in the entertainment industry. This flatness helps promote open
communication as well as corporation, despite the unitary and hierarchical nature of the corporate
structure. The organizational structure has the following main functional groups:
 Legal
 CEO
 Product
 Finance
 Talent
 Content
 Communications
Geographical divisions: Netflix’s organizational structure helps enable strategic management specific
towards regional market characteristics. Netflix creates its own advertising campaigns with this
organizational structural aspect in mind. These geographic segments reflect in the multinational market
trends that are most significant towards the company’s strategic plans for growing their member base,
in terms of aligning marketing strategies towards target customers entertainment preferences. The on-
demand digital content streaming company’s structure follows the following divisions:
 Domestic Streaming
 International Streaming
Divisions for products as well as operations: The company’s organizational structure is closely
associated with “other content,” taking in consideration the online platform distributes or streams
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content. Original
programming operations are known as a major factor in the Netflix’s corporate structure since the
business attracts customers as well as generates revenues through their original TV shows as well as
movies. The main strategic objective of these organizational structure divisions is towards achieving
operational effectiveness in separately managing content distribution as well as content production.
Mentioned below are the aspects of Netflix’s corporate structure:
 Original Programming.
 Other Content[ CITATION Dav19 \l 1033 ]
 Advantages and Disadvantages:
1. Advantage: Clear line of Authority
Hierarchical structure help establish clear authority for work as well as departments. Managers in
Netflix have the authority to management level as well as have the power to allocate resources,
rewards and also give orders to their subordinates. No one gets confused about it boundaries between
departments as well as jobs, and everyone clearly understand the chain of command. This especially
helps them during crisis, when the decision by committee or even subordination hesitation could be
disastrous. They receive order and can expect compliance.
2. Advantage: Clear Results
While organizing employees according to a hierarchy, it helps to organize them according to their job
category. This lets the employees of Netflix do similar job tasks to share the resources allocated by the
managers as well as for manger to coordinate similar efforts for great effect. Grouping sets helps in
efficient operations as well as cost saving through economies of scale.
3. Advantage: Clear Lines of Communication:
Having a hierarchical structure helps Netflix’s create clear lines of communication. The lines support in
establishing the relationship between managers as well as subordinates also providing better
communication direction. This approach lets subordinated know whom to report to as well as where to
get information and directions. This helps in unifying the departments, which results in coordination
between its members.
1. Disadvantage: Endless Red Tape
As the hierarchical structure grows, its hierarchy grows as well. But bureaucracies’ slow things down –
decision making, communication actions – as well as the organization becomes a lumbering, rather
than spry, entity.
2. Disadvantage: Centralized of Power
Hierarchical structures typically centralize power as well as authority at the highest levels possible. At
some certain point of time, it could get stressful, and problems may arise. They could also get caught
up in day-to-day issues which will distract them from their organizational goals and visions.
3. Disadvantage: Isolation and Siloed Thinking
Grouping the same members in the departments to work together isolates them from other sections of
the organization, which reduces the interdepartmental cooperation as well as communication.
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Departments would
become indifferent to the concerns of other areas as well as develop tunnel vision. [ CITATION Sop19 \l
1033 ]
Netflix’s Sustainability Objectives:
Netflix’s sustainability goals for 2022, include achieving carbon neutrality by 2022. They also revealed
impressive stats behind viewer interest in sustainability themed programming; as well as pledged
towards achieving more balance reputation across the social and racial groups in the US, both on as
well as off camera.
Dr. Emma Stewart a Netflix inaugural Chief Sustainability officer stated the streaming services
ambitious plan towards achieving carbon neutrality by 2022. Netflix’s Net Zero + Nature plan involves
three steps:
 Step 1: DECREASE emissions

Netflix has committed towards reducing its Scope 1 and 2 emissions by over 45% by the year
2030.
 Step 2: RETAIN existing carbon storage
By the end of the year 2021, Netflix commits to offset all of the emissions it can not avoid
internally, including Scope 3 emissions, by investing in the carbon-offset projects that conserve
critical biodiversity in aeras such as the tropical forests.
 Step 3: REMOVE carbon from the atmosphere
By the end of 2022, Netflix has committed towards achieving net zero through investing in the
regeneration of critical natural ecosystems such as grasslands, healthy soils, and mangroves.
This approach helps decarbonize our economy while restoring these life support systems.
Netflix is trying to show the world to combine GHG reductions – black carbon – with the help of
restoring natural carbon sinks green carbon – in a more scientifically robust way. [ CITATION Sus21 \l
1033 ]
Netflix has made environmental sustainability a key priority in the past year:
 They have appointed a Sustainability Offices under their Chief Financial Officer and as
mentioned above they have hired Emma Stewart, PH. D, as their first Netflix
Sustainability Officer.
 They have developed a strategy with our Co-CEOs, CFO, as well as VP Public Policy,
and also briefed they Board of Directors.
 They have assigned their ESG reporting to their VP Corporate Controller, who also
oversees their financial reporting. This helps in ensuring that the ESG reporting
benefits from the financial as well as internal audit protocols.
 They have enlisted their Independent Accountants in order to conduct a limited
assurance of all the scopes of their 2020 emissions.
Netflix has also established their Independent Advisory group of experts in order to advise
them on the best approach towards achieving sustainability at Netflix:
 Dr. Johan Rockstrom – Director of Potsdam Institute for Climate Impact Research.
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 Christiana Figueres &
Tom Rivett – Co-architects of Paris Agreement as well as the founders of Global
Optimism.
 Dr. Katharine Hayhoe, Chief Scientist, The Nature Conservancy and also Distinguished
professor at Texas Tech University.
 Kelly Kizzier, VP Global Climate & Environmental Défense Fund.
 Derik Broekhoff, the Senior Scientist of Stockholm Environment Institute.
 Marcene Mitchell & Tim Juilian from SVP Climate & Corporate Engagement, WWF.
 Xiye Bastida the youth activist as well as the winner of spirit of the UN award. [ CITATION
s2220 \l 1033 ]
The assignment focuses on pointing out the importance of organizational structure and organisational
design. The assignment starts off by pointing out the importance of human resource, and further gives
insights about the selected organization (Netflix) in order to understand the references made in all the
other parts in the assignment. Organizational design and organizational structure are explained
efficiently and accurately. Furthermore, the types of structures are explained along with the structure
followed by the selected organization (Netflix) and also the advantages as well as the disadvantages of
Netflix faces while following the particular structure. The assignment concludes by showing how the
organizational structure and design of Netflix helps in achieving their organization’s sustainability goals
and objectives.
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LO2 Analyse the requirement to develop motivated, knowledgeable and
experienced individuals and teams.
Workforce:
A workforce is termed as a specific activity or enterprise where the workers or employees are engaged
in. The number of employees or workers in a workforce is assignable according to the purposes of the
organization. [ CITATION Mer21 \l 1033 ]
Importance of having a dedicated workforce:
 Moral:
Employee satisfaction is really important within an organization. If the individuals are satisfied with
their role, then their moles are typically increased which in return increases the work output.
Training helps towards making people more confident in their duties and roles, which helps them
directly improve their morale. This is vital in order to maintain morale that the staff are trained
equally.
 Productivity:
Providing better training will result in better processes. Tasks can be easily performed far quicker if
employees know what they’re doing, as well as quality of work will also improve drastically. The
mistakes that are made could slow systems down which are far likely to occur if the individuals
have the best training for the specific job that they are assigned to be performed. The well-trained
individuals will also be able to see where they can make improvements in order to work efficiently.
 Safety:
For many businesses, the safety of the staff is the number one priority. The employees that are
lacking in knowledge as well as the skill are more likely to have an accident in the workplace. The
training helps towards eliminating this as a cause. Many of the accidents occur due to the staff not
knowing how to properly use or even store a piece of equipment, so it is essential that they do.
 Value:
The well-trained employees become assets for a business. They add value to the organization as a
whole, as well as make internal promotion way easier. Promotion from within is of great benefit to
the organization, since the staff already has good knowledge of the business as well as
relationships with the other members of the workforce.
 Independence:
Only few supervisors are required when the staff know exactly what they have to be doing, and
also how they need to do it. A fully trained workforce can be trusted in order to operate
independently without making any mistakes or even slowing down the process. [CITATION Jac \l
1033 ]
Methods to attract dedicated workforce:

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 Positive working
environment:
Senior leaders that take the initiative of personal responsibility for retention within their organization
generally have lower turnover as well as have higher productivity than those organizations that do not.
Various organizations help their progressive work environment as well as host of family-friendly
benefits keep their turnover rate far below the natural average according to other organizations.
 Recognize, Reinforce & Rewards:
While money and benefits are important factors that help in attracting as well as retaining individuals,
but the rewards and recognition also help in the basic human need to be felt appreciated as well as
rewarded for what one does. A successful reward and recognition program doesn’t have to be dense or
complicated or even involve money in order to be efficient.
 Involve and also engage with the workforce:
Individuals are generally more productive as well as committed to the organization when there is a
process or platform for them to express their ideas and also their suggestions. One of the ways this
can be implemented to the organization is by introducing an annual idea exposition, where the
employees can project as well as display their ideas that need to be shared. This helps in creating a
healthy climate within all the employees and encourages participation and development.
 Develop potential:
Most individuals in the organization rate that education and training opportunities are more important
as it help them make more money. Employees will be prepared to leave their existing jobs for another
one with the benefits of career development as well as greater challenges. Such programmes help in
elf-assessments, develop resumes as well as provides various job seeking strategies that they can take
advantage of. [ CITATION Gre11 \l 1033 ]
Ways Netflix use to recruit their employees:
 Company culture:
The company culture scores at Netflix are significantly high. The employee freedom, flexibility, as well
as voice. Employees can make sound judgements on their own without being interfered since they
aren’t micromanaged. They exercise unlimited freedom therefore they do not have to demonstrate
their skills and strengths or even their worth in order to remain in the organization. Netflix only retains
the “outstanding” employees, according to their Culture Deck author Patty McCord. The employees
appreciate this company culture where they can work under their own pace as well as judgement in
order to keep on top of the workloads. The employees are so satisfied with the company that 71% of
the employees at Netflix have recommended the company to a friend.[ CITATION Lau19 \l 1033 ]
 Job variety:
Netflix has a wide variety tech of job positions that could suit anyone’s taste. In Netflix the tech jobs
are predominate in nature. Some of the openings in Netflix are:
1. Software Engineers
2. Data Scientists
3. Cloud and also platform engineers
4. User Interface (UI) engineers
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5. Content
platform engineers
6. Data engineers and also analysts
7. Database administrators
8. System administrators
9. Senior QA engineers
10. Database architects[ CITATION Lau19 \l 1033 ]
 Compensation with other benefits:
Netflix pays their employees higher salaries at the top of their personal market. Netflix paid
the second-highest median base salary according to the Glassdoor’s 2015 report on America’s
highest-paying organizations.
Netflix also offers a set of few strong benefit packages. These employee benefits include:
 Open working hours (at their office at California)

 Health, vision, and also dental insurance
 Smartphone discounts
 Free lunches [ CITATION Lau19 \l 1033 ]
Methods to retain existing dedicated employees:
 Onboarding as well as orientation-
Every new employee hired must be set up for success from the beginning. The onboarding process
should teach the new employees not only about their position and responsibilities but also about the
company’s culture as well as how they can contribute towards and also thrive in. This step should not
be ignored as it is a very important. The training and support that is provided since day one can set
the tone of the employees in the organization. [ CITATION Rob21 \l 1033 ]
 Mentorship programs-
Paring the new employees with a mentor of the organization is a great component towards adding to
their extended onboarding process, especially within a remote working environment. Mentors in the
organization can welcome the newcomers in the organization by offering guidance as well as being a
sounding board. New team members get to learn the ropes from the experienced employees as well as
gives them a fresh viewpoint towards their mentors. [ CITATION Rob21 \l 1033 ]
 Employee’s compensation-
It is important that the organization pay their employees a competitive compensation, therefore
resulting in the employees having to evaluate as well as adjust the salaries regularly. Even if the
organization cannot increase the payment presently, they must consider providing other forms of
compensation like bonuses. They must also consider improving the health care benefits as well as
retirement plans, which would help them in raising the employees job satisfaction. [ CITATION Rob21 \l
1033 ]
 Perks-
Perks can help make the workplace stand out in order to hire potential employees as well as re-engage
current staff, while also boosting employee’s morale. Flexible schedules as well as remote work options
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are some of the perks
that many professionals value the most. [ CITATION Rob21 \l 1033 ]
 Wellness offerings-
Keeping the employees of the organization fit – mentally, financially as well as physically, is better for
the health of the organization. The pandemic prompted many of the leading organizations towards
expanding as well as improving their wellness offering towards helping the employees feel more
supported and also prioritize their well-being. Programs such as stress management, retirement
planning services as well as reimbursement for fitness classes are some of the options the organization
could opt in order to improve the wellness of the employees. [ CITATION Rob21 \l 1033 ]
Ways Netflix use to retain their existing employees:
 “Free and Flexible” Offerings:
Netflix’s health care options fit all their “flexible and free mentality. Their offerings are solely meant to
let the employees style their own coverage in a way that suits their lifestyle as well as their families.
This involves two factors:
1. Wide range of providers:
They are provided with one medical plan that is offered through Kaiser and also three plans through
Collective Health + Anthem. Each of these plans features various levels of coverage for the other types
of care, in and out of the network. However, all the plans are solid choices; Netflix offers 100%
coverage of certain preventive care matters at in-network providers.
2. Yearly allowance:
Netflix offers their employees a yearly allowance of up to $15,000 towards covering their health care,
including the medical, vision, as well as dental plan premiums. If the employees don’t use the full
given allowance, then they can get over $5,000 cash back. [ CITATION Bay20 \l 1033 ]
 Additional Medical Benefits:
Netflix also offers comprehensive vision as well as dental plans that are available for the employees.
Based on the employees’ reviews and feedbacks, most of the employees are satisfied with the range of
coverages provided by Netflix. Since these packages cover most of the basic medical expenses, the
other benefits come in handy as well.
1. Dental-
With the help of Collective Health + Delta Dental Plan, the employees can get full coverage for most of
the preventable as well as diagnostic care, including exams and x-rays. The coverage plan also pays
for a generous percentage of other services, including orthodontics, crown, and also implants.
2. Vision-
With the Collective Health + Vision Service Plan (VSP), the employees are able to get coverage for a
yearly eye exam as well as some prescription lens if required.
3. Accounts-
They also offer a Health Saving Accounts (HAS) or even Flexible Spending Accounts (FSA)
[ CITATION Bay20 \l 1033 ]
16
 Retirement Planning
and Generous Stock Options:
Netflix’s retirement as well as future financial benefits also provide the employees of the organization
with a wide variety of options.
1. 401K Plan-
The plan states that its relatively standard as well as is administrated with the help of Fidelity
Investment. Netflix matched all their employees’ contributions towards a retirement saving plan up
to 4%. This is almost similar to the competitors such as Microsoft who also matched up to 4% as
well as Facebook who is on the higher side, matching up to 7%. [ CITATION Bay20 \l 1033 ]
2. Stock Options-
Netflix also possess a fairly generous as well as unique employee stock purchase plan (ESPP). This
option is significant as it gives a few of the employee’s stocks on top of their fixed salary, while
allowing employees towards making decisions about the way they allocate the rest of their paycheck
efficiently. [ CITATION Bay20 \l 1033 ]
 “Unlimited” Paid Time Off:
Netflix believes in freedom which is why they don’t have a prescribed 9-5 workday. This belief is also
responsible for their non-traditional paid time off. Netflix’s stated policy is simply “take vacations.”
Which later on becomes an “unlimited” paid time off. The days off taken by the employees are not
recorded and also are only discusses between the employees and their manger. The employees at
Netflix does not misuse this opportunity rather claims this beneficial which encourages them to use this
spare time wisely. [ CITATION Bay20 \l 1033 ]
 Assistance in forming a family:
In line with the company’s other time off policies, they also provide a parental leave policy which is
provided either to take care of themselves or their babies. The salaried employees have “unlimited”
parental leave. The new parents are encouraged towards taking four to eight months off, although
these employees can take up to a year off. The hourly employees get about 24 weeks of paid time off.
With the help of this “unlimited” policy, new mothers as well as fathers are free to take as much time
as they require and also ease back in when they’re ready. The employees usually negotiate with their
managers in order to determine the amount of time they will take off. When the time is just right, the
employees can return to the organization to continue with their part-time or full-time jobs. Once they
are back from their paid time off, they can leave again later if required. Once again, the key that’s
important here is flexibility as well as support. [ CITATION Bay20 \l 1033 ]
Motivation:
Motivation is termed as the process that helps initiate, guide, as well as maintain goal-oriented
behaviours. Motivation generally involves the elements such as biological, emotional, social as well as
cognitive forces that helps active behaviour. In simpler terms, “motivation” is generally used to
describe why an individual would do something. It is termed as the driving force that encourages
human actions.
 Types of motivation:
17
1. Extrinsic
motivations-
Extrinsic motivations are those that usually arise with the help of an external force which is not under
the control of an individual and these often involves rewards such as trophies, social recognition,
money or even a praise.
2. Intrinsic motivation-
Intrinsic motivation generally arises from within an individual, for example completing a complicated
crossword puzzle purely in order to gain personal gratification of solving a complex problem. [ CITATION
Ken201 \l 1033 ]
Types of motivation theories:
 Content Theories:
The content theory is termed as a subset of motivational theories that try to define what are the
factors that motive other individuals. These theories of motivation often state a system of needs that
will help in motivating people’s actions. The content motivational theories try to attempt towards
explaining how and also why motivations would affect behaviours, these theories of motivation attempt
towards defining what those motives or even needs are. Content theories include the theories of
Abraham Maslow, David McClelland as well as other psychologists. [ CITATION Joh03 \l 1033 ]
1. Maslow’s Hierarchy of Needs-
Maslow’s Hierarchy of needs is known as a

theory of motivation which introduces five
categories of human needs dictate a person’s
behaviour. Those need are termed
physiological, safety, love, belonging, esteem,
as well as self-actualization needs. Maslow
presents his hierarchy of needs in a pyramid
shape, with all the basic needs the at bottom
and the more higher-level of intangible needs
at the top of the pyramid. [ CITATION Mas20 \l
1033 ]
 Physiological needs:
Physiological needs are one of the first needs

that is at the lowest level in the pyramid.
These are the most basic human survival needs that include elements such as food and water,
adequate rest, clothing as well as shelter, overall health, and reproduction. Maslow states that these
basic physiological needs must be addressed seriously before humans move on to the next level of
fulfilment.[ CITATION Mas20 \l 1033 ]
 Safety needs:
The next need that comes to light is the safety and security needs. These safety need include
protection from all sorts of violence as well as theft, emotional and mental stability and well-being,
health security, and financial security as well. [ CITATION Mas20 \l 1033 ]
18
 Love and
belonging needs:
The social needs on the third level of Maslow’s hierarchy relate towards human interaction as well as
are the last of the lower needs in the pyramid. Among these needs lie the need such as friendships as
well as family bonds – with both the biological family (parents, siblings, children) and also chosen
family (spouses and partners). Physical as well as emotional intimacy ranging from sexual relationships
all the way to intimate emotional bonds which are important in order to achieve a feeling of elevated
kinship. Additionally possessing a membership in social groups contributes towards meeting this need,
from belonging to a certain team of co-workers in order to forge an identity within a union, club, or
even group of hobbyists. [ CITATION Mas20 \l 1033 ]
 Esteem needs:
The higher needs, these begin with the esteem, and are ego-driven needs. The primary elements of
these are self-respect and self-esteem. Maslow specifically states that self-esteem can be categorised
into two types: esteem which is based on respect as well as acknowledgement from others, and also
esteem which is based on your own self-assessment. Self-confidence as well as independence stem
from this latter type of self-esteem. [ CITATION Mas20 \l 1033 ]
 Self-actualization needs:
Self-actualization states the fulfilment of one’s total potential as a person. At times it called self-
fulfilment needs, self-actualization needs occupy the highest spot on the Maslow’s pyramid. Self-
actualization needs mainly include education, skill development – the refining of one’s talents in the
areas such as music, athletics, design, gardening, as well as cooking – caring for other human beings,
as well as broader goals such as learning a new language, traveling to new destinations, and also
winning awards. [ CITATION Mas20 \l 1033 ]
2. Herzberg’s Two-Factor Theory of Motivation:
In the year 1959, Frederick Herzberg, a behavioural scientist introduced a two-factor theory or also
known as the motivator-hygiene theory. According to Herzberg, there are a few job factors that will
result in satisfaction while there are also other job factors that help prevent dissatisfaction. According
to Herzberg, the opposite of “Satisfaction” is “No satisfaction” as well as the opposite of
“Dissatisfaction” is “No dissatisfaction”. [ CITATION Pra151 \l 1033 ]
 HYGIENE FACTORS:
These are factors that are those job factors which are vital for the existence of motivation at
workplaces. These do not lead towards positive satisfaction for long-term. But if these factors are
absent or if these factors don’t exist at workplaces, then they lead to dissatisfaction. In simpler terms,
hygiene factors are those factors which when reasonable in a certain job, pacify the employees as well
as do not make them dissatisfied. These factors are extrinsic in nature. Hygiene factors are also
termed as dissatisfiers or even maintenance factors as they are highly required in order to avoid any
dissatisfaction. Hygiene factors symbolized the physiological need which the employees wanted as well
as expected towards being fulfilled. These hygiene factors include: [ CITATION
Pra151 \l 1033 ]
 Pay - The pay or also the salary structure should be appropriate as well as reasonable. It must be equal and
also competitive towards those in the same industry and in the same domain.
19
 Company Policies &
Administrative Policies - The company policies should not be too strict or rigid in nature. The company
should be fair as well as clear. It should include flexible working hours, dress code, vacations, breaks, etc.
 Fringe Benefits - The employees of the company should be offered health care plans, benefits for the family
members, employee help programmes, etc.
 Physical Working Conditions - The working condition must be safe, hygienic, and clean as well. The work
equipment’s should be updated as well as well-maintained.
 Status - The employee’s status that exists within the organization should be familiar as well as retained well.
 Interpersonal Relations - The relationship of the employees in the organization with their peers, supervisors
as well as subordinates should be appropriate and also acceptable. There must not be any form of conflict or
humiliation element present within the organization.
 Job Security - The organization must provide its employees with job security in order to keep them safe as
well as satisfied.[ CITATION Pra151 \l 1033 ]
 MOTIVATIONAL FACTORS:
Herzberg states that, the hygiene factors cannot be regarded as motivators. The motivational factors
yield positive satisfaction to the employees. These factors are inherent towards work. These factors
generally motivate the employees for a superior performance. These factors are known as satisfiers.
They are involved in performing the task efficiently. Employees typically find that these factors are
intrinsically rewarding in nature. These symbolize the psychological needs that were perceived as an
additional benefit. [ CITATION Pra151 \l 1033 ]
Motivational factors include:
 Recognition – The employees of the organization must be praised as well as recognized for their
accomplishments towards the organization by their managers.
 Sense of achievement – The employees should have a sense of achievement. This depends on
the type of job that they are working in. There must be a fruit of some kind in the certain job in
order to motivate the employees.
 Growth & promotional opportunities – There must be growth as well as advancement
opportunities within an organization in order to motivate its employees so that they can perform
exceptionally well in the tasks that they are assigned to.
 Responsibility – The employees must possess themselves responsible for the work. The
managers should give them ownership of the work. They must minimize control and focus on
retaining accountability.
 Meaningfulness of the work – The work itself should be meaningful, interesting as well as
challenging in order for the employees to perform as well as to get motivated. [ CITATION
Pra151 \l 1033 ]
3. McClelland’s Theory of Needs:
During the early 1940s, Abraham Maslow created the theory of needs. This identification of the basic
needs that the human beings have, for their importance: physiological needs, safety needs, as well as
the needs for belonging, self-esteem and “self-actualization”.
20
David McClelland created his work over this in his book 1961 book, “The Achieving Society.” He
mentioned three motivators that he believed that all humans have: a need for achievement, a need for
affiliation, as well as a need for power and strength. Humans will have different characteristics that
depend on their dominant motivator. [ CITATION Min21 \l 1033 ]
According to McClelland, all these motivators are learned, which is why the theory is at times called the
learned need theory.
David McClelland says that, regardless of the culture, gender, or even the age of the individuals, we all
have three motivating drivers, and one of these will be our most dominant motivating driver. [ CITATION
Min21 \l 1033 ]
These characteristics are as mentioned below:
 Achievement:
Individuals are motivated by achievements such as projects that keep them challenge. They thrive on
overcoming tough problems as well situations, so that they can make sure they keep themselves
engaged this way. Individuals that are motivated by achievements often work very effectively when
they are either alone or even with other high achievers.
 One has a strong need towards setting as well as accomplishing challenging goals.
 Takes calculated risks in order to achieve their set goals.
 They prefer to receive regular feedback on their progress as well as achievements.
 Often prefer to work by themselves. [ CITATION Min21 \l 1033 ]
 Affiliation:
Individuals who are motivated by affiliation work best with they are in a group environment, so that
they try to integrate them with a team whenever it is possible. They also don’t prefer uncertainty as
well as risks that may occur. Therefore, while assigning tasks or even projects, the risky ones must be
kept for the others who are comfortable in working with them.
 The need to belong within the group.

 The need to be liked, and also will often go along with whatever the rest of the group wants to
do.
 Favours collaboration over any form of competition.
 Doesn’t prefer high risks or even uncertainty. [ CITATION Min21 \l 1033 ]
21
 Power:
The individuals with a high need for power typically work best when they’re in charge. Since they enjoy
competition, they work well in goal-oriented tasks as well as projects. They are also very effective in
negotiations or even in situations where another party must be convinced of an idea or certain goal.
 Wishes to gain control as well as influence other individuals.

 Enjoy wining arguments.
 Likes competition and winning them.
 Prefers status as well as recognition. [ CITATION Min21 \l 1033 ]
4. Alderfer’s ERG Theory:
Clayton Paul Alderfer is an American psychologist

who created his own theory based of the pre-
existing theory of Maslow’s hierarchy of needs.
Alderfer’s theory states that there are manly three
groups of core needs: existence (E), relatedness
(R), as well as growth (G) - therefore the acronym
ERG. These specific groups get along with
Maslow’s levels of physiological needs, self-
actualization needs, and social needs as well.
[ CITATION Lum212 \l 1033 ]
 Existence – These needs concern one’s basic materials required for living. These include what
Maslow categorized as physiological needs (example - air, food, shelter, and water) and also
safety-related needs (example - health, property, and secure employment).
 Relatedness – These needs have connection with the importance of maintaining interpersonal
relationships. These needs are based in the social interactions with other individuals as well as
connects with Maslow’s levels of love/belonging-related needs (example – intimacy, friendship,
and family).
 Growth – These needs describe our intrinsic desire for personal development. These needs
come together with the other portion of Maslow’s esteem needs (example - self-confidence,
self-esteem, and achievement) as well as self-actualization needs (example – morality,
problem-solving, creativity, and discovery).
Alderfer stated that when a certain category of these needs isn’t being met, individuals generally will
redouble their effort towards fulfil needs in a lower category. Example, if an individual’s self-esteem is
suffering, he or she would invest more effort the relatedness category for needs. [ CITATION Lum212 \l
1033 ]
 Process Theories:
Process theories is termed as system of ideas that help explain how an entity changes as well as
develops. The process theories are often contrasted with the variance theories, this is, system of ideas
that explain the variance in a dependent variable based on one or even more independent variables.
While the process theories focus more on how something happens, variance theories look into why
something happens.
Process theories mostly come in four common archetypes. Evolutionary process theories explain
change within a population with the help of variations, selection as well as retention. In a dialectic
22
process theory,”
stability as well as change are explained by reference in order to balance of power between opposing
entities. Within a teleological process theory, an agent “constructs an envisioned end state, takes
action in order to reach it as well as monitors the progress.” Within a lifecycle process theory, “the
trajectory towards the final end state is prefigured and also requires a particular historical sequence of
events. [ CITATION MSP95 \l 1033 ]
5. Skinner’s Reinforcement Theory:
Reinforcement theory of motivation was

introduced by BF Skinner as well as his
associates. It mentions that the individual’s
behaviour is a function of its consequences. It
is mainly based on “law of effect”, the
individual behaviour with positive
consequences which tends towards being
repeated, but the individual’s behaviour with
negative consequences tends not to be
repeated.
The reinforcement theory of motivation looks

over the internal condition of an individual,
such as their inner feelings as well as drives of
individuals are generally ignored by Skinner’s
theory. Under this theory they focus on what
happens to an individual when they take a
certain action. Therefore, according to Skinner’s theory, the external environment of the company mist
ne designed positively as well as effectively so that they can motivated the employees of the company.
This theory is a strong tool that helps in analysing controlling mechanism for individual’s behaviour.
[ CITATION Pra151 \l 1033 ]
Mentioned below are the following methods for controlling the behaviour of the employees:
 Positive Reinforcement: This implies giving a positive response to the individuals when they
show positive as well as the required behaviour. For example – Immediately praising an
employee in front of other employees for coming early for work. This will naturally increase
probability of outstanding behaviour occurring again. Reward is also a positive reinforce, but not
that necessarily. Only if an employee’s behaviour improves sustainably, reward can be a
positive reinforcer. It must be taken into consideration that the more spontaneous is the giving
of reward, the greater reinforcement value it has. [ CITATION Pra151 \l 1033 ]
 Negative Reinforcement: This implies rewarding an individual or employee by removing
negative or even undesirable consequences. Both the positive as well as negative reinforcement
could be used in order to increase desirable as well as the required behaviour. [ CITATION Pra151 \l
1033 ]
 Punishment: It implies to remove all the positive consequences in order to lower the
probability of repeating undesirable behaviour in the near future. In simpler terms, punishment
is termed to be an undesirable consequence that is applied since undesirable behaviour is
shown. For example – Suspending an employee from their duty for breaking the organizational
rules. The punishments can be equalized with the help of positive reinforcements from
alternative sources. [ CITATION Pra151 \l 1033 ]
 Extinction: It implies the absence of reinforcements. In simpler terms, extinction is known as
lowering the probability of undesired behaviour by removing reward for that kind of behaviour.
23
For example –
if an employee of an organization no longer receives praise or even admiration for their hard-
work, they may feel that their behaviour is not generating any fruitful consequence. Extinction
could result in lowered desirable behaviour which could be unintentional. [ CITATION Pra152 \l
1033 ]
6. Vroom’s expectance Theory:
Vroom’s expectancy theory believes that the behaviour results from conscious choices among
alternatives whose main purpose is to maximize pleasure as well as minimize pain. Vroom realized that
the employee’s performance is mainly based on individual factors such as their skills, experience,
knowledge, personality, as well as abilities. He mentioned that effort, motivation as well as motivation
are linked within an individual’s motivation. Vroom uses the variables Expectancy, Valence, and
Instrumentality towards the account for this.[ CITATION You21 \l 1033 ]
 Expectancy: is termed as the belief that the increased effort that will lead towards the increase
in performance.
This is mainly affected by things such as:
1. Possessing the right resources available (example – time, raw materials)
2. Having the correct skills according to the work.
3. Having the necessary support in order to get the task done effectively (example – supervisor
support)
 Instrumentality: is the belief that if one performs well that a valued outcome will be gained.
The degree to which a first level outcome which will lead towards the second level outcome. For
example – if an individual completes a job efficiently, there is something in it for them.
This is affected by things such as:
1. Clear understanding of the relationship between the outcomes as well as performance, example
– rules of the reward ‘game’
2. Trust in the individuals who will take the decisions on who gets what outcome.
3. Transparency of the process that helps decides who gets what outcome.
 Valence: is the importance that the individual places upon an expected outcome. In order for
valence to be positive, the individual must prefer attaining the outcome towards not attaining it.
For example – if an individual is mainly motivated by money, they might not value the offers of
additional time off.
The three elements are important behind choosing an element over another because they are
clearly defined: performance-outcome expectancy (P>O expectancy) as well as effort-
performance expectancy (E>P expectancy). [ CITATION
You21 \l 1033 ]
P>O expectancy: The assessment of the probability that the successful performance will lead towards
certain outcomes.
E>P expectancy: The assessment of the probability that the efforts will lead towards the required
performance level.
Crucially, the theory work with perceptions – so even if an employer believes that they have provided
everything appropriate to help with motivation, and even if this works with most of the individuals in
that organisation, it doesn’t mean that someone won’t perceive that it doesn’t work for them.
The theory of motivation is not only self-interest in rewards but about the associations individuals
make to expected outcome as well as the contribution they feel they can make towards those specific
24
outcomes. [ CITATION
You21 \l 1033 ]
7. Adam’s Equity Theory of Motivation:
Adam’s equity theory of motivation mentions that in order to be motivated, individuals need to
perceive that the rewards they receive for their contributions are fair, as well as these rewards are
similar towards those received by their peers. If individuals perceive that the rewards, they receive are
not fair, they will feels distressed as well as try to change things towards creating a sense of fairness.
J. Stacey Adam’s equity theory id termed as a process model of motivation. It states that the level of
reward one receives, compared to their own sense of
contribution, affects their motivation. The theory is
known to consider the concept of equality as well as
fairness, and also the importance of comparison to
other individuals. [ CITATION Wor213 \l 1033 ]
As its core, Adam’s theory mentions that individuals

want a fairer relationship between inputs as well as
outputs. What this brings light to is that the
individuals want the benefits (rewards) they receive
from work to seem fairer in relation to the inputs or
contribution that they provide. Similarly, they wish
that the rewards that other individuals receive for
their work to be similar to the rewards that they
themselves would receive for the same level of contribution.
In simpler terms, Adam’s equity theory mentions that the people want fair compensation for the inputs
across the working population of which they are members. When this is the case, people may remain
motivated. When it ceases towards being the case, people mat cease towards being motivated.
[ CITATION Wor213 \l 1033 ]
8. Locke’s Goal Setting Theory:
In the year 1960, Edwin Locke introduced the Goal-setting

theory of motivation. This theory mentions that goal
setting is linked towards task performance. It states that
specific as well as challenging goals also with the
appropriate feedback contributes towards higher as well
as better task performance.
In other works, goals generally indicate and also give

direction to an individual about what need to be
performed as well as how much efforts are required to be
put into it.
Goal setting theory has certain specific eventualities like:
1. Self-efficiency: Self-efficiency is termed as the

individual’s self-confidence as well as their faith
that they have potential for performing a certain
task. Higher the level of self-efficiency, the greater will be the efforts put in by the individual
25
when they are
faced with challenging tasks. While lower the level of self-efficiency, lesser the efforts they put
in or might even quit while meeting certain challenging tasks.
2. Goal commitment: Goal setting theory assumes that people are committed towards the goal
as well as will not leave the goal.
The goal commitment relies on the factors mentioned below:
I. Goals are mode broad and open, known as well as broadcasted.
II. Goals should typically be set by the individual themselves rather than designated.
III. People’s set goals should be more consistent with the organizational vision and goals.
[ CITATION Pra21 \l 1033 ]
Key factors that enhance employee performance and motivation:
Factors of motivation are a really important component of every business or even an organization.
Understanding how to motivate one’s employees ensures that the business functions effectively as well
as efficiently and also the projects and the deadlines are completed right on time as well as accurately.
Motivation factors analyses both the positives and negatives of staff experiences, and also to know how
proper motivation factors can be used for oneself or even one’s team in order to help increase overall
employee productivity as well as satisfaction.
 Leadership style:
Supervisors, managers as well as other leaders in an organization play a very important role in their
employees’ motivation. Appropriate leadership styles encourage towards developing objectives and
goals within their positions, work towards those goals and also help employees maintain that
motivation throughout their time at the organization. [ CITATION Ind212 \l 1033 ]
In order to be effective, leaders must choose the best leadership style for each of the types of the
employees, as not all the employees in the organization would respond well to all the leadership styles.
Some of the most common leadership styles are:
 Autocratic
 Democratic
 Coaching
 Authoritative
 Affiliative
 Laissez-faire
 Transformational
 Servant
Having a clear understanding of the above-mentioned styles and catering one’s team needs in order to
ensure effective motivation in the workplace. Managers can also receive feedback about the type of
leadership style that best motivates the employees which would help the managers be better leaders
and keep employees motivated. [ CITATION Ind212 \l 1033 ]
 Recognition and appreciation:
Appreciation as well as recognition are two of the most important components of motivation in an
organization. Offering recognition as well as praise not only makes the employees of the organization
feel accomplished but also appreciated, but it also helps reinforces good performance and also
encourages employees towards continuously repeating the actions that led towards performance. The
more the employee’s behaviour is positively recognized, the more likely they are towards repeating
26
these behaviours and
also remaining motivated within the workplace. [ CITATION Ind212 \l 1033 ]
 Purpose and meaning:
Employees who gain an understanding of meaning as well as purpose in their work often have greater
levels of motivation than those who don’t. Employees who want to know that what they do within the
organization is actually contributing towards the organization’s success and also that their duties and
their accomplishments support the company’s overall growth.
Its helpful towards ensuring that one can understand how the role plays an integral part within the
company’s processes as well as success and that the work has meaning beyond simply completing
tasks right on time in order to earn a paycheck.[ CITATION Ind212 \l 1033 ]
 Positive company culture:
Company culture could greatly impact the employee’s motivation within the workplace. Many of the
employees feel more valued as well as enjoy their work more when there is a strong company culture
that helps support the employees and also help bring them together on a regular basis.
Areas that must be focused on while increasing the positivity of the company or even team culture
includes the wellbeing of employees, inclusion as well as equality among employees and also the
compassion towards employees. One can also contribute positively as an employee and get more
involved within the company’s culture towards keeping themselves motivated. [ CITATION Ind212 \l 1033 ]
 Professional development opportunities:
Employees would often feel more motivated at work when they receive ample of opportunities for
growth and also professional development. Providing the employees with opportunities in order to
increase their skills as well as become more efficient within their positions gives a sense of
accomplishment and also pride that acts as a strong motivator for the employees. Furthermore,
offering the employees the chance towards honing their skill can ultimately impact the organizations
overall success, which results in a win-win situation. [ CITATION Ind212 \l 1033 ]
Methods of used by Netflix to motivate their employees:
 Challenge everything:
McCord has created conditions for individuals in order to exercise their strength by getting rid of
burdensome as well as irrelevant policies, procedures, and also approvals. For example – McCord got
rid of the Netflix’s vacation policy, made compensation more transparent, as well as completely revised
how the feedback was exercised within the organization.
McCord states that, “most of what we did was in the spirit of innovation as well as experimentation.
Netflix evolved a new way of working through incremental adaptation: trying new things, making
mistakes, starting over, and also seeing good results. Most of the innovation around the culture within
Netflix wasn’t towards doing anything radical as well as new but to stop doing stuff that doesn’t matter
anymore.” [ CITATION Rya18 \l 1033 ]
 Being a great company to be from:
Looking at Netflix as a great company to be from changed the point of view of McCord. McCord viewed
her job as ensuring the individuals left Netflix with something they didn’t have before, such as
27
experience, fulfilling
work, or even meaningful contributions.
McCord states that, “Be realistic as an employee. When you wake up in the morning as well as you
contemplate towards going to work, the next thought before you starting to blame your employer for
not realizing how amazing you are, you might want to understand that you are finished with the
amazing work or even the amazing thing you love to do is no more important to the organization or
even the consumer.”
McCord further mastered the art of positive good-byes so that she could maintain high-performing
talent density. [ CITATION Rya18 \l 1033 ]
 Constantly recruiting:
McCord was empowered towards encouraging employees to moving on from Netflix as she infused an
“always be recruiting” mindset into the company culture. McCord realized the need towards being
highly proactive about creating a pipeline of top talent.
At Netflix, building a great team was perceived as everyone’s job. Interviews trumped any meeting
that a hiring manager was scheduled for.
McCord mentions that “Our goal was for every individual who came into Netflix for an interview
towards walking away wanting the job, even if we hate them.” To establish that, Netflix made the
entire recruiting proves really impressive all the way through. Netflix extended a stunning candidate
experience that would be effective, efficient, on time. As well as treated the candidate with proper
dignity. [ CITATION Rya18 \l 1033 ]
Advantages and disadvantages of Netflix’s methods of motivation:
 Values are genuinely valued:
Netflix don’t just have statements that are esoteric as well as only look good on paper. Instead,
Netflix’s values are skills and also behaviours that they look for in individuals while making promotion
as well as hiring decisions. For example – they seek individuals who have a good judgement,
communication skills, as well as those who are innovative. All of their values are tied towards certain
behaviours so that they know what to look for. These are not ideas, but rather expectations.
Advantages: This shows that they genuinely care and value the skills and behaviours of the employees.
Disadvantages: The employees how are not really skilled may not be valued as much as the higher
performing employees.[ CITATION Ali16 \l 1033 ]
 Only tolerate high performers:
Netflix encourages their managers to use a test called the “Keeper Test.” The Keeper Test enables the
managers to ask themselves, “If an individual on my team told me he was leaving for a similar job at a
28
competitive peer
company, would I fight with all my might to keep him here?” If the managers answer is no, then they
should be given a nice severance package. They conducted their research, they found out that the nest
are 2 times more effective than average in procedural work, as well as 10 times more effective than
average in creative work. Therefore, they give importance to the high performers as well as they do
not tolerate anything less.
Advantages: This show that Netflix gives importance to their high performing employees and makes
sure they stay in the organization.
Disadvantages: Since they give prime importance to the high performing employees and makes sure
they don’t leave the company; they might not give as much importance to the lower performing
employees as well as may not try to keep them in the organization. [ CITATION Ali16 \l 1033 ]
 Employee freedom and responsibility:
Netflix realized that if they merely asked employees towards relying on logic as well as common sense
instead of strict rules, then the majority of the time they get better results at a relatively lower cost.
Rules can be helpful for the few percent that causes problems, but they also try to avoid this by
recruiting great employees as well as eliminating the bad ones once identified in the organization.
For example – Netflix eliminated their formal vacation policy. Rather, they allow salaried employees to
take off time as whenever they need on.
When Netflix eliminated a formal expense as well as travel policy and instead informed their employees
to act in Netflix’s best interests. They realized that most of the employees were more frugal which in
result, helped the company save more money.
Advantages: This ensures that the employees they have their freedom as they would like it and also
mould them towards being more responsible in the organization.
Disadvantages: Since Netflix gives more importance to logic and common sense over strict rules, they
only try to recruit efficient and great employees and eliminate the poor performing employees
according to their standards, which results in the poor performing employees to losing their jobs.
[ CITATION Ali16 \l 1033 ]
 Create context over control:
The managers at Netflix are encourages towards setting strategies, defining metrics, properly defining
roles, as well as being transparent with decision-making rather than making unilateral decisions and
also focusing more on planning and less on results. Better outcomes could be gained if the context is
set rather than when control is elicited.
Advantages: This results in the employees feeling less restricted and more comfortable with the
organization restrict the control over them.
Disadvantages: At time in an organization when control is eliminated and unilateral decisions are
made, it puts the employees at ease. Not all the employees will perform best under those situations
sometimes the employees need a push or someone to constantly be watching over them in order to
always keep their guard up and perform at their best. Eliminating rules could result in the fall in
performance of the employees.[ CITATION Ali16 \l 1033 ]
 Highly aligned, loosely coupled:
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Netflix’s follows this
general mentality to have transparent and clear strategies as well as goals across the entire company
and also within all the teams. While following these, they also give greater trust towards their teams as
well as departments so that they can eliminate cross-department meetings as well as
micromanagement. Netflix’s ultimate goal is to have a big, fast, and flexible organization.
Advantages: This minimises conflicts between the employees and also gives the employees a feeling of
belongingness since the organization places their trust on them, which in return will lead them towards
performing better.
Disadvantages: Having a more transparent and clear strategies across the entire company with all the
departments working together, which would result in lesser competition between them. Having
separate working departments would result in more competition between them, which would result in
the departments trying to do their best and surpassing the other departs, which in return contributes
as performance. [ CITATION Ali16 \l 1033 ]
Method of rewarding employees:
Noticing the employees’ accomplishments as well as rewarding them for their efforts they put in is
incredibly important as well as play a key role in maintaining a favourable retention rate. In fact,
research has shown that “The main reason why most of the Americans drop their jobs is that they
don’t feel appreciated or noticed.” But with the help of strategically utilizing some effective ways
towards rewarding employees, one should be able to gain their loyalty, while simultaneously boosting
the workplace morale. [ CITATION RMI \l 1033 ]
 Offering attractive employee Benefits:
Aside from the above average payment, a strong benefit package is one of the quickest methods to the
employees’ hearts as well as is a great way to reward them for the time as well as energy they put into
the organization. By offering the employees with a variety of benefits such as healthcare, investment
planning, retirement and so on, would help in keeping more of the top talents around in the
organization for longer. Entrepreneur reports help organizations know what they’re competitors are
offering which could either show that the organization is going on the right track or that they need to
spike their employee benefits packages. [ CITATION RMI \l 1033 ]
 Acknowledge Excellent Performance:
Humans have an innate need to ne appreciated well. Realizing and also fulfilling this desire is
paramount if longer-lasting relationships are expected to be cultivated as well as get the employees
towards viewing their jobs as being more than merely a way to their pay-check.
Fortunately, its relatively easy to show appreciation to the employees by simply acknowledging above
average performance – and it’s also considerably cost-effective. Mentioned below are few examples:
 Consistently praising the top and high performers as well as the employees who have made
improvements.
 Complement them with sincere word of thanks.
 Post thank you notes
 Post out company-wide emails that hights all the accomplishments of the employees. [ CITATION
RMI \l 1033 ]
30
 Hand Out Gift
Certificates:
Another simple as well as fairly affordable method to express gratitude to the employees is to provide
the top employees with gift cards. Amazon or even Walmart are two of the best places for gift cards
simply because of the wide range of variety of products to select from. Some other ideas could include
a gift certificate for gas or even coffee at Starbucks. [ CITATION RMI \l 1033 ]
 Set Up a “Brag Board”:
A brag board is known as a bulletin, or a white board centrally located within the workplace with the
main aim of highlighting the accomplishments of the employees. Whenever an employee exceeds
expectations as well as goes the extra mile, they hard work is acknowledged properly. This not only
directly reward the employees for their hard work, but it can also have a noticeable impact on the
morale of the workplace. [ CITATION RMI \l 1033 ]
 Give a Token of Appreciation:
With sufficient budget, gifts can always be purchased. These will generally be reserved for the elite few
who have really worked hard and have stood out as well as have gone the extra mile in termed of the
status quo.
Mentioned below are few examples:
 Tickets to concerts, movies, or even sporting events.

 Pay day off.
 A free trip to the employee’s favourite restaurant.
 Weekend getaway. [CITATION RMI \l 1033 ]
Methods used by Netflix to reward their employees:
Netflix generally offers high salaries. “We pay our employees at the top of their personal market,” its
official website claims. It paid the second-highest median base salary according to Glassdoor’s 2015
report on America’s highest paying companies.
Netflix typically offers strong benefits package. They use offer various benefits to reward their
employees:
 Free Lunches
 Unlimited vacation days, with specified reason
 Up to 12 months maternity as well as paternity leave
 Employee stock purchase plans
 Mobile phone discounts.
 Open working hours [ CITATION Lau191 \l 1033 ]
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LO3 Apply contemporary knowledge and research to support emerging HR
developments.
Emerging Human Resource trends:
 Use of Artificial Intelligence:
Artificial Intelligence (AI) is known as a technology that lets computers to learn from as well as make
or even recommend actions based on the previous collected data. In the language of human resource
management, AI could be applied in many different methods towards streamlining processes and also
improving efficiency.
1. Recruitment and Onboarding:

During the recruitment process, Artificial Intelligence can be used towards benefiting not only
the hiring organization but its application. For example – Artificial Intelligence can help
streamline applications processes by designing more user-friendly form that a job applicant
32
which is likely
to be complete, by effectively reducing the number of left out applications.
Artificial Intelligence has played a very important role in candidate rediscovery. By consistently
maintaining a database of past applications, AI also helps in analysing the existing pool of
applications as well as identifying those that would be a good fit for the new roles as they open
up. Rather than expending the time and also the resources searching for new and fresh talent,
human resource professionals could use this technology towards identifying qualifies employees
more quickly and also easily than ever before.
2. Internal Mobility and Employee Retention:

To add on top of the improvements towards the recruitment process, human resource
professionals can also utilize artificial intelligence in order to boost internal mobility as well as
employee retention.
With the help of personalized feedback surveys as well as employee recognition systems, HR
departments can gauge employee’s engagement as well as job satisfaction more accurately
today than before. This is completely beneficial considering how significant towards having this
information.
This very technology is not only limited towards identifying opportunities in order to promote
from within, however; it could also help predict who on a team is most likely to quit. Having this
information soon helps HR professionals towards deploying retention efforts before its too late,
which can strategically reduce the employee attrition.
3. Automation of Administrative Tasks:

One of the main benefits of leveraging artificial intelligence in various human resources
processes is actually similar in other disciplines as well as industries; Automating low value,
easily repeatable administrative tasks give human resources professionals more time towards
contributing to the strategic planning at the organization level. This in return helps the human
resources department towards becoming a strategic business partner with their organizations.
Smart technologies could help automate processes like the administration of benefits,
scheduling interviews, pre-screening candidates, and even more.
Implementing Artificial Intelligence in order to automate administrative tasks can ease this
burden. [ CITATION Sco20 \l 1033 ]
 Remote Employees:
Remote work is a new working style that lets professionals to work outside of a traditional office
environment. It is based on the concept that work does not need to be performed in a certain place
towards being executed successfully. Remote work is a way where: instead of commuting to an office
every day to work from a designated desk, the remote employees can execute their projects as well as
surpass their goals wherever they please. Individuals have the flexibility towards designing their days
so that their professional and also personal lives could be experienced to their fullest potential and
coexist peacefully. [ CITATION Rem21 \l 1033 ]
There are various ways by which people can work remotely. That is the speciality of remote work –
people can choose towards working in a way that makes the most sense for their lives. For example –
individuals have the opportunity to working remotely for the majority of the working week, but also
have to commute to in-person employees work from their home offices or even nearby café’s and also
can work from their company’s office when its needed. Some rely on coworking spaces to be the spots
where they can come together and get the job done. Coworking spaces act as productivity,
33
community, and
technology hubs which offers great network connectivity as well as opportunities towards meeting
other who work within a multitude of industries. [ CITATION Rem21 \l 1033 ]
Benefits of remote work:
Higher productivity: One of the most touted arguments for remote work is the increased productivity
that comes along with-it flexibility. The remote employees are more likely towards putting in extra in
their jobs, going above as well as beyond in order to get their work done in comparison to within the
office employees. [ CITATION Rem21 \l 1033 ]
Cost savings: The remote employees are also great for a company’s bottom line. If a team in the
organization is fully distributed, organizations can see decreased overhead from the money saved on
costs like the rent as well as office furniture. In order to put that learning into perspective, Flex jobs
mentioned that employers can save over $22,000 per remote worker per year, even if their entire
organizational team is not remote. [ CITATION Rem21 \l 1033 ]
Engaged employees: Beyond the profit margins as well as higher-quality, more efficient work,
employers offer remote working opportunities towards keeping their employees satisfied and engaged.
Remote work is not just considered as a flash in the pan for employees’ engagement – over 75% of the
employees surveyed in a study done by Softchoice that they would quit their jobs for the ones that
offered remote working opportunities. That is something that will help the employers whoa reinterested
in talent retention in order to listen in a little closer. [ CITATION Rem21 \l 1033 ]
 Virtual Team Building:
Virtual team building is currently the ongoing process of brining remote teams together. Till help the
organizational team achieve deeper bonds by creating a collaborative environment that’s similar like an
in-office setting.
The physical distance of remote working can turn into emotional distance really quickly, leads towards
isolation. When the employees feel isolated, they might not be comfortable with working alongside
their fellow team members. Which is why importance to create a comfortable team environment that
the remote workers can rely on.
Virtual team building efforts consist of various carefully designed strategies, games as well as activities
that are meant towards bring more human interaction towards working virtually. It’ll helps the team
connect with the other employees – making them feel like they’re actually part of a community.
Therefore, resulting in a happier team which obviously leads towards a higher employee retention.
[ CITATION Pet21 \l 1033 ]
 Automation of tasks:
Human Resources Automation typically uses software towards digitizing as well as automating
repetitive and also time-consuming tasks, including employee onboarding administration, payroll,
timekeeping, as well as benefits administration. This frees up HR employees towards focus on more
strategic tasks that are really valuable to the organization. This improves the efficiency and also
security while reducing the potential for human error.
Human Resources Automation has emerged because of the time as well as the amount of the physical
paperwork involved in every-day HR processes. If the HR professionals in the team spend more time
on admin other than utilizing their valuable skills within other areas of the business, and when its time
to find a new way of working.
34
However, by switching
from a manual approach towards HR automation requires a certain level of skill as well as training is
use of technology in order to be effective. The benefits of HR automation for all the employees far
outweigh the time, money, and energy invested in getting there. [ CITATION Sha211 \l 1033 ]
 Generational Shifts:
The workplace is constantly undergoing massive transformations due to the adaptation of digital
technologies as well as a widespread of connectivity. At the same time, there also consists of a
generational shift. Millennials, the ones born after 1990, are generally more familiar with newer
technologies, but they also have motivational differences.
One to the more recent fundamental changes in recent times is the emergence of Millennials or even
Generation Y into the workplace. This generation is perhaps more comfortable with he Snapchat that
fax, will never have experienced work during the pre-internet era, who would prefer to use social
media over conference calls. They have high expectations such as – collaboration, having fun, sharing
as well as being a part of a community – compared to older generations workers who have different
set of motivations. Work-life expectations have also changed as well as the notion of a defined career
path is less defined – millennials are keener towards creating their own start-ups. [ CITATION Ste17 \l
1033 ]
 Open Workforce:
The workforce evolves into a mixture of full-time employees, freelancers, contractors as well as
increasingly, individuals with no formal ties towards the enterprise at all. You have to work with
individuals who move more freely from role to role across the company and also across geographical
boundaries. Globalisation is a key towards driving force behind the organizations increasing their
reliance on an external workforce. Businesses are increasingly being done across borders, and also
with the rivals growing within the new markets, many of the organizations need to be put towards
greater focus on an international growth to be completed as well as thrived. [ CITATION Ass14 \l 1033 ]
 Upskilling:
Recent survey shows that the demand for upskilling grew by over 38 percent within the past year.
That’s a huge number, as well as it goes to show the current demand for upskilling. We are currently in
an age of technological boom, where the demand for trained professionals far outstrips the supply.
The organizations could hire experts, but that is a very expensive process. A more viable option is
towards retaining the existing workers. Upskilling the employees can give a boost in order to their
morale, which in return helps the employees retention. It also assists in saving the cost of onboarding
as well as hiring. Upskilling is currently a new trend in HR that has great potential. [ CITATION Waq21 \l
1033 ]
Emerging HR challenges:
 Managing Workforce Diversity:
One of the important challenges of human resource managers face involves workforce diversity, i.e.,
increasing heterogeneity of organizations with inclusion of various employees from different groups like
women, retired defence personnel, physically disabled people, backward classes, ethnic groups, etc.
35
Workforce diversity
has a significant implication for the management. The managers are required to shift their approach
from treating each group of workers alike in order to recognize differences among them as well as
following such polices so as to encourage creativity, improve the productivity, reduce the labour
turnover as well as avoid any sort of discrimination that could occur.[ CITATION DNa21 \l 1033 ]
 Meeting Aspirations of Employees:
Recently there has been a rise in the proportion of the employees in the industries who belong towards
the younger generations whose aspirations are different from the previous generations. The present
generations workers are more career oriented as well as are clear about the lifestyle they want to lead.
Considerable changes have been noticed within the career orientation of the employees.
They are being more and more aware of their higher level of needs as well as this awareness would
intensify further among the future employees in the organization. The managers would be required
towards evolving appropriate techniques in order to satisfy the higher levels of needs and also
develops suitable plans for their career advancement. [ CITATION DNa21 \l 1033 ]
 Empowerment of Employees:
There has been a change in the profile of workforce in the industrial as well as other organizations. The
organization in the future will get better qualified as well as career oriented younger employees. The
proportions of the professional as well as technical employees will also increase compared to the
employees in the blue collar.
Empowerment involves giving the employees more information as well as control over how they
perform their tasks. Various methods of empowerment range from participation in decision-making in
order to use of self-manage teams. In the near future, the organizations will follow team structures
that will pave the way for empowerment for the lower levels. Empowerment is also necessary to speed
up the process of decision-making, making use of the environmental opportunities as well as towards
serving the customers and also the society better. [ CITATION DNa21 \l 1033 ]
 Dynamic Personnel Policies and Programs:
The HR manager of the future will not only check into the personnel functions but will also be involved
in human resource policies as well as programs for the entire organisation. Human resource
management is not merely going to be an exclusive job of the human resource manager, but every
executive within the organisation would be made responsible in order for effective management of
individuals in their unit.
Therefore, the management of human resource will receive greater attention of all the managers from
the top towards the bottom. The HR manger would play a very important role in the formulation of
personnel policies, plans and strategies, programs of the organisation. Every human resource program
will have to be strategically planned as well as directed by the HR manager in consultation with the line
and functional managers. [ CITATION DNa21 \l 1033 ]
Interpretation of the survey that was conducted:
The survey questionnaire was conducted on the emerging HR trends and challenges. Mentioned below
are the graphs as well as the interpretation of them in order to present the answers given by the
employees of Netflix.
36
The first question in the questionnaire was about the gender to the employees who responded to the
questionnaire. It is displayed that about 56% of the respondents are males, 32% are females and
about 12% of the respondents prefer not to reveal their gender. This shows how open-minded Netflix
is when it comes to recruiting their employees.
37
The second question that was asked was related to the age of the respondents. Shown above is the
chart stating the three age groups of the employees in Netflix. The majority of the employees at Netflix
are between the ages of 18-25 (56%), about 32% of the employees are within the ages of 25-35 and
the rest of the employees are of the ages between 35-45 (12%). From this figure its evident that
majority of the employees at Netflix are young to middle aged individuals, about a quarter of the
employees are middle aged employees and the rest of the employees are senior employees. This
shows that Netflix keeps more of the younger generation as their employees as they are constantly
recurring, and their employee benefits attract more of the younger generations.
The graph shows that majority of the respondents are aware that Netflix uses Artificial Intelligence in
HR management. It can be stated that the respondents who have selected “no” as an answer, might
not have certain amount of knowledge about all the uses of Artificial Intelligence in HR management.
While there is still a large percentage of the employees who have selected “yes” as an answer which
shows that they are aware of the use of Artificial Intelligence within HR management.
38
The follow graph shows that about 53% of the respondents are aware that AI helps in speeding up the
hiring process in HR management, while about 12% of the respondents believe that AI doesn’t help in
the hiring process and about 36% of the respondents are not sure if AI supports in hiring process. This
shows that the employees who chose “no” and “maybe” are not closely in contact with HR
management.
Under this question, several options were given to the employees to choose from. The question asks
the employees of Netflix, how they use Artificial Intelligence in HR management. These were the
options given to the respondents to select from:
1. AI-driven data persuade top talent

2. Use of AI and consumer data to create successful user experience
3. Use of machine learning to help poach best potential employees
39
4. Use of
proprietary data to close deal on content partnership and creative initiatives
5. Use of Artificial Intelligence to market shows and predict their success
6. Netflix does not use Artificial Intelligence
7. Other
As per the graph it shows that majority of the employees at Netflix are aware of how Artificial
Intelligence is used in Netflix. While the other employees might no be in close contact with the HR
management resulting in the not being aware of the use of Artificial Intelligence.
The above graph shows that about 65% the respondents believe that Netflix gives importance to
remote working. 24%-12% of the respondents either are not sure if they support remote working or
have not has the opportunity for remote working. This could either be because they are relatively
newly recruited employees, or the employees just work under the departments where remote working
just might not be possible.
The graph shows that about 60% of the respondents are aware that Netflix uses Automation in the
organization. 28% of the respondents are not sure if Netflix uses Automation, and about 12% of the
respondents believe that Netflix does not use Automation. They might not be aware about automation
because they do not have close contact with the HR management.
40
In
this question gives the respondents various options to answer from. The question tries to understand
how automation is adopted under the HR field in Netflix. The options given were:
1. Talent Analysis
2. Automation Training Programs
3. Employee Benefits Management
4. Employee Training Programs
5. Other
From the graph it’s clear that the respondents are aware were Netflix uses Automation. Here it shows
that majority of the employees know how the automation is used in the organization. While still about
5% of the employees are not sure in Netflix uses automation under the HR field.
The graph above shows

that about 64% of the respondents state that Netflix supports their employees adopt remote working,
while 36% of the respondents does not agree that Netflix support remote working.
41
The above graph shows how much the employees at Netflix rate their experience of work/life balance.
About 12% of the respondents rated their experience with a 3 out of 10, 8% of the respondents rated
their experience with 5 out of 10, about 20% of the respondents rated their experience with a 6-7 out
of 10, 16% of the respondents rated their experience with an 8 out of 10, and about 12% of the
respondents rated their experience as 9 out of 10. This shows that the majority of the employees are
satisfied with the work/life balance at Netflix.
The above question gives the respondents with various options. The question tries to understand what
Netflix offer in order to promote work/life balance. The options give to the respondents are:
1. Parental Leaves and other vacation options (Option 1)

2. Time away and family forming options (Option 2)
3. Stock option programs and other finances (Option 3)
4. Relocation benefits and other expense (Option 4)
5. Work-related travel options (Option 5)
42
6. Other
(Option 6)
From the figure it’s clear that about, 68% of the respondents chose option 1, 64% of the respondents
chose option 4&5, about 56% of the respondents chose option 3, 52% of the respondents chose
option 2, about 8% of the respondents chose option 6.
The above question tries to understand how satisfied the employees of Netflix are with the provided
benefits. 12% of the respondents rated their benefits with a 3 out of 10, 8% of the respondents rated
their benefits with a 2 out of 10, 24% of the respondents rated their benefits with a 6 out of 10, 28%
of the respondents rated their benefits a 7 out of 10 and about 16% of the respondents rated their
benefits with a 9 out of 10.
This shows that the majority of the employees are satisfied with the benefits provided by Netflix, while
a few employees are not really satisfied with the benefits provided.
The above figure shows that about 92% of the respondent’s states that Netflix they provide training
programmes to increase their skills and knowledge. About 8% of the employees stated that they don’t
provide any training, this could be because they haven’t got the opportunity so far.
43
The above figure shows some of the training programs provided by Netflix. About 72% of the
respondents stated that they provide Peer to Peer Training program, 64% of the respondents stated
that they provide Mandatory Training, about 32% of the respondents stated that they provide a
training program called Oops, while 16% of the respondents were not aware of the training
programmes provided.
From the above graph it shows that about 75% of the respondents state that Netflix gives importance
to work-culture, but about 25% of the respondents stated that they weren’t sure if Netflix gave
importance to work-culture. This could be because they didn’t feel comfortable or were not satisfied
with the steps taken by Netflix to promote work-culture.
44
The above figure shows how Netflix prioritize work-culture. The respondents were given various
options to choose from like:
1. Employee Freedom and Responsibility (Option 1)

2. Context over control (Option 2)
3. Set core company values (Option 3)
4. Pay to of market (Option 4)
5. Promotions and Development (Option 5)
6. Other (Option 6)
76% of the respondents chose option 1, 64% of the respondents chose option 4, 60% of the
respondents chose option 5, 48% of the respondents chose option 3, 24% of the respondents chose
option 2, while 24% of the respondents weren’t sure if Netflix prioritized work-culture.
45
The follow graph shows how well Netflix retains their younger generation of employees. The
respondents were given with various options to choose from like:
1. Flexible and free offerings (Option 1)

2. Medical Benefits (Option 2)
3. Free Meals (Option 3)
4. Rideshare Program (Option 4)
5. Other (Option 5)
84% of the employees stated that Netflix follows option 1, 64% of the employees stated they follow
option 2, 60% of the employees stated they follow option 4, 56% of the employees chose option 3,
while 4% of the employees weren’t sure if they made in effort to retain their younger generation of
employees.
The figure shows that

about 88% of the employees stated that Netflix gave importance to team building activities, while 12%
of the employees stated that they didn’t give importance to team building activities, tis could be
because they haven’t experienced it.
46
The graph mentioned above shows some of the activities conducted in Netflix for team building. The
respondents were given with various options such as:
1. Campbell Team Building (Option 1)

2. Netflix Viewing Party (Option 2)
3. Office Debates (Option 3)
4. Business Simulations (Option 4)
5. Other (Option 5)
72% of the respondents’ states that Netflix follows option 1, 60% of the respondents stated that
Netflix follows option 4, 48% of the respondents stated they follow option 3, 44% of the respondents
stated they follow option 2, while about 16% of the respondents weren’t aware of the activities
provided by Netflix to support team building.
47
LO4 Evaluate the relationship between organisational design and change
management.
Organizational Change:
Organizational change looks over both at the process in which the organization changes its operational;
methods organizational structure, technologies, whole structure, or even strategies, and also what
effects these changes have on it. Organizational change usually occurs in response as a result of
external as well as internal pressures.
Small commercial enterprises are required to adapt in order to survive against larger competitors. They
also have to learn to thrive within those environments. Bigger rivals have to adapt rapidly when a
smaller, more innovative competitor comes onto the scene.
In order to avoid falling behind, or even to remain one step ahead of its competitors, a business has to
seek out ways towards operating more efficiently. They must also strive towards operating more cost
effectively. [ CITATION Mar212 \l 1033 ]
Kotter’s 8-Step Change Model:
There are various theories about how to “do” change. Many originate with leadership as well as change
management guru, John Kotter. A professor at Harvard Business School as well as world-renowned
change expert, Kotter introduced his 8-step change process in the book he published in 1995, “Leading
Change.”
 Step 1: Create Urgency:
In order for change to occur, it helps only if the

whole organization really wants it. Develop a
sense of urgency around the need for a change.
This could help spark the initial motivation
towards getting things moving.
This isn’t a matter of showing people weak sales

statistics or even talking about increased
competition. Open an honest as well as convincing
dialogue about whatever us going on within the
marketplace as well as with the competition. The
more people talk about the change you propose,
the urgency can build as well as feed by itself.
[ CITATION Min19 \l 1033 ]
 Step 2: Form a Powerful Coalition.
Convincing individuals that are willing to change is necessary. This often takes strong leadership as
well as visible support from key people within the organization. Managing change isn’t enough it has to
be led.
It is easy to find effective leaders throughout the organization – they might not necessarily follow the
traditional company hierarchy. In order to lead change, it’s necessary to bring together a coalition, or
even team, of influential people whose power comes from various sources, including job titles,
expertise, status, and also political importance.
48
Once its formed,
“change coalition” needs to work as a team, continuing towards building urgency and momentum
around the need from change.[ CITATION Min19 \l 1033 ]
 Step 3: Create a Vision for Change.
When first the thought about change comes to mind, there will probably be many great ideas as well
as solutions floating around. Link these concepts towards an overall vision that the individuals can
grasp easily as well as remember.
A clear vision could help everyone understand why they are asked to do something. When the
individuals see for themselves what they are pushed to achieve, then the directives they’re given tend
in order to make more sense. [ CITATION Min19 \l 1033 ]
 Step 4: Communicate the Vision.
What the vision aims for after they have been created, will determine the success. The message will
have a strong competition from other day-to-day communications with the organization, therefore you
need to communicate about it more frequently and also powerfully, as well as embed it within
everything that you’ll do.
Just special meetings to communicate the vision. Instead, of just mentioning about it during every
chance. Use the vision regularly in order to make decisions as well as solve problems. When keep the
employees minds fresh, they’ll remember it and also respond to it positively. [ CITATION Min19 \l 1033 ]
 Step 5: Remove Obstacles.
If the following steps are constantly followed as well as reach a change process, you’ve been
mentioning the vision as well as building buy-in from all the levels of the organization. The employees
would want to get bust as well as achieve the benefits that you’ve been promoting.
If the structure is put into place for change, and also are continually checked for barriers to it.
Removing obstacles can empower the individuals that are needed to be executed, also can help the
change move forward. [ CITATION Min19 \l 1033 ]
 Step 6: Create Short-Term Wins.
Nothing motivates more than success. Getting the taste of victory early in the change process. Within a
short time, you would appreciate a few quick wins that the employees can see. Without this, negative
thinkers and critics might hurt the progress.
Creating short-term targets and not just one long-term goal. Each smaller targets should be
achievable, with a little room for failure. The team may have to work really hard in order to come up
with the targets, but every “win” can further motivate the entire staff. [ CITATION Min19 \l 1033 ]
 Step 7: Build on the Change.
Kotter firmly states that many change projects fail because victory is declared too soon. Real change
run deep. Quick wins are just the starting of what need towards being done in order to achieve long-
term change.
Introducing one new product using a new product using a new system is perfect. But if 10 products can
be launched, then that means the new system is working. In order to reach that 10th success, the
improvements need to be looked out for.
49
Every early success
provides an opportunity towards building on what went right as well as identifying what could be
improved. [ CITATION Min19 \l 1033 ]
 Step 8: Anchor the Changes in Corporate Culture.
In order to make change stick, it must become a part of the core of the organization. The corporate
culture often determines what gets done, so the values behind the vision which must be shown within
the day-to-day work.
Make constant efforts in order to ensure that the change is seen within every aspect of the
organization. This helps give the change a solid place within the organization’s culture. It is
exceptionally important that the company’s leaders continue towards supporting the change. This
includes the existing staff as well as the new leaders who are brought in. If the support of these
individuals is lost, they might end up back where they started. [ CITATION Min19 \l 1033 ]
Burke-Litwin: Understanding Drivers for change:
There are various reasons that

change occurs within
organizations. Building with the
Burke-Litwin model of the
organizational change as well as
performance, this will help in
identifying different drivers of
change and also consider the
implications for the change
manager.
The Burke-Litwin model shows

the different types of drivers of
change as well as ranks them in
terms of importance. This model
is explained diagrammatically, by
the important factors featuring at
the top. The lower layers
gradually become less and less
important. The model stresses on
all the factors are integrated.
Therefore, a change within one
factor will eventually affect all
other factors.
Burke-Litwin believe that

environmental factors towards
being the most important driver
for change. Indeed, most of the
change can be tracked back towards the external drivers for change. Some of the important elements
of organizational success, like mission and strategy, organisational culture, and leadership, are often
impacted by the changes that originate outside the organisation. It is important to understand these
external changes as well as identifying the implications for the organisation and the team. [ CITATION
2112 \l 1033 ]
50
Identifying and also
dealing with drivers for change:
 External Environment:
These include the factors such as markets, competitors, legislation as well as the economy. All these
factors will have consequences for organisations, as a change manager, it is important to continually
scan the environment for issues that would affect the team. Within the public sector, legislative
changes across health, local government as well as other services have a direct impact on the work
organisations are needed to be carried out. [ CITATION 2112 \l 1033 ]
 Mission and strategy:
The organisations mission articulates its reason for residing. It termed as the foundation upon which all
the activity should be built. The strategy further sets out, in broad terms, how the organisation will try
to achieve its mission. Often the strategy will be developed within the environmental change, as well
as will have a very significant impact on the work. The change manager will need to understand the
change in strategy and also be able to communicate the implication towards the employees. [ CITATION
2112 \l 1033 ]
 Leadership:
Leadership considers all the attitudes and also the behaviours of senior colleagues and how these
behaviours are perceived by the organisation as a whole. The way in which change is generally
implemented and accepted through the organisation will be largely influenced by the team. [ CITATION
2112 \l 1033 ]
 Organisational Culture:
Organisation culture can be termed as “the way we do things around here.” It looks into the beliefs,
values, conventions, and behaviours that prevail within an organization. Culture change does not occur
overnight. It develops and evolves over time as a result of many other changes in the organisation. A
manager should keep in mind the desired condition for the organization, in the terms of how people
are expected to behave, and what the organisation values as important. It should be ensured that the
behaviour fits with the set expectations at all times. [ CITATION 2112 \l 1033 ]
 Structure:
Often changes within the strategy could lead towards changes in the way the organisation is
structured. This could impact the relationship, ways to operate and responsibilities. The job assesses
the impact of the structural changes as well as ensures the teams understands why it is essential, as
well as what it means for them. [ CITATION 2112 \l 1033 ]
 Work Unit Climate:
The gives importance to the perception of the employees of their immediate colleagues as well as
working environment. The work environment is often what shapes the view of the organisation as a
whole, as well as influences the extent towards which we feel satisfied within our jobs and tasks.
Changes towards the immediate working environment need to be managed sensitively, as they are
more likely towards invoking a range of emotional and also political response from staff. This especially
the case where the change involves, moving location, change in terms of conditions of service, change
in personnel, like working hours. [ CITATION 2112 \l 1033 ]
51
 Task
Requirements and Individual Skills/Abilities:
Change at a higher level within the organisation would often require changes in the work carried out as
well as the skills available in the team. As the manager needs to assess if: all the right skills are in
place: if they can be developed; or if you need towards bringing them in from outside the team.
[ CITATION 2112 \l 1033 ]
 Individual needs and vales:
Changes towards the team membership can mean a change within the team dynamic. We would be
able towards recruiting the exact fit for the teams, in the terms of personal style, abilities as well as
mixed skills. However, it is not always that possible, and its important in identifying any risk within
these areas and also mitigate them as best you can. [ CITATION 2112 \l 1033 ]
 Employee Motivation:
This considers the importance of individual as well as the organisational goals. Motivations is the key to
effective change. The real change is towards maintaining motivation throughout a change project,
more importantly when change is often not well-received by those who are affected. [ CITATION 2112 \l
1033 ]
Kurt Lewin’s Change Model:
Kurt Lewin has developed a change model

which involves three steps: Unfreezing,
changing, and refreezing. The model
stands as a very simple as well as practical
model for understanding the change
process. For Lewin. The process of change
entails creating the impression that a
change is necessary, then moving towards
the new, and required level of behaviour
as well as finally, solidifying that new
behaviour as the norm. The model is still
often used and serves as the basis for many modern change models. [ CITATION She21 \l 1033 ]
Unfreezing:
Before a change is being place, it must strictly go through the initial step of unfreezing. As many
people will naturally resist change, the goal during the unfreezing stage is towards creating an
awareness of how the status quo, or the current level of acceptability, is hindering the organization in a
way. The old behaviours, ways of thinking, processes, organizational structures, and individuals must
all be properly and cautiously examined to show the employees how important a change is for the
organization in order to create or even maintain a competitive advantage within the marketplace.
[ CITATION She21 \l 1033 ]
Changing:
Now that the individuals are “unfrozen” they can begin towards moving. Lewin recognized that the
change is a process that involves the organization to transition into the new state of being. This
changing step is also termed as “transitioning” or even “moving,” is marked by the implementation of
52
the set change. It is
also, the time that most of the individual struggle with the new reality. It is the time marked with
uncertainty as well as fear, making it one of the hardest steps to overcome. During the changing step
individuals begin to learn new behaviours, ways of thinking as well as processes. The more prepared
the individuals are for this step, the easier it is towards completion. [ CITATION She21 \l 1033 ]
Refreezing:
Lewin addressed the final stage of his change model freezing, but many refer to it as refreezing in
order to symbolize the act of reinforcing, solidifying, and also stabilizing the new state after the
change. The changes made towards the organizational processes, offerings, structures, or even the
individuals are accepted as well as refrozen as the new norm or the status quo. Lewin discovered that
the refreezing step towards being really important in order to ensure that the individuals do not revert
back to their old ways of thinking or even doing prior to the implementation of the change. Efforts
must be made in order to guarantee the change is not lost; rather, it has to be fixed into the
organization’s culture as well as maintained as the acceptable easy of thinking or even doing.
[ CITATION She21 \l 1033 ]
Netflix’s Organizational Change:
Netflix is known as one of the best examples of

organizational change. They accept the changes in
order to adapt with the new context. Netflix’s
organizational change is known as a real-life
example of Lewin’s change management model.
Every organizational change has some stages for
the completion of the entire process. The most
important factors are technology, environment, as
well as culture that stimulates an organization
towards accepting the new change. [ CITATION
MMK21 \l 1033 ]
Netflix Organizational Change has replaced their old

practices with the new strategies in order to adapt
to the current situation in the market. Therefore,
Netflix is the most prevalent example of organizational change. Furthermore, Indian software
companies Infosys, Wipro, Samsung, as well as Amazon have accepted organizational change in order
to achieve a competitive advantage.
Technology has changed the whole market in various ways, including business, sports, entertainment,
education, etc. Many renowned companies have been shut down due to new technology such as
smartphones, computers, as well as social media. Some of the companies have managed to adapt with
the force of the change by applying sophisticated strategies and also by accepting organizational
change. Netflix has changed its business model as well as their strategy in order to survive in the
market. They have handled the force of the organizational change in order to achieve a competitive
advantage. Therefore, they have become one of the most popular video streaming platforms today.
[ CITATION MMK21 \l 1033 ]
Change management at Netflix:
53
Netflix was founded in
1997 in California, USA. In 1998, they started their business of selling DVDs and also rental by mail.
The product was a rent-by-mail DVD, and the payment options were the pay-per-rental model, which
worked for them back in day.
However, in 1999, they introduced their new subscription feature for their consumers towards renting
DVDs at a monthly rate. This helped the subscribers to enjoy unlimited DVD rental with the monthly
payments. The transition was made from the pay-for-use model to a monthly subscription model. The
subscribers could choose the movie and video titles from the Netflix official website. Later the
distributors send the shoes in the form of DVDs to their subscribers.
Finally in 2007 they introduced a new video streaming feature for television series and films. The
proper utilization of the force of change in the market helped them achieve success. It is now believed
that Netflix is one of the most popular streaming platforms for watching movies, drama, TV shows, and
more. They achieved this competitive advantage by adopting new features as per their consumers
demands. [ CITATION MMK21 \l 1033 ]
 Additional Change management at Netflix:
2011: Netflix introduced their first mobile app and iOS service for the smartphone users. The users
could download the apps for free from Google and from the Apple store as well.
They further changed from HTTP to HTTPS encryption in order to ensure the viewers privacy.
2016: Netflix launched its offline payback feature in order to cache the contents. The mobile app users
could now watch high resolution cache content without an internet connect.
2018: Addition of “the skip intro” option for their consumers in order to avoid intro of the shows and
save their time to get right into the shows. So now the users have the option to skip the intro video if
they wish.
2021: Netflix’s starting warning and alerting their users about sharing their account ID’s as well as
passwords with others.
2022: Netflix intends to expand their business by trying to step into the video gaming industry. Their
200 million subscribers can get in touch with a bundle of games like Apple Arcade. The game
contributes an important role towards attracting potential customers. [ CITATION MMK21 \l 1033 ]
 Advantages of Netflix’s organizational change model:
A. Simple and easy to understand:
Changes in the framework can take a lot of training in order to learn as well as individuals can easily
lose attention within a sea of acronyms. Netflix’s theory is very straight forward, with only three main
stages as well as a few minor steps to follow within each one.
B. Makes sense to follow:
When you look into Netflix’s change model, you’ll notice that the “Freeze” logic makes more sense to
many people. It’s simple, which helps the individuals gain a better understanding of the change
management as a whole without losing themselves in a lot of industry jargon or even in complicated
steps.
C. Analyses behavioural elements:
54
Netflix’s model is still
used to this time by other organizations as well because of its simplicity and also since it’s based on
the sound behavioural psychology which is designed to understand why people generally resist change
as well as put the forces within place in order to drive individuals towards change acceptance and
support. Their model uses clear and transparent concepts as well as illustrations which helps make
change management easy to understand and adapt to many individuals.
 Disadvantages of Netflix’s organizational change model:
A. Not well detailed:
Kurt Lewin change model is a bit too simple. The steps in each of the phases can be interpreted within
different ways, as well as its often important to fill in the blanks spots by using other change
management model.
B. Too rigid and might not reflect on modern times:
The freeze process in Kurt Lewin’s change model at times comes under scrutiny by those that say the
model is too rigid since its “freezes” behaviours that will only need to be unfrozen again in the future
due to how fast the technology advances as well as causes companies towards consistency change in
order to keep up. The last stage must be more flexible. This could be argued that the Kurt Lewin
change model is a bit outdated since it was developed in 1947.
C. Seen as Combative over Nurturing:
With giving importance to the breaking up the equilibrium during the unfreezing process, and also
basically “shaking things up,” this three-step model can at times been seen as combative. Rather than
fostering a nurturing change environment, it invests too much focus on the two opposing forces
fighting towards gaining and advantage. [ CITATION Gua21 \l 1033 ]
 How these changes have affected Netflix:
Netflix follows Lewin’s change model in their organization, which means they are constantly making
changes according to the changes in the market. Netflix was doing well by following this model and
gaining up the list of the best streaming services provides like blockbuster at the time. They were
providing streaming services as well as were selling DVDs by sending them through mail, which at the
time was working well for them. Further down the line, Netflix started experiencing problems with
introducing changes to their organizational structure as well as their pricing plans.
In order to solve this problem, in 2011, Reed Hastings, the CEO of Netflix at the time, announced that
they were splitting their company in two. Where all the DVD-by-mail would be handled and operated
by a separate company called Qwikster. This was done to help Netflix focus on providing better
streaming services and Qwikster could help in faster and efficient delivery of the DVD rental services.
Which resulted in the formation of two managements which later needed to have separate marketing
strategies and cost structures. [ CITATION Ivy21 \l 1033 ]
This split in the division impacted Netflix negatively. Reed Hastings had to majorly restructure and
rebrand the company with respect to both the lines of their business. But the split in companies wasn’t
handled efficiently which resulted in Netflix losing almost 800,000 U.S. subscriber due to the poorly
handled change.
However, Netflix later overcame their problems and losses and made a rather amazing transformation.
They transformed from being a home deliverer of DVDs to producers of video contents as well as
55
streamers of video
content to homes helping them gaining global subscribers. Even though they faced major drawbacks, if
they didn’t follow such a change model, they wouldn’t be able to take over they giant competitors such
as Blockbuster. [ CITATION Edw13 \l 1033 ]
 Transformational change:
Transformational changes are termed as that one makes towards completing reshape the business
strategy as well as processes, often it results in a shift within the work culture. These changes could be
a response towards extreme or even the unexpected market changes. Transformational changes could
create doubt, fear, as well as insecurity in the employees, and also needs to be efficiently managed.
Transformational changes usually involve with both transitional as well as developmental changes
where the businesses recognise that they need to overhaul the way they do business. When
transformational changes are made it is important to:
a) Communicate and also develop a proper strategy which explains the approaches taken in order
to change the goals being set.
b) Continually reinforce the rationale for the changes being set.
c) Methodically plan and implement the new business systems as well as approaches.
d) Get the employees involved in all the phase change discussions as well as plan and
communicate regularly with the help of the process. [ CITATION Que16 \l 1033 ]
 Psychological Change:
Psychological change is termed as the shift in attitude towards change which results from a complex
interplay of emotions as well as cognitive process. Positively, change is viewed as akin towards
opportunity, progress, rejuvenation, innovation, and growth as well. Change could view as skin
towards instability, unpredictability, upheaval, threat, as well as disorientation. Whether the employees
in the organization perceive the change with anxiety, fear and even demoralization, or with excitement
and confidence, all depends on the employees phycological makeup, partially the managements actions
as well.
The employees’ attitude towards change generally tends to evolve as they become more used to the
change. The stages an individual goes through can consists of apprehension, denial, rage, resentment,
depression, cognitive dissonance, compliance, acceptance as well as internalization. It’s the
managements duty to create a specific environment where the employees can go through these stages
as quickly as they possibly can and could even skip a few. [ CITATION Wor214 \l 1033 ]
Transformational change in Netflix:
Netflix is one of the best examples of transformational change. They started out by selling DVDs as
well as retails by mail. They handled the force of organizational change in order to achieve a
competitive advantage. At the time, Netflix was competing against Blockbuster, who was one of the
best DVD rental companies. Netflix then implemented a subscription feature for their customer in order
to complete and stay ahead of Blockbuster. The subscription gave the customers the option to choose
the movies and videos from the Netflix website and they only had to pay for the ones they had with
them.
Further down the line, Netflix opted for a completely new organizational change. From selling DVDs
and videos titles on a subscription model they switch to online video streaming in 2007. They gave the
56
customers an option to
watch all their shows and movie from the comfort of their homes. This completely changed the DVD
retail industry, making Netflix one of the most popular streaming platforms. Which lead them to take
over Blockbuster as they were still following the traditional methods for delivering DVDs. [ CITATION
MMK21 \l 1033 ]
Psychological Change in Netflix:
Since Netflix follows Kurt Lewin’s change model, they are constantly making changes in the
organization. These constant changes that are made in the organization can affect the employee’s
mental health. Constantly implementing new rules and changes in the employees with the three steps
of unfreezing, changing, and refreezing could lead to the employees losing interest to work in the
organization along with the toll it’ll take on their mental health.
In order to support their employees and give importance to their mental health Netflix offers perks that
are beyond health as well as financial benefits. Netflix provides 9-5 works days as well as prescribed
holiday schedules, which means the employees have the flexibility towards choosing what is more
important to them, and the employees are also encouraged to take frequent breaks when their mind or
even their body needs rest.
While they might not have an outright mental health programme, Netflix gives their employees room in
order to prioritise their wellbeing, with policies like generous parental leaves as well as flexible holiday,
employees who are suffering from stress are more likely to return. [ CITATION HR321 \l 1033 ]
57
Questionnaire:
1. Gender:
 Male
 Female
 Prefer not to say
2. Age:
 18-25
 25-35
 35-45
 45+
3. Does Netflix use Artificial Intelligence (AI) in HR management?

 Yes
 No
4. Has Artificial Intelligence helped in speeding up the hiring process?

 Yes
 No
 Maybe
5. How does HR management at Netflix use Artificial Intelligence?

 AI-driven data persuade top talent
 Use of AI and consumer data to create successful user experience
 Use of machine learning to help poach best potential employees
 Use of proprietary data to close deal on content partnerships and creative initiatives
 Use of Artificial Intelligence to market shows and predict their success
 Netflix does not use Artificial Intelligence
 Other
6. Does Netflix give importance to remote working?

 Yes
 No
 Maybe
7. Does Netflix support automation?

 Yes
 No
 Maybe
8. If yes, then how have they adopted to it under the HR field?

 Talent Analysis
 Automation Training Programs
 Employee Benefits Management
 Employee Training Programs
 Other
9. Does Netflix support remote working?

58
 Yes
 No
10. Does Netflix offer work/life balance to retain and attract their employees?
 Yes
 No
11. How would you rate your work/life balance?

 1-10
12. What does Netflix offer to promote work/life balance?

 Parental Leaves and other vacation options
 Time away and family forming options
 Stock option programs and other finances
 Relocation benefits and other expenses
 Work-related travel options
 Other
13. How satisfied are you with the benefits provided by Netflix?
 1-10
14. Does Netflix provide training for their employees to increase their skills and knowledge?
 Yes
 No
15. What are some of the training programs provided by Netflix?

 Peer to Peer training
 Oops Training
 Mandatory
 Other
16. Does Netflix give importance to work-culture?

 Yes
 No
17. If yes, then how do they exercise prioritize work-culture?

 Employee Freedom and Responsibility
 Context over control
 Set core company values
 Pay top of market
 Promotions and Development
 Other
18. What are the steps taken by Netflix to retain their younger generation of employees?
 Flexible and free offerings
 Medical Benefits
 Free Meals
 Rideshare Program
 Other
19. Does Netflix give importance to team building activities?

 Yes
59
 No
20. If yes, then what are some of the activities?

 Campbell Team Building
 Netflix Viewing Party
 Office Debates
 Business Simulations
 Other
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60
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22/11/2021]
Available at: https://www.managementstudyguide.com/herzbergs-theory-motivation.htm (Online)
10. [ CITATION Min21 \l 1033 ] McClelland’s Theory of Needs [Accessed on: 23/11/2021]
Available at: https://www.mindtools.com/pages/article/human-motivation-theory.htm (Online)
11. [ CITATION Lum212 \l 1033 ] Alderfer’s ERG Theory of needs [Accessed on: 24/11/2021]
Available at: https://courses.lumenlearning.com/wm-introductiontobusiness/chapter/alderfers-erg-

theory/ (Online)
12. [ CITATION MSP95 \l 1033 ] Process Theories [Accessed on: 24/11/2021]
62
Available at:
https://www.semanticscholar.org/paper/Explaining-Development-and-Change-in-Organizations-Ven-
Poole/0335f47eb46c5a936da304b2d44e9328ee392442 (Online)
13. [ CITATION Pra152 \l 1033 ] Skinner’s Reinforcement Theory of motivation [Accessed on:
25/11/2021]
Available at: https://www.managementstudyguide.com/reinforcement-theory-motivation.htm (Online)
14. [ CITATION You21 \l 1033 ] Vroom’s Expectance Theory [Accessed on: 25/11/2021]
Available at: https://www.yourcoach.be/en/employee-motivation-theories/vroom-expectancy-

motivation-theory/ (Online)
15. [ CITATION Wor213 \l 1033 ] Adam’s Equity Theory [Accessed on: 26/11/2021]
Available at: https://worldofwork.io/2019/02/adams-equity-theory-of-

motivation/#:~:text=Adams'%20equity%20theory%20of%20motivation%20says%20that%20to
%20be%20motivated,those%20received%20by%20their%20peers. (Online)
16. [ CITATION Pra21 \l 1033 ] Locke’s Goal Setting Theory [Accessed on: 26/11/2021]
Available at: https://www.managementstudyguide.com/goal-setting-theory-motivation.htm (Online)
17. [ CITATION Ind212 \l 1033 ] Key factors that enhance performance and motivation [Accessed on:
3/12/2021]
Available at: https://www.indeed.com/career-advice/career-development/factors-of-motivation

(Online)
18. [ CITATION Rya18 \l 1033 ] Methods Netflix use to motivate their employees [Accessed on:
4/12/2021]
Available at: https://www.inc.com/ryan-jenkins/this-is-how-netflix-built-a-culture-of-highly-motivated-

employees.html (Online)
19. [ CITATION Ali16 \l 1033 ] Pros and Cons of Netflix’s motivational methods [Accessed on:
4/12/2021]
Available at: https://blog.psionline.com/talent/7-aspects-of-netflixs-company-culture-that-youll-want-

to-copy (Online)
20. [ CITATION RMI \l 1033 ] Methods of rewarding employees [Accessed on: 4/12/2021]
Available at: https://rmi-solutions.com/five-best-ways-to-reward-employees-2/ (Online)
21. [ CITATION Lau191 \l 1033 ] Methods Netflix use to reward their employees [Accessed
on:4/12/2021]
Available at: https://www.thebalancecareers.com/netflix-careers-and-opportunities-2071317 (Online)
Learning outcome 3:
1. [ CITATION Sco20 \l 1033 ] Emerging HR trend (Artificial Intelligence) [Accessed on: 5/12/2021]
Available at: https://www.northeastern.edu/graduate/blog/artificial-intelligence-in-human-resource-

management/ (Online)
63
2. [ CITATION Rem21 \l 1033 ]
Emerging HR trend (Remote Employees) [Accessed on: 6/12/2021]
Available at: https://www.remoteyear.com/blog/what-is-remote-work (Online)
3. [ CITATION Pet21 \l 1033 ] Emerging HR trend (Virtual Team Building) [Accessed on: 6/12/2021]
Available at: https://biz30.timedoctor.com/virtual-team-building/#what-it-is (Online)
4. [ CITATION Sha211 \l 1033 ] Emerging HR trend (HR Automation) [Accessed on: 6/12/2021]
Available at: https://www.aihr.com/blog/hr-automation/ (Online)
5. [ CITATION Ste17 \l 1033 ] Emerging HR tend (Generational Shift) [Accessed on: 6/12/2021]
Available at: https://www.orange-business.com/en/blogs/connecting-technology/it-management/the-

generational-shift-at-work-requires-a-new-approach-to-hr (Online)
6. [ CITATION Ass14 \l 1033 ] Emerging HR tend (Open Workforce) [Accessed on: 7/12/2021]
Available at: https://hrpa.s3.amazonaws.com/uploads/2020/10/CGMA-new-ways-of-working.pdf

(Online)
7. [ CITATION Waq21 \l 1033 ] Emerging HR tend (Upskilling) [Accessed on: 7/12/2021]
Available at: https://www.startuphrtoolkit.com/hr-trends/ (Online)
8. [ CITATION DNa21 \l 1033 ] Emerging HR Challenges [Accessed on: 7/12/2021]
Available at: https://www.economicsdiscussion.net/human-resource-management/challenges-of-hrm-

9-emerging-challenges/31627 (Online)
Learning outcome 4:
1. [ CITATION Mar212 \l 1033 ] Organizational Change [Accessed on: 11/12/2021]
Available at: https://marketbusinessnews.com/financial-glossary/organizational-change-definition-

meaning/ (Online)
2. [ CITATION Min19 \l 1033 ] Kotter’s 8-Step Change Model [Accessed on: 12/12/2021]
Available at: https://www.mindtools.com/pages/article/newPPM_82.htm (Online)
3. [ CITATION 2112 \l 1033 ] Burke-Litwin Change Model [Accessed on: 12/12/2021]
Available at:
https://www.exeter.ac.uk/media/universityofexeter/humanresources/documents/learningdevelopment/
understanding_drivers_for_change.pdf (Online)
4. [ CITATION She21 \l 1033 ] Kurt Lewin’s Change Model [Accessed no: 12/12/2021]
Available at: https://study.com/academy/lesson/lewins-3-stage-model-of-change-unfreezing-

changing-refreezing.html (Online)
5. [ CITATION MMK21 \l 1033 ] Netflix’s Organizational change [Accessed on: 13/12/2021]
64
Available at:
https://newsmoor.com/netflix-organizational-change-organizational-management-change-examples/
(Online)
6. [ CITATION Gua21 \l 1033 ] Pros & Cons of Kurt Lewin’s change model followed by Netflix [Accessed
on: 13/12/2021]
Available at: https://www.zambianguardian.com/advantages-and-disadvantages-of-lewins-change-

model/ (Online)
7. [ CITATION Ivy21 \l 1033 ] Netflix’s introduction of Qwikster [Accessed on: 14/12/2021]
Available at: https://ivypanda.com/essays/netflix-company-leading-organisational-changes/ (Online)
8. [ CITATION Edw13 \l 1033 ] Fall of Qwikster and rise of Netflix [Accessed on: 14/12/2021]
Available at: https://www.forbes.com/sites/edwardlawler/2013/06/24/netflix-we-got-it-right/?

sh=33eae5b27795 (Online)
9. [ CITATION Que16 \l 1033 ] Transformational Change [Accessed on: 14/12/2021]
Available at: https://www.business.qld.gov.au/running-business/employing/staff-

development/managing-change/types (Online)
10. [ CITATION Wor214 \l 1033 ] Psychological Change [Accessed on: 14/12/2021]
Available at: https://psychology.fandom.com/wiki/Organizational_change (Online)
11. [ CITATION MMK21 \l 1033 ] Transformational change in Netflix [Accessed on: 15/12/2021]
Available at: https://newsmoor.com/netflix-organizational-change-organizational-management-

change-examples/ (Online)
12. [ CITATION HR321 \l 1033 ] Psychological change in Netflix [Accessed on: 15/12/2021]
Available at: https://hr360.wbresearch.com/blog/three-big-brands-breaking-down-stigma-around-

mental-health-stress-depression-netflix-barclays-gsk (Online)
65

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Student

Qualification Pearson BTEC level-5 HND in Business studies (RQF)

Unit Tutor Ms. Fatema Rangwala

Assignment Title Contribution of Human Resource to Organisational Success

Issue Date October 15, 2020

Submission Date December 10, 2020

IV Name Mr. Asim Mehmood

Learning Outcomes and Assessment Criteria

Qualification Pearson BTEC level-5 HND in Business studies (RQF)

Unit Tutor Ms. Fatema Rangwala

Assignment Title Contribution of Human Resource to Organisational Success

Issue Date October 18, 2020

Submission Date December 10, 2020

Unit Learning Outcomes

Assignment Brief and Guidance

 A critical analysis of different approaches/techniques used to attract, maintain, motivate and

Unit Learning Outcomes

Assignment Brief and Guidance

You are required to prepare a report which includes-

 A background to change management with reference to related theories and models.

 The role of HR in managing change and organisational design.

 A critical evaluation of the often-complex relationship between organizational design and

P1 Evaluate the importance of organisational design theory in the context of organisational

Netflix was established in 1997 by Marc Randolph and Reed

They have their headquarters in Los Gatos, California, in the

Organizational design is known as a step-by-step methodology that dysfunctional aspects of workflow,

 Excellent customer service.

 Types of organizational structure:

10. Process-based Structure:

Netflix Inc.’s follows a hierarchical

 Functional groups for non-online and online operations.

 Advantages and Disadvantages:

1. Advantage: Clear line of Authority

2. Advantage: Clear Results

3. Advantage: Clear Lines of Communication:

1. Disadvantage: Endless Red Tape

2. Disadvantage: Centralized of Power

3. Disadvantage: Isolation and Siloed Thinking

Netflix’s Sustainability Objectives:

 Step 1: DECREASE emissions

Importance of having a dedicated workforce:

Methods to attract dedicated workforce:

 Recognize, Reinforce & Rewards:

 Involve and also engage with the workforce:

Ways Netflix use to recruit their employees:

 Compensation with other benefits:

 Open working hours (at their office at California)

Methods to retain existing dedicated employees:

 Onboarding as well as orientation-

Ways Netflix use to retain their existing employees:

 “Free and Flexible” Offerings:

1. Wide range of providers:

 Additional Medical Benefits:

[ CITATION Bay20 \l 1033 ]

 “Unlimited” Paid Time Off:

 Assistance in forming a family:

Types of motivation theories:

1. Maslow’s Hierarchy of Needs-