Incorporating Watzlawick's Iceberg Model To Analyze Netflix

Incorporating Watzlawick's Iceberg Model to Analyze Netflix’s Culture

For this assignment, your task is to incorporate the concepts in Watzlawick's iceberg model of communication to analyze the organizational culture at Netflix. As you work on this assignment, refer to the Module Two overview regarding the four categories of an organization's culture: observable artifacts, espoused values, enacted values, and basic assumptions. You will also provide two examples from the readings on Netflix for each category. Completing this assignment will provide you with key insights that will assist you in completing Section II: Cultural Analysis Overview of Milestone One. Your submission must include these critical elements: Examples from the readings of the four variables of the organizational culture at Netflix.

The four variables are: observable artifacts, espoused values, enacted values, and basic assumptions, as defined by Kreitner & Kinicki (2013) in their book, Organizational Behavior. These are observable components of a company’s organizational culture, i.e., acronyms, manner of dress, awards, myths, stories about the organization, published lists of values, values reinforced via observable rituals and ceremonies, decorations, company brand features, etc. Espoused Values are the explicitly stated values and norms that are preferred by the organization. Enacted Values are the values and norms that are exhibited by the employees, which may be the same or differ from the stated espoused values. Basic Assumptions are the organizational values that have become so taken for granted over time that they have become assumptions that guide organizational behavior. Sources of the examples of each of the four variables from the readings.

Paper For Above instruction

Netflix, as a pioneering media company, exemplifies a distinctive organizational culture that has significantly contributed to its global success. Applying Watzlawick's iceberg model of communication allows an insightful analysis of this culture by examining the visible and underlying elements that shape Netflix's organizational environment. The four key variables—observable artifacts, espoused values, enacted values, and basic assumptions—offer a comprehensive framework for understanding Netflix's internal cultural dynamics and how they manifest in practice.

Observable Artifacts

Observable artifacts at Netflix are tangible expressions of its culture that are accessible to outsiders and employees alike. One prominent artifact is Netflix’s casual dress code, which reflects the company's emphasis on comfort, individuality, and a non-hierarchical work environment. This attire choice signals a culture that values openness and informal communication (McCord, 2014). Another artifact is the company’s open-office layout, which facilitates transparency and free flow of information, reinforcing an environment of collaboration and accessibility. These physical aspects serve as visual cues of Netflix’s innovative and adaptive corporate ethos.

Espoused Values

Netflix explicitly articulates its core values through its famous “Freedom and Responsibility” philosophy. This espoused value emphasizes employee autonomy, accountability, and high performance standards (Hastings & Meyer, 2020). The company publicly states its commitment to fostering creativity, encouraging risk-taking, and maintaining a culture of trust. For example, Netflix emphasizes transparency in decision-making processes by sharing information broadly within the organization, reinforcing the value of honesty and openness (Hastings & Meyer, 2020). Such articulated principles are intended to guide behavior and set expectations for employees across all levels.

Enacted Values

Enacted values at Netflix are observable in the day-to-day behaviors of its employees. A clear example is the company’s practice of radical candor, where employees are encouraged to give honest, constructive feedback regardless of hierarchy (Gelles, 2018). This behavior exemplifies the enacted value of transparency and directness, even if it may conflict with traditional corporate politeness. Another example is Netflix’s tolerance for experimentation and innovation, evident in its willingness to pivot and adapt quickly to market changes. Employees are empowered to make independent decisions, embodying the enacted value of trust and responsibility that the company espouses.

Basic Assumptions

Deeply ingrained in Netflix’s culture are basic assumptions about the importance of innovation, risk-taking, and sustained competitive advantage through creative freedom. These assumptions are so embedded that employees view them as natural truths guiding their actions (Hastings & Meyer, 2020). One fundamental belief is that fostering an environment where failure is acceptable leads to greater innovation. This assumption underpins Netflix’s willingness to invest heavily in original content and experimental formats, reflecting a cultural conviction that risk-taking is essential to staying ahead in the dynamic media landscape. Another core assumption is that high-performance teams and individual accountability are critical to organizational success, shaping how Netflix recruits, evaluates, and rewards employees.

Conclusion

By integrating Watzlawick’s iceberg model with Kreitner and Kinicki’s cultural variables, a comprehensive understanding of Netflix’s organizational culture emerges. The observable artifacts reveal visible manifestations of its informal and innovative ethos; espoused values articulate its commitment to freedom and responsibility; enacted values show behaviors that reinforce transparency and independence; and basic assumptions underpin the entire cultural fabric, emphasizing innovation and risk-taking. This layered analysis not only illuminates the internal workings of Netflix but also demonstrates how culture drives its strategic initiatives and sustains its competitive advantage.

References

• Gelles, D. (2018). Netflix’s Culture of Candor. The New York Times.
• Hastings, R., & Meyer, K. (2020). No Rules Rules: Netflix and the Culture of Reinvention. Penguin Business.
• Kreitner, R., & Kinicki, A. (2013). Organizational Behavior (10th ed.). McGraw-Hill Education.
• McCord, P. (2014). How Netflix Reinvented HR. Harvard Business Review.
• Goleman, D. (2013). Emotional Intelligence and Organizational Culture. Harvard Business Review.
• Schmidt, E., & Rosenberg, J. (2014). How Google Works. Grand Central Publishing.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• HBR Ideacast. (2018). The Power of Organizational Culture. Harvard Business Review.
• Denison, D. R. (1990). Corporate Culture and Organizational Effectiveness. John Wiley & Sons.
• Deal, T. E., & Kennedy, A. A. (1982). Corporate Cultures: The Rites and Rituals of Corporate Life. Addison-Wesley.