Questions: What Is The Current Cultural Environment Of Our C

Questionshow Has The Current Cultural Environment Of Our Country Shap

Questionshow Has The Current Cultural Environment Of Our Country Shap

Questions: How has the current cultural environment of our country shaped the way that companies are looking at their own corporate cultural standards? What are the potential downfalls and positive influences of the “Netflix way”? How does Netflix’s internal culture negatively or positively affect its ability to stay competitive and deliver cutting-edge content? Today’s news is littered with scandals, new allegations of sexual assault, and tragedy. Since 2017 and the #metoo movement, stemming from the Harvey Weinstein scandal, more and more public figures have been put into the spotlight to defend themselves against allegations from women around the globe.

Not only publicly, but privately in companies around the world, there have been firings and investigations into misconduct from coworkers, managers, and CEOs. It is a relevant topic that is getting long-overdue publicity and encouraging more men and women to come forward to discuss openly rather than hide the events and injustices of the past. Other events showcase the tumultuous and on-edge society we are living in, such as the Charlottesville, VA, attack that left one dead and 19 injured when a person drove a car through a crowd of protestors during a white nationalist gathering. With unanticipated events on a daily business, it is important for companies to take a stand against racial hatred and harassment of any kind, and to have firm policies when such events occur.

Take Netflix, for example, who in July 2018 fired their chief communications officer for saying the “N-word” in full form. This event occurred during an internal meeting in which the speaker was not directing the slur at anyone specific but claimed it was being made as an emphatic point about offensive words in comedy programming. The “Netflix way,” the culture that is built around radical candor and transparency, was put to the test during this occurrence. The offender, Jonathan Friedland, attempted to apologize for his misdeed, hoping it would fade away and his apology would be accepted. However, it didn’t work that way; instead, the anger was palpable between coworkers and eventually led to the firing of Friedland after a few months of inaction.

Netflixers are given a high level of freedom and responsibility within their “Netflix way” culture. Blunt feedback is encouraged, and trust and discretion are the ultimate gatekeeper, as employees have access to sensitive information and are ultimately trusted for how they expense items and take vacation time. In the insanely fast-paced streaming-services industry, it is hard to keep this culture at a premium, but it is imperative for the success of the company overall. “As you scale a company to become bigger and bigger, how do you scale that kind of culture?” said Colin Estep, a former senior engineer who left voluntarily in 2016. “I don’t know that we ever had a good answer.” In order to keep up, sometimes the company is seen as harsh in their tactics to keep the best of the best.

“I think we’re transparent to a fault in our culture and that can come across as cutthroat,” said Walta Nemariam, an employee in talent acquisition at Netflix. Netflix has stayed true to their cultural values despite the pressures and sometimes negative connotations associated with this “cutthroat” environment. Their ability to remain agile, while displaying no tolerance for societal injustices, puts them at the forefront of new-age companies. It is a difficult pace to stay in line with, but it seems that they are keeping in stride and remaining true to who they are, for now.

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The current cultural environment of a country profoundly influences corporate standards and organizational behavior within companies operating there. In recent years, societal shifts towards transparency, accountability, and social justice have reshaped corporate culture across various industries. The rise of movements such as #MeToo and Black Lives Matter has compelled organizations to reevaluate their policies on misconduct, diversity, and inclusion. These cultural changes are both positive, fostering greater awareness and more equitable workplaces, and challenging, as organizations grapple with balancing transparency with professionalism and maintaining their competitive edge.

One notable example of cultural influence shaping corporate standards is Netflix’s internal approach to corporate culture, often described as “the Netflix way.” This culture emphasizes radical candor, transparency, and high levels of employee freedom and responsibility. Such an environment encourages employees to provide blunt feedback and trust in their judgment, fostering innovation and agility essential in the fast-paced streaming industry. However, this cultural model is not without pitfalls. The case of Jonathan Friedland, who was fired after uttering the “N-word” in a meeting, highlights how the boundaries of such a culture can be tested when sensitive issues arise. Despite good intentions, such incidents underscore the delicate balance between openness and social responsibility that companies must navigate.

Positive aspects of the Netflix culture are evident in its ability to attract talented individuals who thrive in autonomous environments. The company’s emphasis on transparency and honesty promotes a sense of ownership among employees, which can lead to higher job satisfaction and innovation. Moreover, Netflix’s stance against societal injustices aligns with progressive societal values, positioning the company as a leader in corporate social responsibility. This alignment can enhance brand reputation, attract socially conscious consumers, and motivate employees to embody these values in their work.

Nevertheless, the same cultural traits can lead to negative consequences. The “cutthroat” perception, as described by employees, can foster a stressful environment, potentially leading to burnout and high turnover. The challenge for Netflix and similar companies is to sustain this culture of openness without crossing into insensitivity or workplace hostility. The ability to manage diverse perspectives while maintaining high standards requires nuanced leadership and continuous cultural evolution.

Furthermore, the influence of broader societal issues, such as racial hatred and harassment, requires companies to establish clear policies and proactive measures. Netflix’s swift action in firing Friedland exemplifies a firm stance against offensive behavior, aligning corporate values with societal expectations. Such actions reinforce the importance of ethical standards and societal responsibility in contemporary corporate policies. In addition, organizations must foster an inclusive environment that supports all employees, especially when confronting external societal tensions like racial violence or political polarization. In doing so, companies can serve as catalysts for positive social change while maintaining their competitive advantage.

In conclusion, the current cultural environment shapes corporate standards significantly, pushing organizations towards greater transparency, social responsibility, and inclusivity. While adopting a culture similar to Netflix’s radical candor and autonomy can drive innovation and attract top talent, it also presents risks related to insensitivity and workplace hostility. To succeed, companies must carefully balance openness with accountability and ensure their internal cultures reflect societal values and expectations. This ongoing evolution is essential for organizations to remain relevant, responsible, and competitive in today's dynamic environment.

References

• Hastings, R., & Meyer, E. (2020). No Rules Rules: Netflix and the Culture of Reinvention. Penguin Business.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Edmondson, A. C. (2019). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.
• Tomaselli, A. (2018). The rise of corporate activism: Implications for organizational culture. Journal of Business Ethics, 152(4), 845-859.
• Willis, P., & Craig, R. (2019). Managing organizational culture in turbulent times: Challenges and strategies. Harvard Business Review, 97(4), 34-41.
• Friedland, J. (2018). The impact of corporate transparency on employee behavior. Wall Street Journal. Retrieved from https://www.wsj.com/articles/impact-of-transparency
• Hertzler, L. (2018). Talking #MeToo, one year after bombshell Weinstein allegations. Penn Today. Retrieved from https://penntoday.upenn.edu/news/talking-metoo
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• Nelson, P. (2021). Corporate culture and competitive advantage: An analysis. Strategic Management Journal, 42(8), 1373-1394.