Introduction:
This comparative case study delves into two distinguished companies’ organizational structure, culture, and management. The first case takes a look at focuses on a success story, while the second explores an organizational failure. By reading these elements, the paper targets to understand their effect on the corporations’ achievement or failure. Additionally, the case take a look at will explore the HR strategic making plans, recruitment and selection strategy, and overall performance/expertise control techniques employed by means of each corporation. Based on the analysis, guidelines might be proposed for the use of concepts from the sphere of Organizational Behaviour and Human Resources (OBHR). It is essential to realize the organizational structure and subculture because they set the degree to which paintings are coordinated, selections are made, and shared values and ideals are. Additionally, an agency’s management processes and style tremendously affect worker conduct, engagement, and performance. We can determine their connection to the employer’s success or failure with the aid of assessing these additives. Moreover, the paper will look into the mode of conversation and employee interaction inside each business enterprise. Effective communication channels and interactive collaboration contribute to a positive painting environment and efficient knowledge sharing. By exploring those elements, we can verify how personnel engages, proportion thoughts, and contribute to the employer’s dreams. Furthermore, the case take a look at will look at the HR strategic making plans, recruitment and selection approach, and performance/expertise management strategies employed with the aid of the corporations. These elements are essential for attracting, growing, and retaining top expertise. Understanding how HR practices align with the organizational desires and way of life sheds mild on their impact on typical organizational achievement or failure (Hamlin & Patel, 2020).
Case Study 1: Success Story – Netflix
Organizational Structure and Culture:
Netflix, a global streaming giant, boasts a flat organizational structure. It prioritizes agility, flexibility, and innovation. Decision-making authority is decentralized, empowering personnel in any respect degree to take ownership and make independent selections. The tradition at Netflix is characterized by using freedom and obligation, emphasizing man or woman’s overall performance and excessive agreeableness. Employees are given the autonomy to manipulate their work schedules and are endorsed to take calculated dangers (Mier & Kohli, 2021).
Mode of Communication and Employee Interaction:
Netflix fosters a subculture of open communication. Employees are encouraged to proportion thoughts, collaborate, and provide comments. The agency leverages advanced generation systems for seamless conversation and promotes transparency via regular updates and town corridor meetings. Employee interaction is casual, emphasizing cross-purposeful collaboration and teamwork. The company also promotes a lifestyle of comments, with common performance critiques and open talk between employees and bosses (Markham et al., 2019).
Leadership Style and Management:
Netflix follows a transformational management style, encouraging leaders to encourage and encourage personnel. Leaders empower their teams, sell creativity, and force innovation. Management at Netflix focuses on results instead of strict adherence to traditional regulations. Managers act as coaches, providing aid and guidance even as nurturing an excessive-performance lifestyle. The company values information-driven selection-making and encourages personnel to use insights and analytics to power business outcomes (Jaworski, 2021).
Impact on Success:
The flat organizational shape and way of life of freedom and obligation have significantly contributed to Netflix’s fulfillment. This structure permits rapid choice-making, promotes innovation, and enables adaptability inside the fast-paced streaming enterprise. The management style fosters worker engagement, creativity, and an experience of possession, using a subculture of continuous improvement. By empowering employees to make decisions and take dangers, Netflix has been capable of living ahead of the opposition and continuously disrupting the amusement enterprise (Souza & Romero, 2021).
HR Strategic Planning and Talent Management:
Netflix’s HR approach emphasizes attracting and maintaining top talent. The recruitment and choice technique specializes in figuring out those who align with the organization’s way of life and values. The organization locations a robust emphasis on variety and inclusion, recognizing the significance of various views and experiences. Performance control is based totally on a “keeper take a look at,” which evaluates whether the employer could combat retaining every worker. Talent management is pushed by providing growth opportunities, fostering a learning culture, and presenting aggressive compensation programs. Netflix additionally emphasizes selling from the inside and developing its personnel careers thru tailor-made improvement packages (Stewart & Brown, 2019).
Case Study 2: Organizational Failure – Kodak
Organizational Structure and Culture:
Kodak, a former chief within the photography enterprise, had a hierarchical organizational structure. Decision-making authority was centralized, and there was an inflexible chain of command. The subculture changed into characterized by using a focal point on balance, adherence to methods, and resistance to change. Kodak’s success in the film generation caused complacency and a loss of willingness to conform to the digital revolution (Shibata et al., 2022).
Mode of Communication and Employee Interaction:
Kodak depended on top-down conversation, proscribing employee involvement in selection-making. Interaction among personnel became ordinarily structured, and pass-functional collaboration changed to minimal. There needed to be more effective communication channels, which hindered the float of records and understanding sharing inside the company. Employees had confined opportunities for open communication and imparting remarks (Habersang, 2019).
Leadership Style and Management:
Kodak observed a traditional, bureaucratic leadership style emphasizing regulations and tactics. Managers focused on maintaining control and enforcing compliance. The corporation needed more proactive management, and there needed to be more innovation and an entrepreneurial mindset among leaders and personnel. Kodak’s management needed to be more active in recognizing and adapting to rising technology and market tendencies (Shih, 2016).
Impact on Failure:
The hierarchical shape and resistant lifestyle contributed to Kodak’s downfall. The lack of agility hindered the company’s ability to evolve to emerging technology and convert purchaser choices. The transactional management style stifled creativity and restrained worker engagement. Kodak’s management needed to recognize the disruptive capability of virtual pictures and underestimated the speed at which the industry could evolve (Shih, 2016).
HR Strategic Planning and Talent Management:
Kodak’s HR approach needs to be aligned with marketplace tendencies and purchaser needs. The recruitment and choice method centered on traditional qualifications instead of innovation and flexibility. Performance control lacked a focus on employee development and boom. Talent control is needed to become aware of and nurture potential leaders, leading to a lack of innovation and competitiveness. Kodak’s HR practices no longer encourage the acquisition of new capabilities or foster a tradition of non-stop gaining knowledge (McMillan & Overall, 2017).
Recommendations:
- Foster an Agile Organizational Structure: Both organizations can benefit from adopting a flatter structure, selling decentralized selection-making, and empowering employees to innovate and reply fast to market modifications. This can allow quicker decision-making and higher edition to industry disruptions.
- Develop a Culture of Innovation: Encourage a lifestyle that embraces creativity, threat-taking, and non-stop mastering. This may be accomplished through projects like go-useful collaboration, devoted innovation time, and recognition of progressive thoughts. Organizations should create mechanisms for personnel to proportion their thoughts and make contributions to the innovation method.
- Nurture Transformational Leadership: Leaders must inspire and motivate employees, promote worker engagement, and create a culture of agree with and empowerment. Leaders should inspire open communique, offer mentorship, and help employees in their professional boom and development.
- Align HR Strategies with Organizational Goals: Enhance recruitment and choice tactics to discover individuals who align with the agency’s culture and values. Develop complete performance management structures that target worker improvement and growth. Organizations must prioritize skills management and succession-making plans to identify and increase future leaders.
- Embrace Technology for Communication and Collaboration: Implement modern communique gear to foster obvious, open, and efficient employee communication. This includes virtual collaboration platforms, information-sharing systems, and assignment management gear. Organizations need to put money into training personnel to efficaciously use those technologies and sell a culture of digital literacy.
Conclusion:
The comparative analysis of organizational shape, culture, and management styles within the case research of Netflix and Kodak highlights the colossal impact those elements have on organizational success or failure. By adopting pointers based totally on OBHR principles, companies can enhance their effectiveness, employee engagement, and adaptability in a dynamic business environment. A lifestyle of innovation, transformational leadership, and aligning HR strategies with organizational dreams can assist corporations in thriving and continuing to be aggressive in an ever-changing market.
References
Habersang, S., Küberling‐Jost, J., Reihlen, M., & Seckler, C. (2019). A process perspective on organizational failure: a qualitative meta‐analysis. Journal of Management Studies, 56(1), 19-56.
Hamlin, R. G., & Patel, T. (2020). Toward an emergent Asian behavioral model of perceived managerial and leadership effectiveness: a cross-nation comparative analysis of effective and ineffective managerial behavior of private sector managers in India and South Korea. Human Resource Development International, 23(3), 259–282.
Jaworski, B. J. (2021). Netflix: Reinvention across multiple time periods. AMS Review, 11(1-2), 180-193.
Markham, A., Stavrova, S., & Schlüter, M. (2019). Netflix imagined affordances, and the illusion of control. Netflix at the Nexus. Content, Practice, and Production in the Age of Streaming Television, 29-46.
Mier, J., & Kohli, A. K. (2021). Netflix: reinvention across multiple time periods, reflections, and directions for future research. AMS Review, 11, 194-205.
Shibata, T., Baba, Y., & Suzuki, J. (2022). Managing exploration persistency in ambidextrous organizations: Case of Fujifilm and Kodak. R&D Management, 52(1), 22-37.
Souza, I., & Romero, F. (2021, September). Strategic Innovation Management at Netflix: A Case Study. In European Conference on Innovation and Entrepreneurship (pp. 955-R28). Academic Conferences International Limited.
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