Netflix's Hard Work Is Irrelevant

In the article 'Hard Work Is Irrelevant', hosts Steven Henn and Stacey Smith speak about the culture, standards and group environment inside of the multi-million dollar company called Netflix. This company's culture, norms, and standards are very different from most other companies. Instead of being measured by the amount of time they work, employees are measured by the outcome of their work (NPR, 2015). Netflix also values the change in the entertainment culture and changes their job positions according to those changes. These changes affect the different groups and parts of the Netflix staff because if a certain job is not needed anymore, the employees are encouraged to "move on" (NPR, 2015). These issues portray many group and cultural concepts that are known throughout sociology.

A change in the way the workplace ran became the basis of Netflix's culture. Netflix values their employees' outcome and importance in their work by using the term "Hard work is Irrelevant". The CEO of Netflix, Reed Hastings,

Each group works on a particular job in the company such as the sorting of DVDs, website management, product availability and so on. These groups are then split according to their job and this creates many different in-groups and out-groups. Eventually, some of the different jobs in the company caused Netflix to divided itself into two different companies, thus creating two major in-groups based on DVDs and online streaming (NPR, 2015). The split in Netflix changed the construct of the groups that were currently established by dividing the groups according to the companies. More groups were also created in the two companies because of the split. Although there are many different divisions and jobs in Netflix, each position is a subject for termination because of the cultural