Showing posts from December, 2008

More on "A new Corporate Organization Model"

Thanks for your feedback re the " A new Corporate Organization Model " post. Please find below 7 great reasons to work at Netflix taken from . This post provides greater details behind the new model than my last post did on the subject. Netflix Delights People It is satisfying to work at a company that people love. When you wear Netflix clothing, strangers regale you with tales of how much they enjoy your company's service. We're ranked number one in customer satisfaction across the entire e-commerce universe, narrowly besting such great companies as Apple and Amazon. Our commitment to doing the right thing by our customers is partially to protect our reputation as a company, and partially because it is a reflection of us as individuals. Every day we stretch to be a little bit better. Our success is from creative use of the Internet to help people discover and watch movies they will love. Each human has very unique ta

Re: A new Corporate Organization model

Please find below a response by Andy Tillo to the previous post "I like the idea to try something new, but I'd like to see how conflict is managed. So if 'Jim' and 'Steve' both created a new product that 'Bill' thinks isn't worth his time. How do you get Bill to work on it? He reports to nobody, but has the tools that Jim and Steve need. I'd wonder how that is resolved. I can see the "Kum Bah Yah" mentality where everyone agrees with everyone else and it *could* happen if you have the right mix of people and personalities, but I have to assume that Netflix is a fairly large business and any group that large has diversity and disagreements. I *do* think that management is a waste of time and money in all organizations larger than about 50 people, but I think it is a necessary evil when you get to be much bigger than that. The key is finding the person/persons that are going to listen to all sides of the story and make the

A new Corporate Organization model

Almost all big corporations are organized in a hierarchy. Netflix is adopting a new model. Following text is taking from "A few things you may not know about us • You won’t have any direct reports. You will, however, have bright technology, design, research, customer service, marketing and operations partners, and plenty of resources to execute your vision. Our approach is to stay “lean and mean”; building management layers adds complexity that often stands in the way of results. This approach gives you time to think “big picture” then get a team focused on a few key ideas that will drive innovation. • In order to attract deep talent, Netflix pays at the 90th percentile. Solving hard problems requires highly talented people, and we compensate appropriately." Doesn't this make more sense?

A good explanation of why the government bailouts are not working

Quantitative easing from Marketplace on Vimeo .

The Final Analysis

2008 is coming to an end. It has been a historical year for the world. I hope you take some time to reflect on this year. I am writing to share a poem, which always hangs on my office wall, by Mother Teresa. It is titled, "The Final Analysis." People are often unreasonable, illogical, and self-centered; ...Forgive them anyway! If you are kind, people may accuse you of selfish, ulterior motives; ...Be kind anyway! If you are successful, you will win some false friends and some true enemies; ...Succeed anyway! If you are honest and frank, people may cheat you; ...Be honest and frank anyway! What you spend years building, someone could destroy overnight; ...Build anyway! If you find serenity and happiness, they may be jealous; ...Be happy anyway! The good you do today, people will often forget tomorrow; ...Do good anyway! Give the world the best you hav

Reference for Management

In my never-ending journey through the Internet. I came across a good site with reference to popular management concepts. It is Enjoy!

A Complex System Principle

People who benefit most from the system, end up running the system.