OMHR presentation

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Disney vs. Netflix: A Culture Comparison

Final presentation by Baek Minjeong, Németh Márk and Kodituwakku Nethmi

Introduction

Hofstede defined organizational culture as the collective programming of the mind which distinguishes the members of one organization from another.The term refers to everything, differentiating a company from all others, from their values and beliefs to their leadership and their overall structure.

09.CONCLUSION

08. crs

07.innovation and adaptability

TABLE OF CONTENTS

01.Overview of Companies

02.Core Values

04. approaches to management

03.organizational design

05.Leadership Style

06. Employee Engagement

Netflix is the single largest subscription based online streaming service provider in 2024 with 282.7 million paid memberships

Netflix founded in 1997 -shifted into becoming a streaming service in 2007

Overview

In 2017 Disney and Netflix became direct competitors in the streaming industry with the launch of Disney+

Disney founded in 1923

Disney today is one of the largest entertainment conglomerates in the world.

• Creativity and Innovation
• Decency and Family orientation
• Communication and collaboration

• Freedom and responsibility
• High performance
• Inclusion and diversity

Netflix

Disney

Core values

The process of structuring a company's roles, responsibilities, and workflows to align with its strategic goals and optimize efficiency and adaptability.

Organizational Design

• Decentralized management style , empowering employees to make decisions.
• “Freedom and Responsibility” policy encourages trust and accountability.
• Leadership focuses on innovation and removing barriers for high performers.

Approaches to management

NETFLIX

Adopts a flexible and trust-based management style that values innovation and empowers employees to challenge the status quo.

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DISNEY

Favors a structured and controlled approach to management, ensuring every decision aligns with its longstanding brand identity and storytelling legacy.

• Centralized decision-making at the executive level.
• Emphasis on control and alignment with long-term brand objectives.
• Managers supervise tasks closely to ensure quality and adherence to company standards.

Leadership Styles

Employee Engagement

• Offers structured training through programs like Disney University.

• Strong sense of belonging tied to the “magic-making” identity.

• Career progression is clear but often comes with limited flexibility.

Disney

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• Encourages individuality and high performance through autonomy.

• Performance reviews are candid and focused on constant improvement.

• Employees are treated as “fully formed adults” and expected to self-manage.

Netflix

disney

netflix

Risk-averse culture, preferring proven strategies

Success in adapting to streaming platforms through Disney+

Focus on incremental innovation, extending and reinventing existing franchises

Continuously evolves with market demands, such as global content production

Data-driven approach to create content that resonates with diverse audiences

Pioneered the streaming revolution, disrupting traditional entertainment

Innovation and Adaptability

netflix

• Invests in diversity and representation through original content.

• Aspires to be carbon neutral by reducing environmental impact.

• Engages in global initiatives to highlight underrepresented voices

Corporate Social Responsibility (CSR)

disney

• Committed to sustainability (e.g., reducing emissions in theme parks).

• Partnerships with charitable organizations like Make-A-Wish Foundation.

• Focus on inclusive storytelling to reflect diverse audiences.

Conclusion

In ,

Disney and Netflix exemplify two distinct organizational cultures shaped by their approaches to management, employee engagement, and adaptability. Disney thrives on tradition and consistency, while Netflix embraces innovation and flexibility. Both strategies highlight how aligning organizational design with core values can drive success in unique ways.

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Pemployee engagement

Disney fosters employee engagement through structured training programs and a strong connection to its mission of creating "magic," though it operates within a more traditional framework. Netflix, on the other hand, drives engagement by offering employees autonomy, treating them as decision-makers, and emphasizing transparency and high performance.

The approaches differ significantly in how they balance control and creativity. Disney's management approach emphasizes maintaining a consistent brand image and minimizing risks, which supports its long-term strategic stability. In contrast, Netflix's approach prioritizes agility and rapid decision-making, allowing for a dynamic response to changing market demands and fostering a culture where experimentation is encouraged.