Developing an Appropriate Team Model for Netflix Global Org Structure

Task:

1. develop an appropriate team model for Netflix global org structure including working with a virtual team.

2. discuss the team members’ characteristics, needs, and issues for each of the stages of your developed team model.

3. Identify any managerial tools you used in developing your model to provide recommendations for future team building.

Organizations are currently facing important and unprecedented challenges in an ever dynamic, constantly changing and complex environment. Economic activity of all types is moving in the direction of globalization. With the rapid development of electronic information and communication media in the last decades, distributed work has become much easier, faster and more efficient. To respond to the increasing de-centralization and globalization of work processes, many organizations have adapted to these dynamic environments by introducing virtual teams that collaborate by communication technologies across geographical, temporal, cultural and organizational boundaries to achieve common goal in their organization’s outputs. Virtual teams are growing in popularity and the rapid development of new communication technologies such as the internet has accelerated this trend so that today, most of the larger organizations employ virtual teams to some degree. Information technology is providing the infrastructure necessary to support the development of new forms of organizations. Virtual teams represent one such form, one that could revolutionize the workplace and provide organizations with unprecedented level of flexibility and responsiveness.

Virtual teams are important mechanisms for those seeking to leverage scarce resources across geographic and other boundaries and  represent a large pool of new product know-how which seems to be a promising source of innovation. With the rise of globalization, virtual teams are more distributed than ever, across time, space, and culture. These dimensions correspond to challenges that can significantly impact the productivity of virtual teams and the quality of the inter-personal relationships of their members. By describing the problems arisen in working in a multinational company that tries to apply local values to a global workspace and the corresponding solutions found, this paper aims to find general guidelines by which friction in communication could be reduced to better facilitate efficiency in multicultural virtual teams as well
as discover what principles should be applied for better remote management.