Find and research two different companies with different cultures and structures. Using your knowledge of Sociology and critical thinking, extrapolate the kind of workplace situation each culture creates. What are the pros and cons of these structures? Do you prefer one structure over another, explain why. Please select the two companies you intend to research and post these to the Discussion. No more than two people can research and report on the same company or organization. Company/organization selections will be granted first-posted, first-claimed. Be sure to check the discussion postings to see what organizations have been claimed before you complete all of your work
Sample Answer
The Netflix culture creates a dynamic, fast-paced, and highly competitive workplace. Employees operate with a high degree of agency, making significant decisions without layers of bureaucratic approval. This environment is ideal for highly skilled, self-motivated individuals who thrive under pressure and constant scrutiny. However, it fosters an atmosphere of perpetual vigilance where employees must constantly prove their value. Social dynamics are characterized by transactional relationships focused on performance, rather than deep, long-term bonds. This reduces the risk of groupthink but increases social stress and potentially fosters an "out-group" of perceived lower performers.
Preferred Structure
Given the choice between these two extremes, I prefer the Toyota structure.
While the promise of high-growth and autonomy at Netflix is appealing, its "adequate severance" policy is a socially unsustainable model. The high-stress, cutthroat environment prioritizes individual brilliance at the expense of social cohesion and psychological safety. From a sociological perspective, the constant threat of termination creates anomie (a sense of normlessness and social disconnection) and extreme role strain, leading to high turnover which disrupts organizational memory and collective efficacy.
The Toyota structure, conversely, prioritizes stability, continuous learning, and collective well-being. Its slow, consensus-driven process builds social capital and deeply embeds knowledge. While the structure can be slow to adapt, its foundation of respect and security makes it a more ethical and sustainable workplace model that reduces overall family stress and provides long-term career fulfillment. It emphasizes the social and collective nature of work, which is vital for long-term human thriving.