No Rules Rules

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Reed Hastings is an entrepreneur who has revolutionized entertainment since co-founding Netflix in 1997, serving as its chairman and CEO since 1999. His first company, Pure Software, was launched in 1991 and acquired just before Netflix was launched. Reed served on the California State Board of Education from 2000 to 2004 and is an active educational philanthropist. He has sat on the board of several educational organizations including Dreambox Learning, KIPP and Pahara. He received a BA from Bowdoin College in 1983 and an MSCS in artificial intelligence from Stanford University in 1988. Between Bowdoin and Stanford, Reed served in the Peace Corps as a volunteer teacher in Southern Africa.

Erin Meyer is the author of The Culture Map: Breaking Through the Invisible Boundaries of Global Business, and a professor at INSEAD, one of the world’s leading international business schools. Her work has appeared in Harvard Business Review, The New York Times, and Forbes.com. In 2019, Erin was selected by the Thinkers50 as one of the fifty most influential business thinkers in the world. She received an MBA from INSEAD in 2004 and she currently lives in Paris, France. In 1994-95 Erin also served in the Peace Corps as a volunteer teacher in Southern Africa. Visit erinmeyer.com for more information.

出版者:Penguin Press
作者:Reed Hastings
出品人:
页数:320
译者:
出版时间:2020-5-12
价格:GBP 76.00
装帧:Hardcover
isbn号码:9781984877864
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Netflix cofounder Reed Hastings reveals for the first time the unorthodox culture behind one of the world's most innovative, imaginative, and successful companies

There's never before been a company like Netflix. Not only because it has led a revolution in the entertainment industries; or because it generates billions of dollars in annual revenue; or even because it is watched by hundreds of millions of people in nearly 200 countries. When Reed Hastings co-founded Netflix, he developed a set of counterintuitive and radical management principles, defying all tradition and expectation, which would allow the company to reinvent itself over and over on the way to becoming one of the most loved brands in the world.

Rejecting the conventional wisdom under which other companies operate, Reed set new standards, valuing people over process, emphasizing innovation over efficiency, and giving employees context, not controls. At Netflix, adequate performance gets a generous severance and hard work is irrelevant. At Netflix, you don't try to please your boss, you give candid feedback instead. At Netflix, employees never need approval, and the company always pays top of market. When Hastings and his team first devised these principles, the implications were unknown and untested, but over just a short period of time they have led to unprecedented flexibility, speed, and boldness. The culture of freedom and responsibility has allowed the company to constantly grow and change as the world, and its members' needs, have also transformed.

Here for the first time, Hastings and Erin Meyer, bestselling author of The Culture Map and one of the world's most influential business thinkers, dive deep into the controversial philosophies at the heart of the Netflix psyche, which have generated results that are the envy of the business world. Drawing on hundreds of interviews with current and past Netflix employees from around the globe and never-before-told stories of trial and error from his own career, No Rules Rules is the full, fascinating, and untold story of a unique company making its mark on the world.

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这几年看的商业方面的流行书,可能我就看完了<Zero to One>和这本,这两本书都是让我大受震撼,各种观点看似离经叛道,但是逻辑上又能自圆其说。 这次我是在领导的推荐后才读的,现在公司的老板是网飞文化的粉丝,正试图在自己公司里面实践网飞这一套。新公司我刚刚来一...  

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这类成功企业管理方法的书籍特别像成功学,总给人一种他人的方法我可以复制,复制之后就能成功的幻觉。不过网飞的企业管理方式对于很多公司来说,复刻十分困难,对于小公司来说成本过高,对于大公司来说风险太大。 网飞的企业管理主要是以高密度人才为基础的。这个是很多企业现...  

用户评价

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"The actual company values, as opposed to the nice - sounding values, are shown by who gets rewarded, promoted, or let go"

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补标:挺好读的;也想在talent density高的地方就职

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"The actual company values, as opposed to the nice - sounding values, are shown by who gets rewarded, promoted, or let go"

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不愧是founder写的,比另一本Patty的好很多。很好的方法论,但不是所有组织都有本事实践,这也是为何Netflix独特的地方。与OKR,Ray Dalio的radical transparency都有可以结合的地方

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"The actual company values, as opposed to the nice - sounding values, are shown by who gets rewarded, promoted, or let go"

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