Uploaded November 2025 | Updated September 2026, 2 weeks ago
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Donors make so much of what we do possible, and today is a day to say thank you! The generous commitment of our community allows us to continually push boundaries and develop path-bending leaders.
On behalf of the entire Haas community—our students, faculty, and staff—thank you to to all our donors for your belief and conviction. Let’s move business forward, together!
Explore Berkeley Haas: https://haas.berkeley.edu/
Programs: https://haas.berkeley.edu/programs
Career Outcomes: https://haas.berkeley.edu/careers
Student Life: https://haas.berkeley.edu/student-life
Events & Campus Visits: https://haas.berkeley.edu/visit
Connect with Admissions: https://haas.berkeley.edu/contact
Follow us:
YouTube: @BerkeleyHaas
LinkedIn: linkedin.com/school/berkeley-haas
Instagram: instagram.com/berkeleyhaas
Facebook: facebook.com/BerkeleyHaas
BlueSky: https://bsky.app/profile/berkeleyhaas.bsky.social
X: https://x.com/BerkeleyHaas



![Episode 4: Going Above and Beyond The Job Description
In this time of quiet quitting and burnout, how do organizational leaders create a culture that encourages workers to go above and beyond their job description?
Organizational culture experts Jenny Chatman and Sameer Srivastava are back to answer this question from Meili Hau, the director of the Student Health Center at San Francisco State University. Tune in to hear Jenny and Sameer share real-world insights and research as well as strategies you can put to work to improve your workplace culture.
Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket: https://forms.gle/mxt7gBpRFqy4e52z5.
Find the full transcript and learn more about the podcast at https://haas.berkeley.edu/culture/culture-kit-podcast/.
*The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.*
Jenny & Sameer’s 3 Main Takeaways:
1. Codification – Codify your values and norms and systematically bake them into the fabric of your organization.
2. Opportunity – Set up systems and opportunities for people to not only document their work and share knowledge across boundaries, but also to form relationships and meaningful connections that span those boundaries.
3. Leadership – Leaders should reinforce the big picture, laying out a strong vision that inspires people to go above and beyond their job descriptions to achieve big goals together.
Show Links:
• Who is Quiet Quitting For? (https://www.nytimes.com/2022/08/23/style/quiet-quitting-tiktok.html) [The New York Times]
• The Berkeley-Haas School of Business: Codifying, Embedding, and Sustaining Culture Case Study A (https://drive.google.com/file/d/1SaZoNRPKBzmR-90Axe_tIRA3Ic0KDUy6/view?usp=drive_link) and B (https://drive.google.com/file/d/1suDBpHq7l5DayIixo-goZL8bLzMsgZgr/view?usp=drive_link)
• Berkeley Haas Defining Leadership Principles (https://www.youtube.com/watch?v=7dNlBq3Xu-U)
• Where Culture Really Matters: Berkeley’s Haas School (https://poetsandquants.com/2018/06/13/where-culture-really-matters-berkeleys-haas-school/) [Poets&Quants]
• How Stripe Built a Writing Culture (https://slab.com/blog/stripe-writing-culture/)
• Deans Speaker Series | Patrick Collison, Co-Founder & CEO, Stripe; Co-Founder, Arc Institute (https://www.youtube.com/watch?v=az3D8DhyltY)
• The Hidden Power of Social Networks (https://www.amazon.com/Hidden-Power-Social-Networks-Understanding/dp/1591392705)
• Enculturation Trajectories: Language, Cultural Adaptation, and Individual Outcomes in Organizations (https://pubsonline.informs.org/doi/abs/10.1287/mnsc.2016.2671?casa_token=mDWinWsMC6cAAAAA:ToMW7xPctg_zB5u7njJF9tx3gpatt1pDj-hPKW_scg5WiYleyVjsqx-tQowpYOMNmvtprYcPrw) [Management Science]
• Organizational Commitment and Psychological Attachment: The Effects of Compliance, Identification, and Internalization on Prosocial Behavior (https://psycnet.apa.org/record/1986-29987-001) [Journal of Applied Psychology]
*The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Episode 4: Going Above and Beyond The Job Description](https://i.ytimg.com/vi/ZseERRyITDw/mqdefault.jpg)






![Episode 5: How To Avoid Creating a ‘Yes Man’ Culture
A “yes man” culture that is adverse to dissent can not only be stifling for employees, but in some cases, can be downright dangerous. So how do you create a culture where everyone feels empowered to bring their ideas to the table?
On today’s episode of Culture Kit, Haas School of Business professors and organizational culture experts Jenny Chatman and Sameer Srivastava answer a question from Shuchi Mathur, the Vice President of Customer Experience at Reelgood. Jenny and Sameer share examples of companies they’ve worked with like Pixar and Netflix that have built cultures around celebrating failure and farming for dissent.
Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket: https://forms.gle/mxt7gBpRFqy4e52z5.
Find the full transcript and learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at https://haas.berkeley.edu/culture/culture-kit-podcast/ .
*The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.*
Jenny & Sameer’s 3 Main Takeaways:
1. Be intentional – recognize that you need to go out of your way to prioritize dissent; otherwise you might inadvertently stifle it.
2. Build systems – some organizations even establish processes to encourage people to take deliberate action to surface dissent. This is mission-critical in an organization where life and safety are on the line.
3. Model what you want to see – leaders need to actively model a willingness to admit when they’re wrong and own up to mistakes. At the same time, they can seek out and defer to expertise, rather than acting like they always have the answers.Show Links:
• Boeing Hit by Damning FAA Report Faulting Safety Culture (https://www.bloomberg.com/news/articles/2024-02-26/boeing-safety-culture-found-inadequate-confusing-by-faa-panel) [Bloomberg]
• Fixing Boeing’s Broken Culture Starts With a New Plane (https://www.bloomberg.com/news/articles/2024-04-04/fixing-boeing-s-broken-culture-starts-with-a-new-plane) [Bloomberg]
• Boeing: Last Week Tonight with John Oliver (HBO) (https://www.youtube.com/watch?v=Q8oCilY4szc&ab_channel=LastWeekTonight) [YouTube]
• The Lasting Leadership Lessons From The Challenger Disaster (https://www.forbes.com/sites/michaelperegrine/2021/01/24/the-lasting-leadership-lessons-from-the-challenger-disaster/) [Forbes]
• The Challenger Launch Decision: Risky Technology, Culture, and Deviance at NASA (https://books.google.com/books/about/The_Challenger_Launch_Decision.html?id=6f6LrdOXO6wC) [University of Chicago Press]
• Sales Misconduct at Wells Fargo Community Bank (https://hbsp.harvard.edu/product/118009-PDF-ENG?Ntt=sales%20misconduct%20at%20wells%20fargo) [Harvard Business Publishing]
• Zappos has quietly backed away from holacracy (https://qz.com/work/1776841/zappos-has-quietly-backed-away-from-holacracy) [Quartz]
• Structure That’s Not Stifling (https://hbr.org/2018/05/structure-thats-not-stifling) [Harvard Business Review]
• Farming for dissent: The strategy that helped Reed Hastings turn Netflix into a $240 bn company (https://www.businesstoday.in/latest/corporate/story/farming-for-dissent-the-strategy-that-helped-reed-hastings-turn-netflix-into-a-240-bn-company-426299-2024-04-21) [Business Today]
• Reed Hastings: This 3-word tactic helped make Netflix a $240 billion company (https://www.cnbc.com/2024/04/20/how-to-make-big-decisions-the-tactic-reed-hastings-used-at-netflix.html) [CNBC]
• Netflix: A Creative Approach to Culture and Agility (https://hbsp.harvard.edu/product/420055-PDF-ENG?Ntt=netflix%20culture) [Harvard Business Publishing]
• No Rules Rules: Netflix and the Culture of Reinvention (https://www.amazon.com/No-Rules-Netflix-Culture-Reinvention/dp/1984877860) [Penguin Press]
• Mindset: The New Psychology of Success (https://books.google.com/books/about/Mindset.html?id=fdjqz0TPL2wC) [Random House Publishing Group]
• Lessons from Pixar 2: Failure Is an Ingredient for Creativity (https://medium.com/great-business-stories/lessons-from-pixar-2-failure-is-an-ingredient-for-creativity-b54b34abaccd) [Medium]
• Microsoft CEO Satya Nadella Apologizes For Comments On Womens Pay (https://www.forbes.com/sites/amitchowdhry/2014/10/10/microsoft-ceo-satya-nadella-apologizes-for-comments-on-womens-pay/?sh=69f534ff6d2b) [Forbes]
• Microsofts CEO Sent an Extraordinary Email to Employees After They Committed an Epic Fail (https://www.inc.com/justin-bariso/microsofts-ceo-sent-an-extraordinary-email-to-employees-after-they-committed-an-.html) [Inc]
• Satya Nadella at Microsoft: Instilling a Growth Mindset (https://hbsp.harvard.edu/product/LBS128-PDF-ENG?Ntt=satya%20nadella) [Harvard Business Publishing]
• Managing High Reliability Organizations (https://journals.sagepub.com/doi/abs/10.2307/41166631) [California Management Review]
• Must accidents h... Episode 5: How To Avoid Creating a ‘Yes Man’ Culture](https://i.ytimg.com/vi/b7paWqdWAt0/mqdefault.jpg)