![]() ![]() ![]() Benefits Įmpirical evidence from Ghiselli and Johnson suggests that the amount of independence that managers in flat organizations possess as a result of the flat organizational structure satisfies many of their needs in terms of autonomy and self-realization. Moreover, managers in a flat organization rely less on guidance from superiors because the number of superiors above the manager is limited. A manager in a flat organization possesses more responsibility than a manager in a tall organization because there is a greater number of individuals immediately below them who are dependent on direction, help, and support. In flat organizations, the number of people directly supervised by each manager is large, and the number of people in the chain of command above each person is small. Transforming a highly hierarchical organization into a flat organization is known as delayering. Tall and flat organizations differ based on how many levels of management are present in the organization and how much control managers are endowed with. ![]() An organizational structure refers to the nature of the distribution of the units and positions within it, and also to the nature of the relationships among those units and positions. A flat organization (also known as horizontal organization or flat hierarchy) is an organizational structure with few or no levels of middle management between staff and executives. ![]()
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