1 linear organizational structure
2 Functional organizational structure
3 Department organizational structure
4 matrix organization form
Flat organizational structure; It is to establish a compact and lean flat organizational structure by reducing administrative levels and redundant personnel.
As a fashionable term or phrase, flat organizational structure is very popular in the management field. Almost every manager is talking about its benefits and advantages, but let's think about it carefully. Is the flat organizational structure really that good?
Yes, flattening can speed up information transmission and make decision-making faster and more efficient. At the same time, due to flattening, the cost of enterprises is lower. Similarly, due to flattening, the decentralization of enterprises has been implemented, and each middle-level manager has greater autonomy to make better decisions. But after several years of flat management, let's see what changes have taken place in our society: middle-level managers have been constantly changing jobs, management consulting institutions have expanded rapidly, and advisory groups have expanded rapidly, all of which are unqualified.
I think this is the disadvantage of flat organizational structure.
There used to be a group leader, a squad leader, a squad leader, a team leader, a workshop director, a company director, a deputy manager, and finally a company chairman. Among them, many middle managers appear as liaison officers and supervisors. Now? In an enterprise with business divisions or functional departments, there are marketing managers, financial managers and production managers, and the next floor is the following small team. There is no professional title, and the business cards are printed with manager. In fact, they are just junior officers and clerks at the bottom. When they encounter a project, they may temporarily form a team, usually with their own responsibilities. A group of people are looking at the position of the manager above, and once the manager above is transferred, one of them may be promoted, and the result is probably because of inexperience and repeated mistakes. At the same time, due to his promotion, there may be a group of people with almost the same ability and status in the enterprise who quit their jobs or start to fight against their superiors. So the company invited airborne troops and changed more than half of the staff. As a result, the treatment is getting worse and worse. So I thought of hiring a group of experts for consultation with high salary. When the music ended, I found that the problem didn't solve much. As a result, the enterprise let the consulting company enter the company and cooperate for a long time. As a result, the real functional organization has become the executive tool of one consultant after another. Enterprises cannot do without consulting institutions. At this time, the enterprise found that the efficiency was not greatly improved and the cost was not reduced. On the contrary, it turns a good enterprise into a testing ground for others.
This goes against the original intention of the enterprise, but it is not uncommon in reality, so flattening is not omnipotent or even effective. When taking it, you should consider the possible side effects, and don't unilaterally recognize its advantages and ignore its disadvantages.