Flat organisational structures, while promoting equality and flexibility, may inadvertently lead to chaos, confusion, and inefficiency. The absence of a clear hierarchy can cause uncertainty about roles and responsibilities, leading to a lack of accountability. Moreover, the absence of a structured career path may demotivate employees, as they may feel that their opportunities for advancement are limited.
On the other hand, a structured organisation provides clarity on roles, responsibilities, and career progression. It facilitates decision-making, as it is clear who has the authority to make decisions. Furthermore, a structured organisation promotes accountability, as it is clear who is responsible for what.
However, too much structure can stifle creativity and innovation. Therefore, a balance must be struck between structure and flexibility. A hybrid model, combining elements of both flat and hierarchical structures, may be the most effective. This model promotes equality and flexibility, while also providing clarity on roles, responsibilities, and career progression.
In conclusion, while flat organisations have their advantages, they are not without their drawbacks. A balanced, hybrid model may be the best solution for most companies.
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