Preparing Employees for Flat Organizational Model.

A series of forces such as global competition, technology revolution, smart competitors, and changing tastes-- are creating outcomes that include more uncertainty, more choices, and more complexity. The resolution is that the brass instrumental winners of today and tomorrow will have to be responsive, smaller, flatter, and oriented toward adding value through people, which employees do not attain with separate departments, but instead interact with whomever they must to deal the job done (Dessler).

Instead of the familiar pyramid-shaped organization with its seven or more layers of management, flat organizations with just three or four levels prevail. Many companies have already cut the management layers from a dozen to six or fewer, and therefore the number of managers. As the re main(prenominal)ing managers are left with more people to supervise, they are slight able to meddle in the work of their subordinates, who olibanum have more authority.

Empowered Decision Making Jobs today desire constant learning, higher- club thinking, and much more worker commitment. This calls for more employee empowerment, and less of a 9-to-5 mentality. Experts like Karl Albrecht argue for turning the typical organization upside-down (Albrecht). They say todays organization should put the customer--not the CEO--on top, to emphasize that all move the company makes must be aimed at pleasing customer needs.



This in turn requires empowering the front-line employees--the front desk clerks at the hotel, the confine attendants on the plane, and the assemblers at the factory--with the authority to respond quickly to these needs. The main purpose of managers in this upside down organization is to wait on the front-line employees, to see that they have what they need to do their jobs, and thus to wait on the customers. Theyre not simply there to oversee what workers do and to turn back their actions.

Let us evaluate the three main factors that contribute...

Course provided very subatomic information on flat organizations but this paper helps sort out a little.

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