We are a horizontal organization

Typical for a Flat organization structure also called a horizontal organisation is the absence of a separatory level between the staff and managers. Thus, one of the main characteristics of such an organisation is the involvment of the most trained and experienced employees in the decision making process. While this sort of structure occurs mostly in smaller organisations, it may be just as well be met on a small scale within large organisations. Along with the expansion and growth of an organisation, however, the structure itself undergoes changes and the outcome is a company organized hierarchically. A flat organisation structure is the starting point for the majority of the organisations worldwide.

At the core of a flat organisation structure lies the concept of a decision making process involving most of the employees since their feedback as well as their views are very important and highly valued. This type of structure proves very resourceful as it enables a lucrative relationship and bonding between top management and  employees and sets a positive environment for ideas and collaboration to spring up.

From Concepts to Efficiency

A key-concept in a horizontal organization are self-directed teams (commonly met in non-profit companies and in non-business organizations) which often emerge within traditional business organizations either to deal with cross-functional concerns or to support employee empowerment. These self-directed teams prove to be very important when it comes to flattening the hierarchical system but the process should include other ways and methods as well. An efficient flattening of the hierarchy means lack of pressure on an individual who is no longer fed a more or less justified ambition to climb higher in the company’s structure.

BRAINS comes with this sort of approach and offering for individuals who are given the opportunity to evolve differently for a change, and seek to challenge themselves otherwise than getting promoted higher and higher in a hierarchy not always necessary or serving a solid purpose. Apart from this, such an approach allows a company a greater freedom in moving an individual to various positions without making the individual uncomfortable with the situation.

Management Made Easy

The more hierarchy is removed from an organization the more flexibility you gain at a management level since often appears the situation where organizational levels prove not only redundant but dangerously ineffective. The potential of self-directed and matrix teams should definitely not be ignored but explored to the maximum.