Flat Organisational Structure
Imagine a company with no vertical hierarchy. In other words, everyone is equal. While most companies are structured like a pyramid, companies such as US-based online retailer Zappos and video game developer Valve have gotten rid of hierarchies and job titles entirely. With few to no levels of middle management, employees gains greater autonomy and a sense of ownership. It also speeds up the decision-making process as bureaucracy is minimised, so businesses can better adapt to the rapidly changing market. Sounds like a win-win strategy? Unfortunately, the flat structure also comes with its own flaws: workers may experience power struggles due to the lack of reporting lines, and the absence of middle management positions means fewer advancement opportunities.
Once upon a time, it was a taboo to talk about pay. But now some international companies, including the likes of Whole Foods Market and social media marketing firm Buffer, are publicising their employees’ salaries for all to see. The rationale behind this seemingly odd policy is that it maximises transparency to reduce wage gaps, making it an effective tool to eliminate age, gender and racial discrimination. It also holds senior management accountable by substantiating their high pay rates. But of course, all the reasons why we’re sometimes advised to keep the details of our incomes hush-hush remain – the jealousy and resentment such knowledge might cause – so this policy remains controversial.