hierarchy culture

Hierarchy Culture

This type of organizational culture approach is widely adopted by those companies whose main objective is to generate outputs efficiently, consistently, and predictable. In this case, in order to distribute responsibilities and authority, the lines between employees and departments are clearly delimited. It is common for a hierarchy culture to value rules, authority, standardization, and responsibility above all else.

Fixed Environments Reinforce Hierarchy Cultures

Fostering a hierarchy culture, focused on internal procedures, standardization, and bureaucratic communication flows, requires a totally different type of workspace than those that strive to stimulate collaboration and innovation.

The design of an office can promote the hierarchy culture of the company through the creation of spaces that allow focusing on tasks and meeting deadlines without distraction from colleagues. Furniture can be used to provide a feeling of stability and to increase the capacity of individuals within a space.

In this case, conference rooms and break rooms are probably the only areas where employees interact.

Reason For A Hierarchy Structure in A Company

  •  Authority and levels of duty are self-evident. 
  • Research shows that representatives who work for hierarchy organizations have a sense of safety; get paid on schedule, and are ensured to remain in their job over the long haul. As Maslow’s model of hierarchy recommends, if physiological variables are very much overseen, workers center better around the job that needs to be done. 
  • Promotional advancements lead to selective propelled status and reward. This can demonstrate extraordinary motivation for workers. 
  • Experts in their field. Representatives gain status through predictable difficult work and exertion inside a set job. By concentrating on their work alone, they are bound to accomplish master status in that one field. 
  • Departmental dedication can then again advance a clan -like dependability. This implies inside each group, solid bonds can shape.

What If you Don’t Follow Hierarchy Culture? What Will Be the Advantages? 

The traditional organizational chart in companies still represents the most common organizational model, although times are changing, as more and more companies are betting on adopting a linear organizational model.

The advantages of adopting this change represent a great opportunity for your company and for you as a professional who has the function of optimizing the structure and productivity internally. Below we will detail the advantages of this type of organizational structure in a company where all your employees have freedom and authority in decision-making.

Advantages of A Company Without Hierarchies

  • Better Communication Between Employees

The reduction of intermediaries means that communications do not slow down and that the interaction is much more fluid.

  • More Agility in Decision Making

By not passing continuous filters to be accepted, decisions are made in a much more agile way.

  • Identification With the Company

In the horizontal organization, your employee notices that his work and his decisions are important for the operation of the company. In this way, the feeling of belonging and identification with your company is reinforced.

  • Faster Adaptation to Changes

The best and fastest communication, together with the adoption of transversal systems, allows your company to be more adaptable to possible changes that are developed.

Adopting a horizontal hierarchy structure in your company is not done overnight. If you want to implement this type of organization in your organization chart, you must follow a specific model. Below we detail the steps to follow once it has been decided to address a variation of this magnitude.

Changes To Adopt A Horizontal Hierarchy Structure

Review Business Culture

Knowing the current culture of the company is essential to understand the initial situation in order to carry out an organizational change. Once you have detected it, you must analyze it and introduce new cultural values through an action plan that may include implementing training courses, continuous evaluation processes, or even taking into account the changes that are applied in the new selection processes.

A New Way of Evaluating

The single assessment of the direct manager is no longer the only way to evaluate for many companies. In the change to a horizontal organization, the company must adopt an evaluation method where the evaluations of the entire organization will be taken into account.

Professional Career Plan

In the horizontal organization, the vertical career plan model disappears, giving way to the career growth career plan . In this new model, the employee is acquiring new knowledge that will add value to him and to the organization.

New salary growth

The new structure without hierarchies does not take into account either the seniority in the company or the hierarchy growth of the employee.

The variable salary gains importance compared to the fixed one, in order to relate the salary directly to the achievement of business objectives and the employee’s contribution.

In conclusion, the advantages of your company adopting a horizontal structure in companies are multiple. However, to adopt this change, your company must carry out an internal assessment, starting by reviewing the current business culture and introducing the changes that are necessary for workers to identify themselves with your company as much as possible.

Now here comes the main Question, Is it Okay or Good for an organization?

Hierarchy organizations sort out their areas of expertise with military measures. Representatives and bosses know their space inside the workplace and they are relied upon to keep to it. 

For the large managers that typically implies a sweet corner office, which is generally the size of Five work areas and loaded up with common light. The fundamental deck, which sits inverse a gigantically predominant seat is enhanced with office plants, trophies, and photos of the family they don’t get an opportunity to see. 

For the representatives, they are normally set into workspace work areas, with allotments and constrained access to daylight. 

Much like a school, every day runs by a similar configuration and to the moment – you’re relied upon to be at your work area at the specific announcing time, take your 60 minutes just lunch simultaneously and leave (ordinarily at any rate an hour over paid-contracted occasions) when your work is finished. 

This is incredible for the individuals who are searching for soundness and schedule. Representatives comprehend what is anticipated from them (particularly as far as dependability and practice) and comprehend the repercussions of lateness. 

Complete Holding Leadership

As we’ve addressed, Various hierarchy Traditions are followed back to the Egyptian period. The configuration of Complete authority works and the evidence is that it kept going to the end of that period. 

As per culture specialists, this hierarchy methodology is set to come again and again. This is on the grounds that a reasonable organization course is significant. In any case, not at all like different working environments culture models -, for example, adhocracy, market, or tribe -. By receiving a methodology that rate and qualify workers on’ contribution by work status and hierarchy, supervisors can feel certain that the more experienced individual is reliable and subsequently it’s bound to be right. 

By Puneet Sharma

Puneet is an author in Human resources and an intelligent Search engine content marketer. He is specialized in reading and writing about human resource management and automating business management.

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