Organizational Structure

One belief I have accepted in my life is the structure of many organizations. I believed that the layering of management in organizations was the right way to accomplish tasks and make important decisions. That is, until I really began to look at the structure, and rationalize it in my mind. Then, I began to see the problems inherent with many organizations, and reject the "normal" structure that promotes these problems. I have seen how the hierarchy of command often stifles new ideas and innovations in any organization, large or small, because of fear, misunderstanding, and distrust. This is why I have come to reject this type of layered management. A new type of organizational structure is being studied and attempted by many entities, including Ford Motor Company and the U.S. Military, and I believe that change is good, and even necessary, for most organizations to thrive and grow. Some new organizational structures remove the layering of power and decision, and give decision-making ability across the board. This allows all of the staff to join in the decision making process, and in the success of the organization, and I believe this is a good and positive step in restructuring organizations. As more organizations begin to realize there are new and innovative ways to involve everyone in the process, then more organizations will see the benefits of changing the way people report to one another, and how they solve problems. Removing the layers of management and hierarchy create more open communication, and remove the fear many staff feel when discussing new ideas and innovations. Having many people "in charge" in an organization may work for some people, but for most it stifles their creativity and need for challenge and growth. I reject the type of management that cannot learn from everyone on staff, and look forward to a time when organizations have the capacity to learn from within, as well as from the outside. I think that will be a new and better day for American business.