FLAT ORGANISATIONAL STRUCTURE

FLAT ORGANISATIONAlso known as horizontal organizationFew or no levels of intervening management

between staff and managersWell-trained workers are more productive when

directly involved in the decision making processNot closely supervised by many layers of

management.Possible only in smaller organizations or

individual units within larger organizations

FLAT ORGANISATIONPromotes employee involvement through a

decentralized decision-making processElevates the level of responsibility of baseline

employees and eliminating layers of middle management

Comments and feedback reach all personnel involved in decisions more quickly

Response to customer feedback becomes more rapid

Depends upon a much more personal relationship between workers and managers

DIAGRAM: FLAT STRUCTURE

ADVANTAGES OF FLAT ORGANISATIONSMore/Greater communication between

management and workers.Better team sprit. Less bureaucracy and easier decision

making.Fewer levels of management which

includes benefits such as lower costs as managers are generally paid more than worker.

DISADVANTAGES OF FLAT ORGANISATIONS

May limit/hinder the growth of the organisation.

Structure limited to small organisations such as partnerships, co-operatives and some private limited companies.

Function of each department/person could be blurred and merge into the job roles of others.

BARISTA STORES

B aris tas B aris tas B aris tas

S h ift S u p erviso rs

A ss is tan t M an ag er

S to re M an ag er

Structure– Functional in structure and relatively

flat– Corporate organization is tall with four

levels of management above store management

RESTAURANT ORGANISATION CHART

OWNER/GM

EXEC CHEF DR MANAGER

SOUS CHEF PASTRY CHEF ASST D R MANAGER BAR

HOST(ESS)

FLAT ORGANISATION STRUCTURE APPROPRIATE FOR :• LARGE INDEPENDENT RESTAURANT• SMALL INDEPENDENT RESTAURANT• A CHAIN ATTEMPTING TO MAINTAIN LEVEL SALES IN ALL RESTAURANTS• A RESTAURANT ATTEMPTING TO RECOVER FROM BAD SALES PERFORMANCE