By. Mbah Dharmo Purwalodra
In this millennial era, where the industrial revolution 4.0 has become an unavoidable reality, as a result of the acceleration of information technology, like it or not, organizational management has changed radically (fundamentally) to the bones of the organization. Therefore, nowadays, both social and profit organizations, whether consciously or unconsciously, do not prefer a data-driven organizational structure to a hierarchical structure (pyramid). Alternatively, in other words, organizations have moved away from hierarchical structures towards flatter ones. This can be seen from the organizational processes, from planning to controlling. It can even be seen physically from the shape of the office, which looks more open, and has a more communal (communal) climate.
Although I have not found more severe research with a horizontal organizational structure, the more influential the adoption of the organizational structure style can be considered to represent the acceleration of change that is happening all the time, namely: by increasing while making transparency more effective (openness), improve communication, and empower employees.
Some experiences show that a flatter organization can build efficiency and success in productivity, which creates a structure in organizational performance. However, the effectiveness of this flat structure depends on the organizational culture created earlier. Meanwhile, implementing the Organization's Vision-Mission will significantly affect the growth and development of organizational culture, which is intentionally directed to achieve common goals. Frankly, the data structure does look more chaotic (chaotic). However, those who manage with this system understand it as 'organized chaos.
This chaotic organizational climate can still be united through the arrangements that have it, such as understanding mutual agreements, codes of ethics, work ethics, and organizational culture that can release all personal interests, except for organizational goals. The principle that governs people in this horizontal structure is the freedom to find their path to success. Will they form a Team to complete their tasks or make decisions quickly without a formal leader. No matter how much they experiment, they must keep the end goal in mind and remain responsible for supporting decisions together with accurate data. This loose and flat structure has grown and developed (skills, knowledge, and attitudes) of employees and a dynamic work atmosphere and climate.
This fact is due to a very significant change in the management (management) of the organization, supported by the development of an understanding of Human Resources (HR), which is not only a factor of production (man, money, material, market, method, and machine) but as an Organizational Asset that continues to grow by itself, without being engineered. This is a multiplier effect of the digital culture that penetrates the heart of the organization. Thus, the organizational structure will not leave the hierarchical structure. Currently, employees are at the same level as their leaders.
Furthermore, organizational boundaries or definitions evolve evolutionarily. When I was in undergraduate college, the definition of an organization was a collection of individuals who work together to achieve a common goal. So today, the organization turns into a setting (Settings) where individuals from various backgrounds, educational qualifications, and diverse interests unite to work towards a common goal.
Back to the topic above, the organization's flatness supports the organization to move dynamically, triggering productivity and building performance. Some of the benefits that can be drawn from this horizontal organizational structure, among others:
1. Â Â Empowering Employees
In this horizontal structure, Employees have more freedom and autonomy, driving their organizational impact. The span of control over work units shows that chaos is by no means out of control. Employees have more accountability.
The horizontal organizational structure must move dynamically on the foundation of the Organizational Culture. This Organizational Culture is built through the accountability of the Employees themselves. Thus, the organizational structure will motivate employees to be organized and able to work cross-functionally. Another assumption that must be fulfilled is that the culture created is not forced by the organization. Employees are more responsible for each other, keep each other together, and teach each other (learning organization).
