A horizontal organization, sometimes called a "flat structure", is a management model characterized by an egalitarian distribution of responsibilities and influence within the company. Its aim is to foster autonomy and collective decision-making among the organization's members.
The idea of a flat organization is based on the rejection of the traditional hierarchy, where power is concentrated at the top and decisions flow down from the top. Instead, in a flat structure, every member of the organization has an equal voice and an equal share of responsibility. This creates an environment where collaboration and active participation are encouraged.
Horizontal organization can be particularly attractive for companies seeking to cultivate a democratic working climate and draw on the skills and ideas of all employees. It is often associated with participative decision-making methods, such as consensus or consent, which enable the whole organization to contribute to defining objectives and solving problems.
Although horizontal organization can offer many advantages, it is not without its challenges. It can sometimes be difficult to implement in larger companies, and conflict management can become more complex in the absence of a traditional hierarchical structure.
In short, a horizontal organization is a management model that promotes equal responsibility and influence within the company. It aims to encourage autonomy and collective decision-making, and is particularly suited to organizations wishing to cultivate a culture of collaboration and active engagement among their members. However, it can be challenging to implement, and may need to be adapted according to the size and complexity of the organization.
