Flat Organizational Structure in Hospitality Industry

Introduction

Some corporations favor a hierarchical structure with many tiers of administration, from the chief executive officer down to the staff. However, companies in the hospitality industry do better with a flat organizational structure in which there are no middle managers or supervisors. Every corporation, historical and modern, has needed to rely on teamwork and the delineation of responsibilities to achieve its objectives (Mosca et al., 2021). However, in today’s hypercompetitive and rapidly evolving social landscape, the conventional hierarchical structure methods reveal serious shortcomings and unpredictability. Businesses increasingly rely on the stability of clear communication and motivation as they adapt to an environment of turbulent new ideas and changing moral opinions; the flat organizational structure makes this possible with minimal effort. With a flat organizational structure, there are fewer tiers of management, which means more people can make decisions and have an impact, leading to growth and development. All organizational structures have drawbacks, but in the 21st century, companies that provide their employees leeways and a chance to succeed thrive. The flat organizational structure is a major catalyst for these elements.

Some characteristics of flat organizational structures demonstrate increased flexibility in providing information throughout the workforce, resulting in fast and clear communications. For example, communication in businesses with a tall or hierarchical structure can be distorted since it has to travel via several layers of intermediaries. This should be avoided at all costs due to the time and effort involved, as well as the potential for serious mistakes that could add unnecessary stress to already heavy workloads. Firms in the hospitality industry can profit from and improve upon open lines of communication attributable to flat organizational structures (Harsch & Festing, 2020). Flat organizational structures make it simple to adapt to the market, customers, and competitors and reduce the likelihood of communications distortion within the chains of roles. As a result, employees can better adapt to changing circumstances without sending messages up a chain of command.

Some successful businesses have traditionally relied on hierarchical management techniques, but the flat organizational structure eliminates many problems associated with this approach. The management of flat organizations is focused on the company and constantly looking for new methods to improve productivity (Morris et al., 2021). This study will discuss the benefits of adopting a flat organizational structure in the hospitality industry, including improved communication and the opportunity for people to realize their full potential. The success of open lines of communication, increased opportunities for teamwork that yield tangible results in the form of accomplished objectives, and the consequent boost in morale are the direct outcomes of the hospitality industry’s relatively flat organizational structure.

Literature Review

The persistent difficulties inherent in hierarchical organizational structures include subordinates rarely revealing their true interests and opinions to their superiors. Employees try to cover up problems and mistakes that can damage their reputation with management to escape criticism. Nevertheless, with a flat organizational structure, employees are not weighed down by the expectations of their positions, leading to the collaboration and innovation that the hospitality industry desperately needs to grow and fix its flaws. Tolerant leadership that directs and manages employees to accomplish goals creates a level playing field where everyone contributes equally (Kansakar et al., 2019). The success of today’s world-famous corporations in the hospitality industry, such as Marriott International, is partly due to their adoption of the flat organizational structure. A major strength of flat organizations is that they are more likely to be managed by influence than by authority, which could lead to a far more committed and enthusiastic workforce. This inspiration is essential within a company that strives to improve, establish, and achieve new goals.

However, organizations with a flat structure are more likely to have subpar performance if rising challenges are not timely and amicably addressed. Naturally, many people in the organization will feel stressed as their workloads increase due to the broad scope of authority. More work would mean additional responsibility, and some employees may avoid accountability for various reasons, including their wellbeing and the needs of their families. The easy absorption of managers into flat organizations means that employees have more autonomy, but with that comes the risk that that independence may be abused (Ponting,