1. FLAT
ORGANISATIONAL
STRUCTURE

2. FLAT ORGANISATION
 Also known as horizontal organization
 Few or no levels of intervening management
between staff and managers
 Well-trained workers are more productive when
directly involved in the decision making process
 Not closely supervised by many layers of
management.
 Possible only in smaller organizations or
individual units within larger organizations

3. FLAT ORGANISATION
 Promotes employee involvement through a
decentralized decision-making process
 Elevates 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

4. DIAGRAM: FLAT STRUCTURE

5. ADVANTAGES OF FLAT
ORGANISATIONS
 More/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.

6. 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.

7. BARISTA STORES
 Structure
– Functional in structure and relatively flat
– Corporate organization is tall with four levels
of management above store management
Store Manager
Assistant Manager
Shift Supervisors
Baristas Baristas Baristas

8. 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