Evaluating the most convincing point made for the counter-perspective (which point made the most sense, and why?
Note: Reply to the two discussion. Nothing to long around 300 words per reply
1. Evaluating the most convincing point made for the counter-perspective (which point made the most sense, and why?)
2. Evaluating the least convincing point made for the counter-perspective (which point lent the least support to the case, and why?)
3. Offering an argument overlooked by your classmate that would make his or her case stronger (in other words, present one new argument from the other perspective).
CASE: hierarchical structures cannot support collaborative cultures
First because hierarchical structures usually goes from top to the bottom which cause a tremendous effect to employees (Morgan, 2015).
Second because this type or structure does not put emphasis in their employees they might lose great talents (Morgan, 2015).
Third because change is always a challenge and with an environment of bureaucracy with slow peace can bring serious consequences (Morgan, 2015).
Morgan, J. (2015, July 6) The 5 Types of Organizational Structures: Part 2; The Hierarchy. Retrieved fromhttp://www.forbes.com/sites/jacobmorgan/2015/07/06/the-5-types-of-organizational-structures-part-1-the-hierarchy/#29c8d3153853
Hierarchical structures are everywhere in the business world, but some of them have issues with supporting a collaborative culture. The first reason that collaborative cultures cannot make it in this type of structure is due to poor or incorrect leadership. The leaders of the hierarchical structure must set the tone to the rest of the staff while also leading with passion and commitment (Caprino, 2014). A poor leader is quickly identified by the rest of the organization if the right attributes are not present. The second reason is due to a lack of respect and trust between leaders and management, and the employees beneath them. If leaders of an organization do not show respect for the people that work beneath them, their employees will not put forth the commitment and collaboration efforts that are desired. I have seen this happen time and time again with the company that I currently work for. A division between upper management and ground level employees makes for a culture that is not desired, and one that can also be very counterproductive. The third and final reason that I would like to discuss is, in a hierarchical structure, job titles and positions are desired by individuals as a token of power and respect. In a collaborative culture, it is better to keep the sense of hierarchy as low as possible so that everyone feels like an equal part of the team(Caprino, 2014). The feeling of equal contributions tends to level the playing field between employees and really makes for an overall better culture. However; in a hierarchical structure, this can be difficult to achieve.
Caprino, K. (2014, September 24). 6 Concrete Steps To Building A Collaborative Culture That Inspires. Retrieved from http://www.forbes.com/sites/kathycaprino/2014/09/24/6-concrete-steps-to-building-a-collaborative-culture-that-inspires/#84e2d8c1b