Let's look at the trends that will be relevant over the next two decades.
Flat business structures
Companies are increasingly moving to flatter organizational models as a direct result of developments in information technology.
Email, data exchange, and neural networks have not only sped up and improved the way companies work, but have also led to a reduction in headcount, a shift to flatter management structures, the elimination of paper documentation, and the introduction of electronic modeling of human thinking for decision making. These changes have dramatically increased the speed of information transfer and made it available on a global scale.
The most successful companies are flat organizations that have managed to move away from outdated hierarchical structures.
Their distinctive features:
Minimum number of management levels.
Employees have more freedom and a wider range of powers.
Geographically, the organization is distributed throughout the world. At the same time, the central management body may be located in a specific country, from which control over the other structures will be exercised.
Application of information technologies (including neural networks), as well as the latest logistics and production mechanisms.
Fast decision making. This chinese overseas british data package allows employees to fully realize their potential. Personnel can work with several companies at the same time, participate in various projects, without being tied to a specific workplace. This approach makes the company more competitive.
Ability to respond quickly to new opportunities and challenges emerging in the market.
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Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
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Learning organizations
Companies that are focused on continuous development and change are called learning organizations. This is a new trend in business that has already become popular among many large enterprises.
The modern interpretation of the concept of a "learning organization" has its roots in the work of Chris Argyris and his colleagues, who emphasize the difference between first-level learning, also known as single-loop, and second-level learning, or double-loop.
The differences between these types of training are as follows:
Single loop learning is about improving an organization's ability to achieve known goals. It is about daily and behavioral learning. Organizations learn without making significant changes to their core beliefs.
Double-loop learning, on the other hand, leads to a reconsideration of organizational goals, values, and beliefs. This type of learning involves changing the corporate culture and encompasses the organization's own learning processes and self-learning techniques.
Four stages of evolutionary development of organizations can be distinguished:
Knowledgeable organizations.
Understanding organizations.
Reflective organizations.
Learning organizations.
Learning organizations