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Redefining Motivation in Digital Transformation: Employee Motivation in a Flat Organization

Redefining Motivation in Digital Transformation: Employee Motivation in a Flat Organization

Václav Cejthamr
Copyright: © 2020 |Pages: 33
ISBN13: 9781799802143|ISBN10: 1799802140|ISBN13 Softcover: 9781799802150|EISBN13: 9781799802167
DOI: 10.4018/978-1-7998-0214-3.ch007
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MLA

Cejthamr, Václav. "Redefining Motivation in Digital Transformation: Employee Motivation in a Flat Organization." Examining Cultural Perspectives in a Globalized World, edited by Richard Brunet-Thornton, IGI Global, 2020, pp. 141-173. https://doi.org/10.4018/978-1-7998-0214-3.ch007

APA

Cejthamr, V. (2020). Redefining Motivation in Digital Transformation: Employee Motivation in a Flat Organization. In R. Brunet-Thornton (Ed.), Examining Cultural Perspectives in a Globalized World (pp. 141-173). IGI Global. https://doi.org/10.4018/978-1-7998-0214-3.ch007

Chicago

Cejthamr, Václav. "Redefining Motivation in Digital Transformation: Employee Motivation in a Flat Organization." In Examining Cultural Perspectives in a Globalized World, edited by Richard Brunet-Thornton, 141-173. Hershey, PA: IGI Global, 2020. https://doi.org/10.4018/978-1-7998-0214-3.ch007

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Abstract

The rapid pace of change and the rapid growth of technology, especially artificial intelligence, are accelerating the pace of organizational transformation in enterprises. Organizations must be able to respond appropriately. Hierarchical structures still dominate current organizational systems. One way to respond adequately to today's challenges is to introduce flat organizational structures that represent a specific decentralized management system. Flat organizational structures, represented mainly by holacracy, require other ways of motivating workers, mostly predominantly millennials. In addition, organizations can no longer count on employee loyalty. However, boss-less organizations that rely on self-management and self-control are not suitable for every employee, and the concept of self-management and the boss-less organization has to be further developed and adjusted. The solution can be to redesign a traditional hierarchical model of needs that should be adapted and targeted to the current needs of flat organization employees that no longer count on managers.

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