This structure is useful to some extent as innovative employees are given the freedom to create new technologies and experiment with them sans any fear of failure. However, this structure also runs the risk of having no leadership in times of crisis, thus harming risk management. In addition, motivation at the company suffers as a result of this organizational structure (Edidin, 2011: p42). Valve does not have visionary leadership that can articulate the company vision to employees, instead relying on their employee handbook to orient and direct employees. Valve also faces potential problems with mentoring employees because of its organizational culture. This report will seek to conduct a case study of Valve Corporation with regards to its organizational structure and motivation of employees.
Valve Corporation’s organizational structure and architecture are flat in nature with no managers to manage the more than 300 employees. One of the most interesting aspects of Valve Corporation’s organizational structure is its flat and organic nature. The organic theory of organizational structure posits that an organization’s organic structure is directly linked to a flat structure (Takahara & Mesarovic, 2012: p22). Because there are no managers in the company or management levels for that matter, the employees can communicate more easily with one another, while they also have the power to make decisions. In addition, the organic theory holds that business processes are not formalized, which can be evidenced at Valve Corporation that has no fixed description for employee positions. It is the employees who elect the groups and jobs they would want to work in for a particular period of time. The job descriptions are created by the employees according to the specific goals of a project, of which the job descriptions are, therefore, temporary and hold only until the project is completed. This means that there is flexibility in job description within the organization ...
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