Dow Chemical Company is a company with a history of one hundred years. Its flat organizational structure reform in 1998 has brought vitality to the global development of its human resource management system, and various strategies adjusted according to this strategic change have become the cornerstone of Dow's steady development. This can be regarded as a model of flat organization.

Organizational flattening is one of the most popular forms of organizational change in recent years. It mainly refers to a flexible new management mode established by organizations by reducing management levels, compressing functional organizations and reducing redundant staff, which reduces the intermediate management between the decision-making level and the operation level of the organization and decentralizes the decision-making power, thus improving the efficiency of enterprises. It can also be called the "slimming movement" of enterprise optimization. It is precisely because of these characteristics that for a time, organizational flattening has become the competitive object for many enterprises to carry out organizational changes.

2. Topic extension

Just as everything has a cause and effect, organizational flattening emphasizes the high speed, diversity and relevance of all kinds of information transmission and flow within the enterprise, which enables it to quickly respond to the rapid changes in market demand, but it also brings some costs and costs. For example, the reduction of the original rights of middle managers in enterprises will inevitably bring ideological pressure to people at this level, which will lead to resistance; For example, the failure to reorganize the management process before the organizational change will inevitably lead to the confusion of management procedures, which is counterproductive; For example, the flattening of the organization requires more stringent capabilities of grassroots personnel and managers. These factors are all related to people, so it can be said that organizational flattening puts forward new requirements and challenges for human resource management of enterprises. 3. Discussion content