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

Save your time - order a paper!

Get your paper written from scratch within the tight deadline. Our service is a reliable solution to all your troubles. Place an order on any task and we will take care of it. You won’t have to worry about the quality and deadlines

Order Paper Now

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

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).

Reply 1

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

Reply 2

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