TL;DR
In 2008, discussions emerged around how large organizations and hierarchical bosses conflict with human nature. The idea is that humans thrive in smaller, more autonomous groups, and large companies may hinder this natural tendency.
In 2008, a growing body of thought questioned whether large organizations and hierarchical bosses align with human nature, suggesting that smaller, autonomous groups may be more natural for workers.
The discussion originated from observations by startup founder and technologist, who noted that humans seem better adapted to working in small groups of around 8 to 20 people, similar to hunter-gatherer societies. He argued that large companies, often with hundreds or thousands of employees, rely on a tree-structured hierarchy with bosses at each level, which creates artificial constraints on individual freedom.
The core issue identified is that these hierarchical structures force groups to act as if they were a single entity, reducing individual initiative and autonomy. This is likened to the effects of high fructose corn syrup in food—something that appears appealing but is fundamentally unhealthy—implying that large organizations are similarly unnatural and potentially harmful to workers’ well-being.
Why It Matters
This idea matters because it challenges conventional corporate structures, suggesting that smaller, more autonomous work groups could improve worker satisfaction, productivity, and well-being. It questions the assumption that large organizations are the most efficient or natural way to work, potentially influencing future organizational design.
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Background
The concept draws on research and observations from the early 2000s about human social structures, comparing modern workplaces to hunter-gatherer groups. It also reflects a broader critique of industrial-era organizational models, emphasizing that humans are biologically and socially adapted for smaller, more flexible groups rather than large hierarchies.
“Humans weren’t meant to work in such large groups. The root of the problem is that humans weren’t meant to work in such large groups.”
— the original author
“Working for a big company is like high fructose corn syrup: it has some qualities of things you’re meant to like, but is disastrously lacking in others.”
— the author
What Remains Unclear
It remains unclear whether this perspective has led to widespread organizational change or if practical constraints prevent smaller, autonomous work groups from replacing traditional hierarchies. The long-term impact of adopting such models is still under discussion.
What’s Next
Future developments may include increased experimentation with flat or decentralized organizational structures, especially in startups and tech firms. Monitoring these changes will reveal whether smaller, autonomous groups become a standard in workplace design.
Key Questions
Does this mean all large companies are inherently unhealthy for workers?
Not necessarily. The argument suggests that hierarchical structures can be detrimental to individual autonomy and satisfaction, but some organizations may mitigate these effects through innovative management practices. The idea is to rethink organization size and structure, not to dismiss large companies outright.
Are smaller work groups more productive?
Some evidence and anecdotal reports indicate smaller, autonomous teams can be more engaged and innovative, but comprehensive research is ongoing. The key point is that smaller groups align more closely with human social instincts.
Can large organizations be redesigned to be more natural?
Potentially. Approaches like decentralization, flat management, and increased autonomy aim to make large organizations more like smaller, natural groups. The effectiveness of these strategies varies and is still being explored.
Source: Hacker News
