A hierarchical command structure is an organizational system that divides employees into specific roles and tasks. Employees are expected to follow strict guidelines and protocols set out by their superiors. This system can be found in many different industries, including military, law enforcement, businesses, and government agencies. The structure dictates that workers must obey the orders of those above them without question, regardless of whether they agree or disagree with the order. This type of structure has been used for centuries and has proven to be effective in certain situations.
It also carries risks. In this article, we will explore how exposure to hierarchical command structures influences vulnerability, relational negotiation, and emotional disclosure.
Exposure to hierarchical command structures can influence vulnerability in several ways. Firstly, it can create a sense of powerlessness among employees. When workers are told what to do without explanation or input, they may feel like they have no control over their own lives. This feeling can lead to anxiety, stress, and depression. Secondly, it can cause employees to fear punishment if they deviate from the rules. Workers may become scared of making mistakes or speaking up about issues because they know they could face consequences. This fear can lead to a lack of creativity, innovation, and productivity.
It can make employees feel isolated from one another. Since everyone is supposed to work independently, there is little opportunity for collaboration or teamwork. All these factors can increase employee's vulnerability.
Relational negotiation is an important part of any relationship. It involves two people working together to find solutions to problems and compromise on differences. Exposure to hierarchical command structures can limit relational negotiation in a few key ways. Firstly, it can prevent workers from expressing their opinions openly. Employees who feel like they must follow orders without question may hesitate to share their ideas or suggestions with others. This can stifle creativity and innovation within a company. Secondly, it can create a culture of distrust between coworkers. If workers believe that someone has more authority than them, they may be less likely to trust that person or collaborate effectively. Thirdly, it can make workers feel like they cannot rely on each other. If everyone is working independently, there is no safety net if something goes wrong. This can lead to tension and resentment.
Exposure to hierarchical command structures can also influence emotional disclosure. When workers are not allowed to express themselves freely, they may bottle up their emotions until they explode. This can lead to feelings of frustration, anger, and even depression.
Since workers are expected to suppress their emotions at all times, they may have difficulty understanding how to process their own feelings or empathize with others.
The structure can cause employees to become numb to certain situations. If they see violence, corruption, or other negative behaviors every day, they may begin to normalize it as acceptable. All these factors can impact employee's emotional health.
Exposure to hierarchical command structures can have serious consequences for employee wellbeing. It can increase vulnerability, limit relational negotiation, and impair emotional disclosure. Companies should consider alternative organizational systems that allow employees to be more autonomous and empowered. This will help create a safer, healthier work environment for everyone involved.
How does exposure to hierarchical command structures influence vulnerability, relational negotiation, and emotional disclosure?
The study of leadership has generated ample research regarding how the exposure to hierarchical command structures influences individuals' vulnerability, relational negotiation, and emotional disclosure. As per previous studies, people who are exposed to such command structures may experience increased levels of stress and anxiety due to their reduced autonomy and decision-making power (Liu et al. , 2016).