Hierarchy stifles innovation from "summary" of The Dilbert Principle by Scott Adams
The concept that the big shots in a company tend to stifle innovation is so common that it's almost a cliché. After all, what could be more obvious than the idea that managers, who are typically older and less tech-savvy than their employees, might not be the best judges of what's cutting-edge and cool? When you've got a bunch of executives who are only interested in protecting their own turf, it's no wonder that they might not be receptive to new ideas that could potentially threaten their position. But the problem goes deeper than just a lack of technological know-how. The very structure of a traditional corporate hierarchy is set up in a way that discourages risk-taking and creativity. When you're constantly worried about climbing the ladder and impressing your superiors, you're not going to be inclined to rock the boat by suggesting something that might be considered outside the box. In a culture where conformity is rewarded and deviation is punished, it's no wonder that employees might be hesitant to speak up w...
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