Sure, just as wood, concrete, drywall, and paint are pretty fundamental things to building a house. Using the same materials, two houses could come out very different.
There is a spectrum of management style, from complete micromanagement of every schedule, ticket, and team structure. At the other end of the spectrum, you let the product owners set those parameters then reward or punish according to outcomes. Basically just define the fitness function and the product owners will do the rest. People highly underestimate the motivation of ownership and freedom. By the way this only works in orgs with highly capable employees that are self driven. There are not a lot of orgs like this, hence why so many think flat doesn't work. I've had the rare opportunity to work at an org that successfully functioned in this way.
> Unless everyone can spend money drawn from the corporate account, and everyone can fire anyone else, the structure isn't flat.
which I don't think you ever really addressed. That there is more than these powers doesn't change that these powers are basically what defines meaningful hierarchy. They are necessary, but not sufficient; other functions are contributory, but neither necessary nor sufficient in themselves.
You can't have a company without money and people. That's literally what a company is.
> You can't have a company without money and people. That's literally what a company is.
To reiterate my point by playing off your statement: you also can't have a company without a product or service (unless you are Enron). Budgets and hiring are very important, but not core. I have to respectfully disagree.
There is a spectrum of management style, from complete micromanagement of every schedule, ticket, and team structure. At the other end of the spectrum, you let the product owners set those parameters then reward or punish according to outcomes. Basically just define the fitness function and the product owners will do the rest. People highly underestimate the motivation of ownership and freedom. By the way this only works in orgs with highly capable employees that are self driven. There are not a lot of orgs like this, hence why so many think flat doesn't work. I've had the rare opportunity to work at an org that successfully functioned in this way.