What does the term "delayering" typically refer to in an organizational context?

The term "delayering" in an organizational context specifically refers to the process of reducing the number of management levels within a company. This approach aims to create a more streamlined and efficient structure, allowing for clearer communication and faster decision-making. By removing unnecessary layers of hierarchy, organizations hope to empower employees, improve responsiveness, and eliminate bureaucracy that can hinder organizational performance.

In essence, delayering seeks to flatten the organizational structure, encouraging a more collaborative and less formal communication style, which can lead to enhanced innovation and employee morale. The focus is on creating a more agile organization that can adapt quickly to changes in the market and business environment.

The other options, which involve adding more layers to hierarchy, reorganizing teams, or expanding the workforce, do not align with the primary definition of delayering, making them incorrect choices in this context.