Harold J. Leavitt, a close colleague of Kurt Lewin and a specialist in group dynamics, is interested in the organization's influence on the motivation and performance of small groups.

He concluded that

egalitarian structures (where everyone has access to the same information) are preferable to hierarchical networks for group efficiency and morale. However, authoritarian (non-egalitarian) structures enable work to be started faster, are more controllable, and execute simple work more quickly.[1]

Leavitt and Jean Lipman-Blumen have called "hots groups" teams whose members trust each other and are stimulated by challenges, producing outstanding performance.

A few conditions must be met [2]:

• Leave room for spontaneity, encourage emulation, honesty, and the exchange of ideas;

• Encourage free expression of true thinking without judgment or preconceived ideas;

• Develop a positive attitude in the face of obstacles;

• Choose people for their skills and motivation;

• Use information technology to help build relationships, not just manage information.

Harold Leavitt published "Managerial Psychology" in 1958. So it's been over sixty years since studies showed that working in small teams is more effective and efficient...

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[1] Maugeri, Salvatore. Théories de la motivation au travail - 2ème édition (Les Topos) (French Edition) . Dunod.

[2] https://fr.wikipedia.org/wiki/Harold_J._Leavitt#Le_concept_d'%C3%A9quipe_:_les_hots_groups