​A flexible organisation design which can form and re-form varied patterns of connection, is known as:​

Correct option is B

A Fishnet Organisation is a metaphorical representation of a modern, highly adaptive, and flexible organisational design. In this type of structure, the organisation resembles a fishnet, where each node is interconnected but can be easily reconfigured based on tasks, goals, or environmental changes. The key concept behind a fishnet structure is fluidity and reconfiguration—units and people can connect and disconnect rapidly to form teams, solve problems, and then move on to new arrangements as needed.

Unlike traditional hierarchical structures, the fishnet organisation does not rely heavily on rigid authority lines or fixed departments. It is especially suited to dynamic, knowledge-driven environments where agility, collaboration, and innovation are prioritized. This model is often found in organisations involved in technology, R&D, consultancy, or creative services.

Information Booster:

• Fishnet organisations break away from static structures and encourage organic, non-linear growth.

• They are self-organising, allowing employees and teams to take initiative.

• The emphasis is on connectivity over hierarchy.

• Enables cross-functional collaboration and rapid response to environmental shifts.

• Encourages autonomy and decentralized decision-making.

• Often thrives in volatile or complex business environments like tech startups, innovation labs, etc.

Additional Knowledge:

(a) Virtual Organisation

• A virtual organisation relies on digital technology to function across geographic boundaries, but it does not necessarily imply constant reformation of team structures.

• It often involves outsourcing, telecommuting, or collaboration through online platforms, but the connections may not be as fluid or adaptable as in a fishnet model.

(c) Learning Organisation

• A learning organisation is one that prioritises continuous learning and adaptation, often through feedback and innovation.

• However, it focuses on knowledge enhancement and cultural development, not necessarily on reconfigurable structures or spontaneous reorganisation.

(d) Spaghetti Organisation

• Coined by the software company Oticon, a spaghetti organisation reflects loosely structured roles with flexible task distribution.

• While it does share some flexibility with the fishnet model, it is more internally chaotic and less structured in terms of connections.

• Not all connections are meant to be reconfigurable systematically—the metaphor emphasizes disorder rather than strategic reconnections.