Organizational chart

An organizational chart (often called organization chart, org chart, organigram(me), or organogram(me)) is a diagram that shows the structure of an organization and the relationships and relative ranks of its parts and positions/jobs. The term is also used for similar diagrams, for example ones showing the different elements of a field of knowledge or a group of languages.

An organisational chart is a diagram that illustrates the structure of an organisation and the relationship and positions of its employees. Organisational charts help to organise the workplace, while giving the direction of management control of subordinates.
A company's organizational chart typically illustrates relations between people within an organization. Such relations might include managers to sub-workers, directors to managing directors, chief executive officer to various departments, and so forth. When an organization chart grows too large it can be split into smaller charts for separate departments within the organization. The different types of organization charts include: Hierarchical Matrix Flat (also known as Horizontal)

An organizational chart (simply called organization chart, org chart, organogram) is a diagram that shows the structure of an organization, the relationships and relative ranks of its parts and positions/jobs. Such relationships might include managers to subworkers, directors to managing directors, chief executive officer to various departments, and so forth. When an organization chart grows too large it can be split into smaller charts for separate departments within the organization. The different types of organization charts include hierarchical, matrix and flat (also known as horizontal) charts.
Hierarchical

A hierarchical organization is an organizational structure where every entity in the organization, except one, is subordinate to a single other entity. This arrangement is a form of a hierarchy. In an organization, the hierarchy usually consists of a singular/group of power at the top with subsequent levels of power beneath them. This is the dominant mode of organizational structuring among large organizations. Members of hierarchical organizational structures chiefly communicate with their immediate superior and with their immediate subordinates. Structuring organizations in this way is useful partly because it reduces the communication overload by limiting information flow; this is also its major limitation.

Matrix

In a matrix organizational chart, the organization is organized such that people with similar skills are pooled together for work assignments. The key advantage of a matrix organization is that it allows team members to share information more readily across task boundaries, thereby increasing the depth of knowledge and professional development. The major disadvantage of matrix management is that employees can become confused due to conflicting loyalties. Another disadvantage of matrix management is that it doubles the number of managers when compared to line management. Since the time to reach a decision increases with the number of managers, it may result in management related overhead expenses.

Flat

In a flat organizational chart, there are few or no levels of intervening management between staff and managers. The idea is that well-trained workers will be more productive when they are more directly involved in the decision making process, rather than being closely supervised by many layers of management. The flat or horizontal charts are designed for small companies or for individual groups within an organization. When the size of the organization reaches a certain level, managing the organization in a flat structure becomes difficult. The flat organization model promotes employee involvement through a decentralized decision-making process. By elevating the level ofresponsibility of baseline employees and eliminating layers of middle management, comments and feedback reach all personnel involved in decisions more quickly.