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Types of organizational flow charts

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You can graphically depict organizational workflows based on what type of organizational structure you have. Organizational charts are the best way to visualize organizational structure and team roles in businesses, educational institutions, governments, and NGOs. 

You can use readymade editable flow charts powerpoint templates for presentations.

There are different organizational flow charts, each with a specific role to play. Depending on the organizational structure, you can create different types of charts.   

What is an org flow chart? 

Org charts represent “who is responsible for what.” it shows the chain of command and relationship in your organization and ensures everyone knows how to convey important messages. Normally, the organizational structure may look like a pyramid, with a top layer, a middle layer, and a bottom layer in standard org charts. But this hierarchy structure may vary from organization to organization. So, every structure could not convey a special hierarchy order. Hence, many types of flow charts exist because of structural differences. In this blog, you can understand how each one different from one another. 

Types of organizational flow charts  

Hierarchical org structure 

Functional org structure 

Divisional org chart 

Horizontal org structure 

Matrix org chart 

Network structure chart  

Team-based org chart  

 

Each one in the list is endorsed with a different purpose. Let us go through the seven types of org structure, their functions, uses, and pros and cons. 

Hierarchical org structure 

This is the most used org chart that is common in every type of structure have a pyramid shape. This is early known as a hierarchical org chart. It shows the chain of common goes from the upper layer (e.g., the CEO or general manager) to the bottom layer (e.g., middle managers and low-level employees). Perhaps, the chain of command starts from single or multiple units. Then it goes down to the next level. 

 

Pros  

  • It will clearly define authoritative positions and responsibility 
  • Shows who reports project proposals or assignments to whom  
  • A newcomer can easily know the authoritarian structure of the organization 
  • Employees will get inspiration for promotions 

 

Cons  

  • A narrow pyramid structure may slow down changes  
  • Highly bureaucratic in order 
  • Employees only seek the interest of the department, not the company  
  • Lower-level employees may feel inferior because they are restricted from expressing their ideas 

 

Functional org structure   

Like pyramid type hierarchy structure, the functional org structure starts positions with functional responsibilities from the top and goes down. The prime difference between the hierarchy structure chart and the functional org chart lies in the basic skills and functions of the employee. Here, employees are organized according to function and specific skills. 

 

Pros  

  • Employees can focus on their role  
  • Skilled employees will get special consideration 
  • Encourages specialization.  
  • Employees feel free to connect with jobs 

 

Cons 

  • Ego will develop in skilled labor 
  • Turmoil can happen between employees  
  • Very less interdepartmental communication 
  • Unfamiliar or vague processes and strategies for different markets 

 

Divisional org chart 

In this structure, the company’s divisions have control over their resources. It is suitable for the large organization have different teams performing different tasks. Each division can have its sales team, marketing team, IT team, advertisement team, etc. various divisions can make their decision despite the sole authority being there. There’s no need to report each department. So, report with a few executives. 

Depending on the organization’s focused areas, there are three types of divisional org structures. 

Market-based divisional org structure 

An organization will separate its customer type, industry, or market by divisions. For example, a large company having different businesses might separate its divisions as clothing, consumer durables, cosmetics, etc. 

Product-based divisional org structure 

Based on products, a company can separate its divisions. For example, an electric company might have a division dedicated to its electrical fitting offerings while the rest of the divisions focus on home appliance offerings.  

Geographic divisional org structure 

As a part of localization company’s divisions are separated by territories, regions, or districts. It is to make an intimate relationship with customers and stay close to logistics. 

Pros  

  • Divisional org chart aids big corporates to stay flexible 
  • Quicker response to industry changes  
  • Stand with customer needs 
  • Encourage autonomy and independence 

Cos 

  • Chance to form duplicate resources 
  • Communication between headquarters may disorganize 
  • Internal competition may develop 

 

Horizontal org structure 

A company with only a few levels between upper management and staff-level management is called a horizontal organizational structure. A horizontal org structure is suitable for startups since they have a simple structure in the initial stages. In addition, employees are more responsible under this structure because of less supervision. 

Pros 

  • Open communication 
  • High employee responsibility 
  • Quick implementation of new ideas 
  • Improved coordination 

Cos 

  • Employees may have confusion because of a lack of supervision 
  • Reporting dilemma  
  • The structure may face fast damage when a company grows.  

 

Matrix org chart  

The matrix org chart is best for companies having cross-functional teams for special projects, so it looks like a grid. It is a mixture of two or more types of structures. For example, a software developer may regularly belong to the IT department led by an IT director but work on a temporary project led by a project manager. The matrix org chart will accommodate both roles and reporting layers. It is different from the traditional hierarchy chart. Other types of matrix structures are in use. i.e., functional or weak matrix, strong matrix, and balance matrix. 

Pros 

  • Supervisors can easily select individuals for projects 
  • Employees can switch to tasks according to their skills and talents 

Cos 

  • Chance for a clash between department managers and project managers 
  • The structure may damage more quickly than other types 
  • The dual role may be a cause for less productivity.  

 

Network org structure 

Employees form small multidisciplinary teams to achieve common goals. This type of org structure has no traditional top to bottom reporting mechanism. Too many resources will be there under a network org structure. Instead, it has a wide mechanism for open communication and relationships. It’s like a web diagram. 

Pros  

  • Organizations to be more agile 
  • Allows employees to make decisions 
  • Employees and stakeholders can understand work processes 

Cons 

  • The complex structure will bring reporting problems 
  • The final judgment from multiple staff 

Team-based org structure 

Several teams will be bound to work toward a common goal for performing a specialized task. The team-based org structure has less hierarchy and allows professionals more flexibility. It emphasizes problem-solving and employee cooperation. 

Pros 

  • Better communication 
  • Increased efficiency 
  • Professional flexibility 
  • Encourages innovation 
  • A large sense of community feeling  

Cons 

  • Hamper employee promotion opportunities  
  • Reporting problem  
  • Excess idea formation 

Final word 

Generally, organizations have a standard form of structure. Organizational flowcharts are useful for laying out relationships in your organization and displaying the chain of command. It aids employee knows who reports to whom. Besides, employees can easily become familiar with staff across the organization. 

 

We are a team of writers passionate about innovation and entrepreneur lifestyle. We are devoted to providing you the best insight into innovation trends and startups.

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