organization chart

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Organization chart

A chart showing the hierarchical interrelationships of positions within an organization.

Organization Chart

A graph stating the hierarchy of position in an organization and how they relate to one another. For example, an organization chart would state that all departments in a company ultimately answer to the board of directors which, in turn, answers to shareholders.
Organization chartclick for a larger image
Fig. 63 Organization chart. A ‘dotted line'relationship.
Organization chartclick for a larger image
Fig. 62 Organization chart. A simple example.

organization chart

a diagrammatic representation of the job tides and the formal patterns of AUTHORITY and RESPONSIBILITY in an ORGANIZATION. See Fig. 62.

Generally, such charts display the managerial HIERARCHY though they can be used to show all job positions within the organization. Though such charts are useful for presenting the overall structure, undue reliance should not be placed on such charts for the understanding of how organizations actually function. They rarely show the actual nature of job responsibilities.

They do not indicate what levels of cooperation may be necessary between departments, they do not show the actual communication flows nor the informal patterns of authority which may coexist with the formal channels. Organizations are usually much more complex and fluid than the organization chart suggests. In so far as the chart highlights the formal CHAIN OF COMMAND they can be said to embody a mechanistic conception of organization.,

More sophisticated organization charts may show ‘dotted-line’ relationships as well as the formal line of command. This is a representation of a relationship between two employees where one has no direct-line authority over the other but is empowered to give instruction on particular issues.

In Fig. 63 the Personnel Manager has a ‘dotted line’ relationship with the Area Manager, enabling him or her to give instructions on personnel issues. In theory the Personnel Manager's authority to do this flows from the powers of the General Manager. In practice those giving instructions through the ‘dotted-line’ may build up their own power base. See BUREAUCRACY, HIERARCHY, MECHANISTIC AND ORGANISMIC, SPAN OF CONTROL, LINE AND STAFF, PRODUCT-BASED STRUCTURE, FUNCTIONAL STRUCTURE, MATRIX STRUCTURE, DE-LAYERING, BUSINESS PROCESS RE-ENGINEERING.

References in periodicals archive ?
Users may quickly and easily enrich the communication power of the organization charts they create by adding color schemes, box shapes, line styles and fonts.
What's needed is a structure that is flexible, that is focused on quality and value creation, that provides for empowerment through education and delayering, and that aligns the strategic needs of the enterprise with the capabilities of information technology - which means that no two structures will be exactly alike (as the sample organization charts featured above and below demonstrate).
Note to editors: Authoria and the Authoria logo are registered trademarks, and Authoria Talent Management, Authoria Development and Succession, and Positive Impact Organization Charts are trademarks of Authoria, Inc.
To view a podcast describing the Industry Organization Chart in more detail please visit: http://www.
Leases disappear into musty file rooms, maintenance is a chore left to those least able to avoid it and facilities managers sometimes seem to occupy a Siberian outpost on the organization chart.
Provide an organization chart showing the allocation of personnel comprising the department's divisions, bureaus, units, et al.
Result: The traditional job, as defined by a box on an organization chart and a multi-page position description, is headed for the shredder.
Our new organization chart is more than a visual departure from the lines and boxes of our previous organization.
The organization chart of a transforming organization would be a circle rather than a pyramid.
On the bottom is an organization chart prepared in Excel with each block linked to the appropriate row in the senior officers' spreadsheet list.
First, I would like to see an organization chart from Ruben Zacarias on down so we can see who is who in this apparent management-overloaded LAUSD organization.
The best answer, it would seem, is to go global, flatten your organization chart, embrace participative management, speed up your processes, and become the low-cost producer in your industry on a worldwide basis.

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