organization chart

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Organization chart

A chart showing the hierarchical interrelationships of positions within an organization.
Copyright © 2012, Campbell R. Harvey. All Rights Reserved.

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.
Farlex Financial Dictionary. © 2012 Farlex, Inc. All Rights Reserved
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.

Collins Dictionary of Business, 3rd ed. © 2002, 2005 C Pass, B Lowes, A Pendleton, L Chadwick, D O’Reilly and M Afferson
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Organization charts can suggest the document's purpose and the reader's familiarity with the document's subject because the principal purpose of most organization documents is to provide information--both as an end in itself and as material for deciding issues.
DTTT says the ETS Visual Org can help companies save time and increase productivity by automating the time-consuming and labor-intensive method of having tax professionals create organization charts manually.
Representative documents include organization charts, service request and registration forms, library-based service descriptions, collaborative program descriptions, job descriptions, and service evaluation.
* Determine the legal operating structure that will result in the most advantageous tax position by reviewing each group's organization charts.
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(Dukakis believes that one should hire good people and question them closely, but obey the chain.) Organization charts really are the enemy of truth and the ally of those who lack confidence in their own leadership abilities.
Appendices offer organization charts and details on operations and staff support functions.
One of the most noticeable findings was that increasingly, organizations are defining leaders by influence, not organization charts.
The following representative documents from participating libraries are included: policy and procedure documents from Arizona State University, Columbia University (New York), the National Library of Canada, and the Smithsonian Institution (District of Columbia); plans and reports from Johns Hopkins University (Maryland), the New York State Library, Syracuse University (New York), the University of Washington, and the University of Western Ontario; organization charts from Arizona State University, Columbia University, Pennsylvania State University, and the Smithsonian Institution; and budgets from Syracuse University and the University of Tennessee.
Once approved, the units use their budgeted activity profiles to construct unit organization charts and position descriptions.

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