Post by joypaultop1 on Jan 16, 2024 0:00:43 GMT -5
Have you ever been lost in your company because you don't know who to turn to when it comes to resolving a question? Are you a Human Resources director who is repeatedly asked who should be in charge of a certain task ? These uncomfortable situations where a person seeks guidance and clarity within their company are more common than one usually thinks. And they can give rise to harmful practices in which some colleagues, due to the ambiguous business organization, escape from their responsibilities while others assume them with suspicion. How to solve and minimize these risks? This is where company organizational charts come into play , visual tools that represent the organizational structure and are the key to eliminating uncertainty and facilitating effective communication within any organization. Table of Contents What is a circular organization chart? How the circular organization chart works: advantages and disadvantages What profile of companies use the circular organization chart? The circular model of Cyberclick and Zappos An organizational chart to compete in complex environments What is a circular organization chart? Among the different types that exist, the circular organization chart is gaining importance by providing flexibility and being an ideal model to face the current socioeconomic environment characterized by being global, technological and complex. Included within a classification “According to visual representation”, the circular organization chart is an evolution of traditional corporate governance and strategic planning schemes . According to this model, the different workers or departments of a company are arranged in the form of concentric circles and without a traditional hierarchical structure. The secrets to implementing it are confidence and self-management.
Some of the main characteristics of the circular organization chart are: It is common in companies that practice the culture of holacracy where traditional supervisory roles and typical or conventional work structures are dispensed with . In this type of organi Fax Lists zation chart, the teams (circles) are autonomous, there are no bosses, decision-making is distributed and there is free circulation of information. It is a mistake to think that self-managed organizations that use the circular model are flat and lack structure because there is no hierarchy. This organization chart is appropriate for companies with a long and deep value chain, as it allows the general purpose to be broken down into increasingly less complex and more manageable parts. It can be difficult to represent all interactions and relationships clearly in very large organizations. How the circular organization chart works: advantages and disadvantages The graphical representation of the circular organizational chart shows the organizational unit with the greatest decision-making power in the center of a series of concentric circles , each of which represents a different level of authority, decreasing from the center towards the ends. In this way, the last circle, the largest and furthest from the center, indicates the lowest level. Within the same circle there can be various units, whose relationships are indicated by the lines that join the figures. This form of organization is used especially in companies that practice the culture of holacracy. As Frederic Laloux explains in his book “Reinventing Organizations” , the team (circle) has full authority to make any decision within the scope of its specific purpose.
Decisions are not sent upwards and cannot be overridden by members of the larger circles. A given person may serve in more than one circle throughout the organization. “There is no one-to-one relationship between people.” From the point of view of this type of organizational chart , in addition, each of the circles has total autonomy to debate and decide how functions are assigned within it , and what mutual commitments its members acquire. Therefore, it is one of the most open, flexible, organic and, at the same time, efficient organizational models that are being adopted today. The importance of self-management and the end of the pyramids Among the principles that enable the application of the circular organization chart, as we have seen above, that of self-management stands out , one of the most complex to understand for those who prioritize more traditional and hierarchical government structures. The circular model, unlike pyramidal models, puts people at the center, giving them confidence and decision-making power. As Douglas Kirkpatrick published in his book “Beyond Delegation” (2011), “self-management is the way to add value to projects. Who knows more about each stage of the process than the person responsible for it? How is the director going to know more than the person who executes the task? For Laloux, "in self-managed organizations, commitments between equals replace hierarchical relationships and the pyramid can finally collapse and rest in the past." The freedom and responsibility that the circular organization chart gives to people to manage their own tasks and carry out their projects implies a series of advantages and, at the same time, it can also represent some challenges or disadvantages: Advantages of a circular organization chart It encourages transparency and clarity by visually showing the relationships and interdependence between different teams and roles within the organization. It facilitates understanding of the organizational structure and promotes collaboration among team members by eliminating barriers and rigid hierarchies.
Some of the main characteristics of the circular organization chart are: It is common in companies that practice the culture of holacracy where traditional supervisory roles and typical or conventional work structures are dispensed with . In this type of organi Fax Lists zation chart, the teams (circles) are autonomous, there are no bosses, decision-making is distributed and there is free circulation of information. It is a mistake to think that self-managed organizations that use the circular model are flat and lack structure because there is no hierarchy. This organization chart is appropriate for companies with a long and deep value chain, as it allows the general purpose to be broken down into increasingly less complex and more manageable parts. It can be difficult to represent all interactions and relationships clearly in very large organizations. How the circular organization chart works: advantages and disadvantages The graphical representation of the circular organizational chart shows the organizational unit with the greatest decision-making power in the center of a series of concentric circles , each of which represents a different level of authority, decreasing from the center towards the ends. In this way, the last circle, the largest and furthest from the center, indicates the lowest level. Within the same circle there can be various units, whose relationships are indicated by the lines that join the figures. This form of organization is used especially in companies that practice the culture of holacracy. As Frederic Laloux explains in his book “Reinventing Organizations” , the team (circle) has full authority to make any decision within the scope of its specific purpose.
Decisions are not sent upwards and cannot be overridden by members of the larger circles. A given person may serve in more than one circle throughout the organization. “There is no one-to-one relationship between people.” From the point of view of this type of organizational chart , in addition, each of the circles has total autonomy to debate and decide how functions are assigned within it , and what mutual commitments its members acquire. Therefore, it is one of the most open, flexible, organic and, at the same time, efficient organizational models that are being adopted today. The importance of self-management and the end of the pyramids Among the principles that enable the application of the circular organization chart, as we have seen above, that of self-management stands out , one of the most complex to understand for those who prioritize more traditional and hierarchical government structures. The circular model, unlike pyramidal models, puts people at the center, giving them confidence and decision-making power. As Douglas Kirkpatrick published in his book “Beyond Delegation” (2011), “self-management is the way to add value to projects. Who knows more about each stage of the process than the person responsible for it? How is the director going to know more than the person who executes the task? For Laloux, "in self-managed organizations, commitments between equals replace hierarchical relationships and the pyramid can finally collapse and rest in the past." The freedom and responsibility that the circular organization chart gives to people to manage their own tasks and carry out their projects implies a series of advantages and, at the same time, it can also represent some challenges or disadvantages: Advantages of a circular organization chart It encourages transparency and clarity by visually showing the relationships and interdependence between different teams and roles within the organization. It facilitates understanding of the organizational structure and promotes collaboration among team members by eliminating barriers and rigid hierarchies.