Universidad Juárez Autónoma de Tabasco

“Estudio en la duda, acción en la fe”

Materia:
Ingles de negocios I
objetivo:
Construir un organigrama a partir del conocimiento adquirido sobre diferentes tipos de organigramas empresariales

Estrategia didáctica:
Tabla comparativa, organigrama y descripción

Actividad 7 Unidad 2

Catedrático:
Oscar Domínguez Cruz
Alumna:
Elizabeth Arias Osorio
Matricula:
213T1004

Organizational Definition
chart types
Functional org Divide people into different groups
chart based on experience and specialty.
This structure engages in a great deal
of process standardization within a
company, with the actual decision-
making authority centered at the top
of the organization. Employees in a
department are responsible only for
the relevant tasks.
Geographical Geographic organization chart:
org chart It is a subtype of divisional
organization chart that organizes the
company based on its strategic
regions. The geographic divisional
organization chart is ideal for
companies that operate in different
geographic areas. The divisions can
correspond to different countries, but
also to cities or continents.
Table comparative
Features Example
Advantages of the functional organization chart:
*The employees are instructed and trained by the
person with experience and profession.
*Employees are offered the opportunity to be
promoted in their field, which can make them stay
with a company longer.
*Employees with the same professional work
together can speed up the sharing of knowledge.
Disadvantages:
*Team spirit is lacking in this organizational
structure. Although specialized employees can
often work with high efficiency, they may not
cooperate well with colleagues from different
departments.
*It is difficult to control the management.
*Senior managers cannot directly give orders to
all staff, but they have to assign the mission to
various department heads. *Department
managers then continue to break the task into
smaller chunks to give to each person.
At the top we find the person who owns the
company or with the highest management
position. Next are the divisions, whether they are
countries, cities, continents or areas that share
the same sociocultural or socioeconomic
characteristics. Under each division, its main
departments and those in charge are exposed in
a structured and hierarchical way.
Products org It is mainly used in medium and large
chart companies that sell different types of
products. For example, supermarkets,
multi-brand companies, technology
and software companies, etc.
Hierarchical org It is the most traditional organization
chart chart, where the positions are drawn
from the highest hierarchy to the
lowest, showing the direct reporting
lines of each position in the
organization. They are very easy to
understand and make it easy for
employees to quickly see their role in
the organization.
At the top of this organization chart is the main
person in charge of the company. Then the
different categories of products, for example:
appliances, food, household items, etc.
Advantage:
Facilitates the identification of department heads.
It shows specific functions, helping decision
making.
It allows greater control of management elements
and those in charge of their functions.
Motivates employees to be more productive to
move up the organizational chart levels.
Disadvantages:
It is necessary for the organization to have strong
leadership that provides stability and reflects the
values of the organization.
Interdepartmental communication can be more
inefficient.
Some decisions can take a long time to be made,
as they need to go through all the hierarchical
levels to reach the top.
Its work methodology is very rigid, which makes it
difficult to adapt to more optimal processes within
the departments.
Flat org chart Flat Organization Chart: This type,
sometimes called a horizontal
organization chart, has virtually no
middle levels of management and
generally involves two levels: senior
managers and employees.
Advantage:
Satisfaction. With this model, the workforce is
usually more motivated, since they enjoy greater
autonomy and independence to do their work.
Better (and greater internal communication).
There are no procedures or hierarchies that
prevent open communication with all levels of the
company.
Cooperation. As there are not so many middle
managers with such specific functions,
collaboration between teams is encouraged.
Group successes and failures, not individuals.
This collaborative mindset eliminates rivalries and
encourages shared knowledge.
Agility. The elimination of intermediaries
increases the speed and agility of the processes.
Less bureaucracy.
Decision making is fast.
Innovation. The collaborative climate that is
created allows a greater flow of ideas, making the
company and its workers more innovative and
competitive.
Continuous training.
Disadvantages:
Overlap. By not clearly establishing the
responsibilities of each department and worker, it
can lead to job overlap and uncertainty, as well as
considerable loss of time and resources.
Little promotion. As there are few managerial
positions, the worker does not have as many
possibilities of developing an upward professional
career.
Lack of control. Implementing this organization
model in startups and small and medium-sized
companies is easy, but in large companies we
can find problems when organizing the functions
and responsibilities of each professional.
Holacracy org It is a form of organization in which
chart authority and decision-making are
distributed horizontally, without a
hierarchical management structure. It
is also known as “holacracy”.
Matrix org chart It is one that allows structuring areas
or functions of the company by
projects
Circular structure:
Each group is organized internally to achieve the
required objectives. Self-management is the key
word.
joint government
The operation is based on periodic meetings in
which all those involved participate to evaluate
different aspects of the organization and the work
dynamics.
*Definition of roles:
there are no specific positions but a group of
people who are assigned specific roles to execute
them within the structure.
*Flexibility: Holacracy fosters work systems in
which employees can work on various projects
occupying different roles.
*Autonomy: Employees have the power to attend
to and solve problems that arise within the work
dynamics. This self-management favors its
growth and efficiency.
One of the main characteristics of the matrix
organization is that it has two or more hierarchical
structures; In other words, in the chain of
command, each work team works under the
orders of more than one leader.
 Tribes and Squads and tribes, a trend that Spotify
squads imposed, and that is increasingly
being adopted in the market, is the
secret to the self-management of agile
teams, the permanent evolution of
products, and meeting the needs of
the new generations that join the
working market.
three key aspects of Spotify's Agile model:
1. Trial and error system: create rules at the
beginning to be able to "break" them later,
adapting them to the needs that arise in the
teams and the business.
The approach is simple: fail fast, learn fast and
improve fast.
2. Organization of the teams:
Squads (teams or squadrons): They are small
multifunctional teams of between 6 and 12
people, who work with absolute autonomy.
Tribes (tribes): The Tribes do not usually exceed
100 members, although they are generally much
lower numbers.
Chapters (division or department): Members with
similar competencies are grouped into Chapters.
This type of grouping is done, for example, based
on the different departments (quality, front end
development, UX/UI…).
3. Autonomy and Alignment: For a feeling of
"collective responsibility" to exist, all members
must be aligned with the company's culture and
purpose. The greater the alignment, the greater
the degree of autonomy that can be granted.
 MANAGER-GERENTE

COMMERCIAL AREA PERISHABLE AREA HEAD OF HR AREA MANAGER-- HEAD OF

MANAGER--JEFE DE MANAGER-- JEFE DE OPERATIONS AREA-- JEFE DE ÁREA RRHH ADMINISTRATION
RE-STOCK ASSISTANT--
ÁREA COMERCIAL ÁREA PERECEDEROS JEFE DE ÁREA AREA--JEFE DE ÁREA
AUXILIAR DE REABASTO
OPERACIONES ADMINISTRACIÓN

MARKET CHECK--
CHEQUEO DE
MERCADO

MANAGER OF MANAGER OF MANAGER OF HUMAN GENERAL CASH

MANAGER OF GENTLEMEN, CHILDREN MANAGER OF MANAGER OF SAUSAGE AND SYSTEMS ADMINISTRATIVE
HEAD OF DEPOSIT AND RESOURCES MANAGER-
EDIBLE PRODUCTS-
AND SHOE--JEFE DE ELECTRONICS, MEAT FRUITS AND DAIRY--JEFE DE FOOD OPERATOR- RETURNS- ASSISTANTS-
CABALLEROS, NIÑOS Y STATIONERY,
VEGETABLES--JEFE ASSISTANTS- ENCARGADO DE AUXILIARES
JEFE DE PRODUCTOS ZAPATERÍA BOOKS, RECORDS, MINOR AND MANAGER--JEFE SALCHICHONERÍA Y MANAGER-JEFE OPERADOR DE ENCARGADO DE
COMESTIBLES DE FRUTAS Y SISTEMAS AUXILIARES DE CAJA GENERAL ADMINISTRATIVOS
TOYS, MAJOR DE CARNES LÁCTEOS DE ALIMENTOS CONSIGNAS Y
VERDURAS DEVOLUCIONES RECURSOS
DECORATION, EQUIPMENT,
SPORTS, HUMANOS
FURNITURE AND
ENTERTAINMENT
SECTIONS--JEFE
AND TRAVEL--JEFE
DE ELECTRÓNICA, MANAGER OF FISH FRUIT AND
DE PAPELERÍA, LOSS
JEFE DE LIBROS, DISCOS, ENSERES AND SEAFOOD- VEGETABLE SAUSAGE AND MANAGER OF
MANAGER OF FISH DAIRY MANAGER- PREVENTION
PRODUCTOS NO JEFE DE DAMAS, JUGUETERÍA, MENORES, MANAGER- BAKERY--JEFE SHELF
AND SEAFOOD- ENCARGADO DE ENCARGADO DE MANAGER-JEFE
COMESTIBLES NIÑAS Y BEBÉS DECORACIÓN, MAYORES, DE PANADERÍA MANAGER-JEFE ASSISTANTS-
DEPORTES,
MANAGER OF FISH FRUTAS Y SALCHICHONERÍA Y DE PREVENCIÓN
ENTRETENIMIENTO
MUEBLES Y AND SEAFOOD- VERDURAS LÁCTEOS DE ANAQUEL DE PERDIDAS AUXILIARES
APARTADOS ENCARGADO DE
Y VIAJES
PESCADOS Y
MARISCOS
- HEAD OF
HOUSEHOLD, WHITE, FLOOR WAREHOUSE
MANAGER OF DOCK CONTROL
CARS, HARDWARE, MANAGER AND
MANAGER OF FABRICS AND MANAGER-JEFE MANAGER-
PHARMACY-JEFE DE GARDENING AND RECEIPT AREA-JEFE
MERCERY-- DE PISO DE BODEGA Y
ENCARGADO DE
FARMACIA ENCARGADO DE PETS-JEFE DE HOGAR, CONTROL DE
BLANCOS, AUTOS, DE PANADERÍA ZONA DE RECIBO
TELAS Y MERCERÍA MUELLE
FERRETERÍA,
JARDINERÍA Y
MASCOTAS
ELECTRONICS FRUIT AND CHIEF MANAGER
CLOTHING AREA OF VEGETABLE SAUSAGE AREA- DECORATION OF BOXES-
PGC AREA-ÁREA AREA-ÁREA FOOD AREA-
AREA--ÁREA DE VARIETIES MEATS-ÁREA AREA-ÁREA ÁREA DE MANAGER- ADMINISTRADOR
DE PGC DE ÁREA DE
ROPA AREA-ÁREA DE CARNES DE FRUTAS Y SALCHICHONERÍ ENCARGADO DE JEFE DE CAJAS
ELECTRÓNICA ALIMENTOS DECORACIÓN
DE VERDURAS A
VARIEDADES

CLEANER-
MAINTENANCE ENCARGADO DE
MANAGER-JEFE DE LIMPIEZA
MANTENIMIENTO
What type of organization chart is it and why?

The company projects its vertical organization chart, which was used for companies, businesses, school tasks and personal projects. This type of
organization chart shows a pyramid-shaped diagram, from top to bottom, according to the importance of authority, it decreases with each lower
level. This type of organization chart is the most used. The main function is to highlight the most important at the top and the secondary below.

¿Qué tipo de organigrama es y por qué?

La empresa proyecta su organigrama vertical, el cual serva para empresas, negocios, tareas de la escuela y proyectos personales. Este tipo de
organigrama muestra un diagrama en forma de pirámide, de arriba hacia abajo, según la importancia de autoridad, esta disminuye con cada
nivel inferior. Este tipo de organigrama son los más utilizados. La función principal es destacar lo más importante en la parte superior y lo
secundario hacia abajo.
References--Referencias

Organigrama funcional: definición, protuberancia y contras | Organigrama (orgcharting.com)

Organigrama de una Empresa | Tipos, ejemplos y cómo hacerlo (talenmo.es)
▷ Organigrama Jerárquico: qué es y características | Organigrama Online
Organización horizontal: el fin de la empresa tradicional (cepymenews.es)
Holocracia | 11 características de la empresa "sin jefes" (bizneo.com)
Escuadrones y tribus: De la organización tradicional a los equipos autogestionados (genexus.com)
El modelo Agile de Spotify: las 3 claves de su éxito (grupodigital.eu)