1. The solid line shows a primary relationship. 2. Dotted Line. This dotted or dashed line depicts secondary relationships. Part 7: Tips for Organizational Chart 1. Divide and rule. Organizational charts for medium to large companies can easily span both vertically and horizontally. Therefore a ...
Dotted Line Reporting Definition The broken line's meaning in an organizational chart is a less formal reporting relationship. The person at the end of that line isn't your immediate and permanent manager, but someone else. For example, your department or you personally might be assigned to do...
A matrix chart overcomes the limitation of a hierarchal chart by depicting a cross-functional relationship. Consider it as a more open and dynamic form of a hierarchal chart. While there are different groups in this as well, entities of these groups can share functions among each other. For i...
Solid lines show strong, direct-reporting ties in a matrix structure org chart, whereas dotted lines indicate secondary, or less strong, relationships. Functional reporting takes precedence over product-based reporting in the example below. The matrix structure has a lot of appeal since it can enab...
use dotted lines to identify matrixed teams different colors work, too Drawing considerations: Avoid using prepared artifacts like your company’s official org chart. Create on-the-go with full engagement of the group. Draw people. Draw a person as a circle and the upside down letter ‘U’....
Organizational designand form is still often taken to be the ‘structure’ of an organization. To improve organizational performance, there is a tendency to ‘reorganize’ or ‘restructure’ the reporting relationships between internal functional departments as shown on an organization chart and the ass...
One would think that an org chart would be clear and straightforward, but I've seen quite a few that are confusing - full of dotted lines indicating one person who reports to multiple people, and the like. I've also never understood the tendency to either (a) hide the organizational char...