How to Make an Environment Organizational Chart in Google Docs

An article published in The Academy of Management Journal indicated a directly-proportional relationship between position worth and level in the managerial hierarchy. Members of any organization understand that a group operates within the management of its organizational structure. From planning strategy to dealing with external affairs, the decisions depend on the people who have the authority.

To ensure that your own organization clearly outlines the positions and relationships of each member, you have to create a comprehensive chart. The steps below will help you get started.

1. Finalize the Scope

Every organizational chart has to have a focus. You may choose to plot your entire group or just one specific part of it. Either way, make sure you finalize the scope before you begin. This will help you determine where to start and which particular members and positions to include.

2. Begin with the Highest Position

You are encouraged to start plotting your chart with the member who holds the highest position. That way, you can go down to the deputies and their respective subordinates. Make sure to list these details down before you plot them into a chart, so you can visualize how big the entire diagram is going to be.

3. Determine the Roles and Responsibilities

As you decide which positions to include next, keep in mind the roles and responsibilities of each member. You have to clearly outline who has the authority in the implementation of policies, approval of decisions, and delegation of tasks. Your chart has to reflect the actual hierarchy that your organization follows during activities and operations.

4. Identify the Relationships Between Members

Not all positions are created equal, so you have to ensure that the dynamics between the members are mapped out in your chart. Members placed on the same level with each other will need to have the same functional authority within the organization. There has to be an obvious difference between the responsibilities of a supervisor and a volunteer, for example.

5. Ensure a Balance

Charts are as much visual representations as they are reference for management and responsibilities. Keep all elements balanced. If you included four levels of position on one side, the same has to be applied to another. You may add functional designs afterwards, like colors and symbols, but make sure they don’t contradict or destroy the details presented.

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