1. What are the main differences between the types of organisation charting resources you found online?
2. What are the advantages to using something other than the classic “top-down” approach to creating a chart?
1. The main differences between the types of organization charting resources found online can include the following:
a) Format: The resources may use different formats such as vertical/horizontal charts, hierarchical trees, or matrix structures.
b) Interactive Features: Some resources may offer interactive tools to create and modify charts, while others may provide static templates or examples.
c) Customization Options: The extent to which you can customize elements like colors, layout, and shapes may vary among resources.
d) Integration: Certain resources may integrate with other software or tools like project management systems, HR databases, or office suites.
e) Collaboration: Some resources may offer collaborative features, allowing multiple users to work on the chart simultaneously or share it with others.
f) Accessibility: The accessibility of resources can differ, such as availability online, mobile applications, or offline compatibility.
2. Advantages to using something other than the classic "top-down" approach to creating a chart can include:
a) Collaboration and Participation: Alternative approaches like democratic or consensus-based charting involve input from different levels and departments, fostering collaboration and inclusiveness.
b) Flexibility and Adaptability: Non-hierarchical charting methods, such as matrix structures or network charts, allow for more flexibility in representing complex relationships and dynamic teams.
c) Focus on Expertise and Skills: By creating charts based on expertise rather than rank or hierarchy, you can highlight the skills and competencies of individuals, enabling better decision-making and resource allocation.
d) Enhanced Communication and Transparency: Alternative approaches often encourage open communication and transparency as they provide a more accurate representation of relationships, dependencies, and communication channels within an organization.
e) Empowerment and Motivation: Involving employees in the charting process can boost their sense of ownership, empowerment, and motivation, leading to improved engagement and productivity.
f) Reflecting Different Organizational Structures: The classic approach may not suit organizations with non-traditional structures, such as flat organizations or agile teams. Alternative charting methods can better represent these structures.