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The concept of a company's Organizing Bpard defines the management of its human resources and the type of work necessary to achieve the company’s objectives.

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The organizational chart of a company is its most basic structural instrument and it is equivalent to the concept of organization. In other words, the organizational chart defines the order and direction of each element in relation to the vision and the final objectives of the company. We could compare an organizational chart to the foundation structure of any real estate construction on which the building will be erected.

The organizational chart is a snapshot of the ideal structure chosen by a company, representing all the groups of similar functions and the corresponding subgroups, which in cooperation can lead the company to achieve its goal.

According to another definition, the organizational chart represents the schematic subdivision of the organization's organic structure, graphically presenting the main functions and power relations.


In this context, the organizational structure of a business could be defined as the schematic representation of the skeleton and architecture of an organization, and more specifically, of its parts, sections, subsections, jobs and power relations that are connected to each other.

Therefore, the organizational structure is the necessary tool for the construction of a solid company and the means by which the organization, composed of every element, is aligned as a whole that proceeds towards obtaining the best result possible.


There are three different types of organizational charts. Each of them represents a different philosophy of company organizational chart and takes on different functions based on business needs.
organogramma type 1


organogramma type 2


organogramma type 3



The concept of organizational structure is defined as the way in which the different parts of an enterprise are arranged. In other words, it is the system of communication and power relations that connects the human resources of enterprises and groups to the achievement of various actions, which will lead to the realization of the company's final goals.

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Businesses as organizations directly or indirectly affect the micro-environment in which they operate. They have legal, civil, and social responsibility in the framework where they offer products or services, regardless of whether their ultimate purpose is profit. The consistency, efficiency and operational capability of an enterprise is mainly based on its organizational structure.

Organization within a business is the whole of its human potential that operates with a common vision, common goals and specific goals per person and per group. In this way there are contexts that are commonly called policies or processes, which in turn determine the actions in time as well as the effect of these. So every person is thus able to know why he / she is there, exactly what he / she should do and what you expect from him / her. He knows who to say, who to get help with and who to ask for anything.

The logic of the organizational structure of an enterprise, regardless of its size or object, attempts to coordinate all of these individual materials and intangible assets (i.e. resources), structures and infrastructures, so that businesses are ultimately profitable, governed by a good reputation, have happy employees, offer products or services with social extensions sometimes.

Still, the organizational structure helps business executives identify their responsibilities as well as the responsibilities of others, thus allowing for the avoidance of confusion about the position of each individual in the business. In this way, the company's hierarchy, divisions, responsibility assignments, company strategy and finally the number of job positions required, are accurately defined.


The purpose and the representation of the organizational structure, regardless of the type of organizational chart adopted by an organization, should be to organize and determine the following aspects at the same time, as a whole, by branch and by department for each specific company:

Καταμερισμός εργασίας

Work division

Προσδιορισμός εργασίας

Assignment of work

Καθορισμός αποτελεσμάτων

Targets setting

Κατανομή πόρων

Resources allocation

Διοχέτευση επικοινωνιών

Communication channels

Διαχείριση έργου

Project management

Κατεύθυνση εντολών

Orders direction

Επίπεδα λειτουργίας

Operating levels

Άσκηση διοίκησης


Then and only then we can talk about an organized and structured environment of any kind (an organization is considered any form of association of at least three people).


If my company has few people, is there a need for a fixed organizational chart?

The organizational chart is a tool that structures and organizes any company. Having the need to perform all the necessary actions to complete a cycle of action to obtain the final valuable product or a service, we make sure that no substantial element is omitted. The organizational chart itself will therefore ensure that the company continues to be easily equipped with the resources necessary to achieve orderly expansion. So, a chart placed in a small company of three people, will help to make the activities expand and the organizational chart that is placed in a large company of 100 people will help clarify the roles and will establish a clear and consecutive structure for the execution of tasks.

Are all organograms the same?

There are many types of organizational charts in the business world. Some of these are only typical and not actually effective, while some try to establish a good structure for the company. The standard model used by AMT is the organizational chart of the seven divisions developed by the Hubbard Management System, and is used in thousands of successful companies around the world. The reason for this choice is that after the systematic study in the field of organization, we concluded that this type of organizing board has an exact scientific philosophy behind it, proven to systematically bring the desired results into the companies that use it. The basic organizational structure is stable, but the organizational chart can vary from company to company, and this is done after a deep study of the company structure, which in some cases may take months.

How long will it take to create my organizational chart?

The time for creating an organizational chart depends on the size of a company and the complexity of its structure. It can take from 2 months in the simplest of cases, up to 6 months in large complex companies.

What are the advantages of a company that uses a good organizational chart?

- Clear structure and roles.
- Handling the confusions that arise when clear responsibilities are not assigned and when people ignore what is expected of each role.
- Clear hierarchy of individuals and actions to be carried out.
- Elimination of unnecessary actions in view of the optimal production of the company's final products.
- Production of the final services expected by each department, the industry and the company as a whole.
- Serenity and less confusion in management.
- Expansion of the company, with an increase in profitability.
- Creation of free time for the manager/ owner through the process of systematization of roles within the organization.

What are the steps necessary to create an organizational chart?

The establishment of an organizational chart begins with an interview with the owner or the manager of the company to clarify the company vision and the general management of the company. The interview is followed by a study and a systematic mapping of the existing structure of the company, with interviews of all the staff, so that AMT specialists can build the new organizational chart of the seven areas on the basis of the collected data. When this is ready in draft, a first presentation is made to the company management to make any additions and corrections, and then goes into print in its final form. It is placed in a prominent position in the company and staff training is given on how the new organization chart works so that everyone has an understanding of it.

How much does the organizational chart cost?

Price is something that is determined by the size of a company and the complexity of its structure. The way we set the price is by appointment with an AMT consultant who will discuss with you the current image of the company and understand the degree of difficulty and the time needed for our efforts. These two factors determine the price that will be discussed and a commonly accepted payment method will be agreed.

How can I monitor, after the creation of the organizational chart, that all the functions defined in it are performed by the staff?

The way this is done is with a system of statistics and graphs, which measures the productivity of each key role in the organizational chart. The Organizing Board itself, provides for a job position that constantly deals with the organizing of the company and the monitoring of the usage of the board, so that its advantages are increasingly visible and help the company to expand smoothly.



This is the most common type of organizational structure of business management, mainly composed of one or maximum three people, without further structure and division of responsibilities.

It is the most common type, because we could say it is native. It is found in all companies where the entrepreneur or managers use a simple horizontal structure.

This type of plan is not effective in companies with more than three people and it usually poses structural problems in larger organizations.


The pyramidal organizational chart is used in companies or organizations with higher levels of authority and administration. It is widely used by large organizations and is probably considered the best method for efficient management of roles and their internal distribution.

The development of pyramidal organograms is structured both horizontally and vertically. Organizational charts of this kind can better divide levels of responsibility and goals in their full range.


This is a particular type of organizational structure in which regions, segments or projects that do not communicate with each other are developed around a source and communicate just with it. In the organizational charts of this type, we have a direct assignment of orders and therefore complete management by department without any additional support.

This type of organizational chart can only be applied in those cases where the company may need more flexibility as long as each segment around the source can function independently.


The concept of organizational structure of a company defines how the organization manages the human resources and available assets, workflows, orders and company policies, in order to achieve its targets.

The illustration of this structure is possible through an organizational chart, which shows the typical relationship between workers, managers, and departments in a higher perspective.

The organizational structure and the organizational chart identify the business case of the organization, that is the orientation of all the components, human and non-human resources, with the objective to achieve the desired results.