Make an organizational chart based out of the NFL

Remember, the exact hierarchy and structure of these organizations may require some educated assumptions based on available public data. However, they each provide a rich and unique landscape for you to study and analyze.

2: Identify core staff members and responsibilities

Research the organization online, focusing on reputable resources such as the organization's official website or professional networking sites like LinkedIn. Gather information about key staff members and their roles.

If you cannot find relevant information about the organization you need online, consider selecting another organization.

3: Determine the structure of the organization you selected

• Identify which of the four structures (functional, matrix, flat, divisional) best represents the organization you selected.
  • See the examples below for illustrations and descriptions of each type of structure.
• If your organization fits more than one structure, consider designing a hybrid structure.
• Refer to this resource to better understand these structures: Types of Organizational StructuresLinks to an external site.

4: Build an org chart

Time to bring your research to life! Build an org chart that accurately represents the structure and roles of core staff members within the organization.

• Start from the top: The highest-ranking roles (such as CEO or President) should be at the top of the chart, with layers of management and other roles falling below.
• Scope: Focus on key roles and departments rather than attempting to chart every employee in large organizations.
• Keep it clear and simple: Each role should be clearly labeled, with lines showing the connections between them. Avoid overcrowding the chart.
• Reflect the structure: The shape and layout of your org chart should accurately reflect the structure of the organization. Is it a traditional hierarchy (top-down), a flat structure (little to no middle management), a matrix (teams formed by crossing departmental lines), or a divisional structure (teams formed around products, markets, or customers)? Make sure your chart visually communicates this.

5:Once your org chart is complete, answer the following questions in a separate document:

• What is the structure of your organization (functional, matrix, flat, divisional, or hybrid)?
• Why do you think it's structured this way?
• Would you suggest any changes to the organization to make teams more effective? Why or why not?