Xa te preguntas como se organizan as grandes empresas entre todas as partes móbiles?
Aínda que algunhas empresas funcionan como unha unidade cohesionada, moitas establecen departamentos distintos en función da función. Isto coñécese como a
estrutura organizativa funcional.
Xa sexa mercadotecnia, finanzas, operacións ou informática, as estruturas funcionais dividen os equipos segundo a especialidade.
On the surface, this separation of duties seems clear - but how does it really impact collaboration, decision-making, and the overall business?
Neste post, botaremos unha ollada baixo o capó do modelo funcional e as súas vantaxes. Mergullo directamente!
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![Overview of](http://tdns.gtranslate.net/tdn-static2/images/edit.png)
![Functional Organizational Structure](http://tdns.gtranslate.net/tdn-static2/images/edit.png)
Táboa de contidos
Que é unha estrutura organizativa funcional?
Vantaxes da estrutura organizativa funcional
Inconvenientes da estrutura organizativa funcional
Superación dos retos da estrutura organizativa funcional
Cando é axeitada unha estrutura funcional?
Exemplos de estrutura organizativa funcional
Lugares para levar
Preguntas máis frecuentes
Máis consellos con AhaSlides
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Que é unha estrutura organizativa funcional?
![Estrutura organizativa funcional | AhaSlides](https://ahaslides.com/wp-content/uploads/2023/09/Functional-Organizational-Structure-1024x573.jpeg)
![What is a functional organizational structure?](http://tdns.gtranslate.net/tdn-static2/images/edit.png)
Moitas empresas optan por organizarse en diferentes departamentos en función dos tipos de traballos ou tarefas que realizan as persoas, dividindo o traballo en traballos máis especializados.
This is called having a "
estrutura organizativa funcional
". Instead of grouping everyone who works on the same project together, people are grouped by the general area of their work - things like marketing, finance, operations, customer service, and such.
Así, por exemplo, todos os que crean anuncios, realizan campañas en redes sociais ou pensan en novas ideas de produtos estarían no departamento de mercadotecnia. Todos os contadores que rastrexan o diñeiro, pagan contas e presentan impostos estarían xuntos nas finanzas. Os enxeñeiros traballarían xunto a outros enxeñeiros nas operacións.
The idea is that by putting everyone with similar job skills together, they can help each other out and learn from each other's expertise. Things like financial procedures can also be standardized across the whole department.
This structure makes it very efficient because specialists don't have to constantly look for answers outside their department. But it can also make it hard for different areas to collaborate well on bigger projects that require many skills. Communication between departments may also get lost sometimes.
En xeral, as estruturas funcionais son boas para as empresas establecidas nas que se establecen procesos, pero as empresas deben atopar formas de reunir a xente tamén a nivel transdepartamental para evitar traballar pola súa conta.
silos
Demasiado.
Vantaxes da estrutura organizativa funcional
![Vantaxes da estrutura organizativa funcional](https://img.freepik.com/free-photo/asia-businesspeople-discussing-business-brainstorm-meeting-together-share-data-write-acrylic-partition-stand-back-new-normal-office-lifestyle-social-distancing-work-after-coronavirus_7861-2566.jpg?t=st=1694933812~exp=1694934412~hmac=2e076e7156cf7ee8061f2468c5ffd397dbf40a63b9eb0d9eeebfbf4961e54c24)
A continuación explóranse os principais beneficios da estrutura organizativa funcional:
Specialization of labor - People gain expertise in their specific function by focusing only on those tasks. This leads to higher productivity.
Centralization of expertise - Similar expertise is pooled together within each department. Employees can learn from and support each other.
Standardization of practices - Common ways of working can be developed and documented within each function for consistency.
Clear lines of reporting - It's clear who employees report to based on their role, without matrix reporting to multiple managers. This streamlines decision-making.
Flexible allocation of resources - Labor and capital can be shifted around more easily within departments based on changing priorities and workload.
Economy of scale - Resources like equipment and employees can be shared within each department, reducing costs per unit of output.
Ease of monitoring performance - Department metrics can be more clearly tied to goals and outcomes since functions are separate.
Career development opportunities - Employees can advance their skills and careers by moving between roles within their specialized field.
Management simplification - Each department head has authority over a single homogeneous unit, making management less complex.
Así, en resumo, unha estrutura funcional promove a especialización, o aproveitamento da experiencia e a eficiencia operativa dentro das funcións individuais.
Inconvenientes da estrutura organizativa funcional
![Inconvenientes da estrutura organizativa funcional](https://ahaslides.com/wp-content/uploads/2023/09/tired-young-businessman-holding-eyeglasses-hand-with-takeaway-coffee-cup-laptop-desk.jpg)
Pola outra cara da moeda, unha estrutura organizativa funcional non é completamente impecable. As empresas deben considerar estes posibles contratempos:
Silo mentality - Departments may focus only on their own goals rather than the goals of the overall organization. This hinders collaboration.
Duplication of efforts - The same tasks may be performed repeatedly in different departments rather than streamlined across functions.
Slow decision-making - Issues that cut across departments take longer to resolve as they require coordination between silos.
Poor customer service - Customers interacting with multiple departments may receive an inconsistent or fragmented experience.
Complex processes - Work that requires cross-functional cooperation can become tangled, inefficient, and frustrating.
Inflexibility to change - It's difficult to shift and align resources quickly when market needs change or new opportunities arise.
Difficulty evaluating trade-offs - Broader impacts of functional decisions may be overlooked without consideration of interdependencies.
Overdependence on supervisors - Employees rely heavily on their department leader rather than developing a big-picture perspective.
Stifled innovation - New ideas requiring input from various areas have a harder time gaining support.
Os silos funcionais, a toma de decisións lentas e a falta de colaboración poden minar a eficiencia e a flexibilidade dunha organización que ten esta estrutura.
Superación dos retos da estrutura organizativa funcional
It can be hard for different work groups like marketing, sales, and support to connect if they're always in their own corners. But isolating actually makes it tough to get things done. Here are some ideas to overcome the challenges:
Facer proxectos con persoas de diferentes ámbitos. Isto presenta a todos e fai que se axuden entre eles.
Escolle persoas para axudar ás unidades a vincularse. Nomea xestores de produtos/clientes, aseguraranse de que todos compartan actualizacións e resolvan problemas xuntos.
Concéntrase en obxectivos compartidos, en lugar de que cada área faga o seu propio, aliña os soños das grandes empresas que todos apoian.
Consolide os roles duplicados, como RRHH ou TI, para que un equipo sirva para todo o traballo en comparación co traballo dividido.
Set meetings where areas briefly update each other on what's happening. Nip issues in the bud.
![Superación dos retos da estrutura organizativa funcional](https://ahaslides.com/wp-content/uploads/2023/08/female-entrepreneur-conducting-meeting.jpg)
Invest in collaboration tools - technologies like intranets, docs/file sharing, or project management apps can facilitate coordination.
Promover rotacións flexibles. Deixa que os empregados proben outros roles noutros lugares temporalmente para entenderse mellor e desenvolver unha perspectiva diferente.
Track teamwork too. Pay attention to how well people get along and the team's overall KPIs, not just individual achievements. Give leaders incentives to focus on organizational synergy, not just functional KPIs.
Finalmente, fomente a interacción social para que cada departamento sexa máis cómodo achegándose uns aos outros para pedir axuda. Atopar formas de que as funcións interactúen e funcionen como un todo interdependente axudará a romper os silos.
Rompe o xeo con AhaSlides
Help each department connect and bond with AhaSlides' interactivities. Essential for companies' bonding sessions!🤝
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Cando é axeitada unha estrutura funcional?
![Cando é axeitada unha estrutura funcional?](https://ahaslides.com/wp-content/uploads/2023/09/12428203_4969136-1024x683.jpg)
Comprobe a lista para ver se a súa organización é a adecuada para formar esta estrutura:
☐ Established companies with standardized operations - For mature companies whose core processes and workflows are well-defined, specialization within functions can promote efficiency.
☐ Stable business environment - If the market and customer needs are relatively predictable, functional groups can focus on optimizing their specialist areas without needing rapid cross-department collaboration.
☐ Tasks requiring dedicated expertise - Certain jobs like engineering, accounting, or legal work rely heavily on deep technical skills and are well-suited to a functional structure.
☐ Prioritizing operational execution - Functional structures are extremely efficient when the organization prioritizes producing or delivering a product or service; separating specialized steps amongst functions can streamline execution.
☐ Large organizations with scale - Very large companies with thousands of employees may organize into functions just to manage complexity across multiple business units.
☐ Resource allocation matters most - For capital-intensive industries, a structure that facilitates precise allocation of specialized resources and equipment works well.
☐ Traditionally bureaucratic cultures - Some established companies prefer highly departmentalized setups for control and oversight.
Exemplos de estrutura organizativa funcional
![Exemplos de estrutura organizativa funcional](https://www.insperity.com/wp-content/uploads/organization_structure1200x600.png)
![An example of functional organization.](http://tdns.gtranslate.net/tdn-static2/images/edit.png)
Empresa Tecnolóxica:
Departamento de mercadotecnia
Departamento de Enxeñaría
Departamento de desenvolvemento de produtos
Departamento de TI/Operacións
Departamento de vendas
Departamento de Atención ao Cliente
Empresa fabricante:
Departamento de Produción/Operacións
Departamento de Enxeñaría
Departamento de compras
Departamento de Control de Calidade
Departamento de Loxística/Distribución
Departamento de vendas e mercadotecnia
Departamento de Finanzas e Contabilidade
Hospital:
Departamento de enfermaría
Departamento de Radioloxía
Departamento de Cirurxía
Departamento de laboratorios
Departamento de Farmacia
Departamento Administrativo/Facturación
Tenda de venda polo miúdo:
Departamento de operacións da tenda
Departamento de Merchandising/Compras
Departamento de mercadotecnia
Departamento de Finanzas/Contabilidade
Departamento de recursos humanos
Departamento de Prevención de Perdas
departamento de TI
Universidade:
Diferentes departamentos académicos como Bioloxía, Inglés, Historia, etc
Departamento de Asuntos Estudantes
Departamento de Instalacións
Departamento de Investigación Patrocinado
Departamento de Atletismo
Departamento de Finanzas e Administración
Estes son algúns exemplos de como as empresas de diferentes industrias poden agrupar roles e funcións especializadas en departamentos para formar unha estrutura organizativa funcional.
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Lugares para levar
While dividing work into specialized departments has its benefits, it's easy for silos to form between groups. To really succeed, companies need cooperation as much as mere specialties.
At the end of the day, we're all on the same team. Whether you create products or deliver customer service, your work supports others and the company's overall mission.
💡 Vexa tamén:
o
7 Tipos de estrutura organizativa
Necesitas Saber.
Preguntas máis frecuentes
Cales son as 4 estruturas organizativas funcionais?
As catro estruturas organizativas funcionais son a estrutura funcional, a división, a matriz e a de rede.
Que se entende por estrutura funcional?
Unha estrutura organizativa funcional refírese a como unha empresa divide o seu traballo e os seus departamentos en función das funcións ou liñas de traballo implicadas mentres opera.
Is McDonald's a functional organizational structure?
McDonald's has a divisional organizational structure where each division serves a specific geographical location and operates almost independently with its own separate departments such as marketing, sales, finance, legal, supply, and such.