Line structure: Better defines levels of authority and responsibility, Shows who each person reports to or who to talk to about specific projects, Motivates employees with clear career paths and chances for promotion, Gives each employee a speciality, Can slow down innovation or important changes due to increased bureaucracy, Can cause employees to act in the interest of the department instead of the company as a whole, Can make lower-level employees feel like they have less ownership and can’t express their ideas for the company, Functional structure: Allows employees to focus on their role, Encourages specialization, Help teams and departments feel self-determined, Hampers interdepartmental communication, Can create silos within an organization, Obscures processes and strategies for different markets or products in a company, Is easily scalable in any sized company, Matrix structure: Allows supervisors to easily choose individuals by the needs of a project, Gives a more dynamic view of the organizations, Encourages employees to use their skills in various capacities aside from their original roles, Presents a conflict between department managers and project managers, Can change more frequently than other organizational chart types,

Organizational structures: line, functional, matrix

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