When we speak of organic structures or organization charts in organizations, we think of a graphic representation that gives hierarchy and power to one or more positions in the company and / or that distributes functions according to their degree of institutional complexity.
The ideology of the methods of organic structures is always based on vertical, horizontal, mixed and circular structures which intertwine or unite functions according to the hierarchy, this generally does not give capital value since it endangers the institution since Human resources do not generate human capital as it limits it.
The organic structures generate cash to (intangible assets 1) when considering certain aspects that should be considered:
- The job profiles must be determined and structured with talents according to the company, these profiles must generate knowledge to the organization. Flexible statutes with business value chains that intertwine and describe group activities, generating added value to the institution. The processes must Being methodological with this I do not mean that they are a straitjacket, but on the contrary, they must be flexible and autonomous but participatory when implementing them in all departments or areas. Organic systems can be vertical, horizontal, mixed or circular in structure, but at the time of joining or intertwining, they must generate connective value which is owned by the company.
If the structural capital generated by the (cognitive value 2) which intertwines all the areas as work teams, these areas are all connected, that is when the participatory process is transformed into new ideas of functional systems where knowledge invents or generates new knowledge that favors one or two areas of work.
This structure proposes a leader who forms the work teams with the rest of the areas and is responsible for safeguarding this knowledge and keeping a historical record of the progress and progress of the new structures of the teams and their knowledge.
Graphic representation of the proposed structure on a smaller scale (explanatory)
Structural Capital Generation
Graph No. 1. Graphic representation of the generation of Structural Capital
Source: own elaboration
The explanation is as follows, each circle represents an area in this case we have the area A, B, C and D with all their hierarchical levels, the intersection of these are the result of the new knowledge and the large square is the storage of knowledge the which serves to evolve the new knowledge.
A practical example is suppose that A is the Human Talent area and B is the Financial area, the two have their knowledge, one in human capital and the other in stockholders' equity, the two intersect and form a new knowledge that starts from the two areas. This new knowledge is analyzed, used and storing this is a new function which is stored in order to be ready to execute in new processes in the future. This is how knowledge becomes an added value that generates new intangible assets which increase the value of the financial statements of its monetary capital.
(1) Intangible Assets. It is a good which cannot be seen, felt or traded commercially, but is present and generates value for the company (2) Cognitive Value. It is a capital value that starts from the knowledge which the contractor of the services of a person who knows a specific area of work always owns.
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Author;
Diego Oswaldo Armas Hernández
