The Mintzberg Model (What it is, Elements and Configurations)

The Mintzberg model is a technique used to describe the structure of a company. This analysis of the organization fulfills the role of guide, where it is possible to classify, understand and create a functional structure for each type of company. The model was created in 1979 by Professor Henry Mintzberg, of Canadian origin.

In the study of the model, there are two premises that are key to understanding how it works; the division of labor and the coordination of tasks in order to achieve the proposed goals, no matter what they may be.

Elements of the Mintzberg model

The Mintzberg model focuses on defining the elements that should be part of the organization, selecting those that allow coherence and harmony between their environment and between the organization in Yes.

In this sense, the teacher points out 5 elements that are key in the structure of any organization, that, although they are important, they will not always be presented in the same way in the different types of business.

Strategic Summit

It is made up of the director, the most relevant authorities and those people who provide direct support, representing the highest level of the organization and the highest hierarchy. Its function is to have a global vision of the organization and define the objectives, among other matters.

Middle line

It is made up of managers, managers, supervisors, etc. Its position is between the top and the operational core. They have the function of delegating and assigning tasks to each trained sector, to pursue the objectives that have been proposed by the strategic summit.

Technical structure

An example of this element is the human resources department. They have the function of standardizing each work process, using the necessary resources for its control and the creation of its formal approach.

Core of Operations

They are all those operators who are in charge of production tasks, or the provision of services.

Support staff

It is made up of all the personnel who offer services and carry out functions in the company, without being part of the organizational structure. For example, security personnel.

Mintzberg model configurations

Taking into account the above elements, each company is structured in a different way, which Mintzberg called configurations. His words affirm that all organizations, without exception, correspond to a configuration. However, they are not limited to one of them.

Organizations tend to be structured differently, taking into account the relationship with their environment and internal harmony. In this way they mimic some configurations, without limitations.

The different models or configurations are distinguished mainly by the relationships between the different elements and the weight assigned to each of them. These can be:

Simple structure

It is a model frequently used in small and medium-sized companies, being very flexible and informal. For example, clothing stores, where their structure is based on the direct supervision of a member of the strategic summit. It is important to note that its use is not limited to small organizations, although it is usually rare, there are large companies that can use this configuration.

Mechanical bureaucracy

It is usually associated with organizations whose work is simple, routine and repetitive. Its base is the process standardization, reducing in its maximum expression the elements that generate uncertainty. To achieve this they employ a bureaucratic and exhaustive control of all work processes.

Professional bureaucracy

Professional bureaucracy is distinguished from mechanics because it focuses on the standardization of skills and the knowledge of professionals. Some clear examples are university centers and hospitals.

Divisive form

The divisional form is a configuration that separates autonomous groups, where each of these fulfills a specific function. The different groups are coordinated by a single centralized directorate. It is common to see this type of organization in multinational companies or groups of companies.

Adhocracy

This organizational configuration is highly flexible. Its authority can be constantly shifted, since it is composed of expert professionals who carry out the tasks in a joint, coordinated and dispersed way. These small teams work as independent units that maximize performance, although it is one of the most difficult models to implement in a company.

Importance of the Mintzberg model

Mintzberg's work was seen as a breakthrough when it comes to organizing companies. Its importance lies in the fact that there are models that allow maximize efficiency and productivity within the company, and that these may vary according to the specific objectives of each organization. Therefore, it is vital to know the purpose of the organization and the relationship it has with the environment, in order to define an appropriate model.