Walmart is organised into three operating segments, Walmart U.S., Walmart International and Sam’s Club U.S., each run by its own president and CEO who reports to President and CEO John Furner (in the role since February 2026). Enterprise functions such as finance, technology, people, growth and AI sit at the corporate level and serve all three. Walmart’s fiscal 2026 10-K counts about 2.1 million associates as of 31 January 2026, and the company is headquartered in Bentonville, Arkansas.
Walmart reports three segments: Walmart U.S. (4,611 stores), Walmart International (5,743 stores in 18 countries outside the U.S.) and Sam's Club U.S. (601 clubs), as of 31 January 2026. In fiscal 2026 their net sales were $483.0 billion, $130.4 billion and $93.0 billion.
02
A CEO for each segment
Since February 2026 David Guggina runs Walmart U.S., Christopher Nicholas runs Walmart International and Latriece Watkins runs Sam's Club U.S., each as Executive Vice President, President and CEO of that segment.
03
Shared functions at the top
CFO John David Rainey, Global CTO Suresh Kumar, Chief People Officer Donna Morris, Chief Growth Officer Seth Dallaire, Daniel Danker (AI Acceleration, Product and Design) and Daniel Bartlett (Corporate Affairs) are executive officers alongside the segment CEOs.
04
The CEO allocates by segment
The 10-K names the CEO as the chief operating decision maker, who uses each segment's operating income to allocate resources. In fiscal 2026 segment operating income was $25.2 billion for Walmart U.S., $5.1 billion for International and $2.4 billion for Sam's Club U.S.
What changed in 2025-26
A new CEO and new segment chiefs
John Furner, who ran Walmart U.S. from November 2019, became President and CEO in February 2026, succeeding Doug McMillon; the board calls him the sixth CEO in the company’s history. All three segment CEO posts changed hands at the same time.
An executive role for AI
Daniel Danker joined in August 2025 as Executive Vice President, AI Acceleration, Product and Design, a role the 2026 proxy describes as leading AI acceleration, product management, design and technology prioritisation across the enterprise.
Agentic commerce partnerships
In fiscal 2026 Walmart announced partnerships with OpenAI and Alphabet ‘to help shape the future of agentic commerce’, according to its 2026 proxy statement. Its 10-K lists emerging agentic platforms among the ways customers now shop.
Roles reshaped around AI
The fiscal 2026 10-K says Walmart’s workforce strategy aligns its organisational structure with an AI-enabled workforce, reshaping roles toward human strengths and using AI to automate repetitive tasks, backed by company-wide AI learning pathways.
Walmart's three segments, fiscal 2026
Walmart U.S. (David Guggina)
Net sales (fiscal 2026)$483.0 billion, 68% of net sales
Units (31 January 2026)4,611 stores
Walmart International (Christopher Nicholas)
Net sales (fiscal 2026)$130.4 billion, 19% of net sales
Units (31 January 2026)5,743 stores in 18 countries
Sam's Club U.S. (Latriece Watkins)
Net sales (fiscal 2026)$93.0 billion, 13% of net sales
Units (31 January 2026)601 clubs
Corporate and support
Net sales (fiscal 2026)Overhead not allocated to segments; operating loss of $2.9 billion
Units (31 January 2026)Enterprise functions
Walmart Inc. total
Net sales (fiscal 2026)$713.2 billion total revenues
Units (31 January 2026)10,955 retail units; about 2.1 million associates
What it means for you
Map the segment first: buying, pricing and supplier decisions are made inside Walmart U.S., International or Sam's Club U.S., not at one global desk.
Read the 10-K's executive officer list, not old org charts: all three segment CEOs changed in February 2026.
For investors: track segment operating income, which is the measure the CEO uses to allocate resources.
For AI vendors and brands: plan for agentic shopping as a channel, since Walmart has partnered with OpenAI and Alphabet on it.
For operators: copy the pattern of shared technology and AI platforms serving separate, accountable business units.
The Business Engineer lens
Walmart keeps its scale manageable by splitting accountability into three segments while pooling technology, data and AI at the centre. In the AI economy the shared platform layer, not the store count, is where the structure is being rebuilt.
A divisional structure by market and format, with three segments (Walmart U.S., Walmart International and Sam's Club U.S.), each led by its own CEO, plus shared corporate functions.
Who is the CEO of Walmart?
John Furner has been President and CEO since February 2026, succeeding Doug McMillon. Greg Penner is non-executive chairman of the board.
How many employees does Walmart have?
About 2.1 million associates as of 31 January 2026, of which about 1.6 million are in the U.S., according to the fiscal 2026 10-K.
Who runs Walmart's AI work?
Daniel Danker, Executive Vice President, AI Acceleration, Product and Design since August 2025, alongside Global CTO Suresh Kumar.
The complete explainer, cleaned up and reformatted for mobile.
In short
Walmart is organised into three operating segments, each led by its own president and CEO, under President and CEO John Furner (since February 2026): Walmart U.S. (David Guggina, $483.0B of net sales), Walmart International (Christopher Nicholas, $130.4B) and Sam’s Club U.S. (Latriece Watkins, $93.0B). Corporate functions (finance, technology, people, growth, AI and product) report at the top. Walmart had about 2.1 million associates and 10,955 stores at 31 Jan 2026.
Correction (11 Oct 2026): the earlier text said Walmart operates โapproximately 10,500 stores under 46 banners in 24 countriesโ. Its fiscal 2026 10-K reports 10,955 retail units in 19 countries (10-K).
How we source: figures on this page come from the company’s own filings (SEC 10-K, 10-Q and earnings releases, or its annual report), with the period stated next to each number. Last refreshed October 2026. Our methodology.
Walmart’s structure at a glance
Walmartโs structure: three retailers, one spine. Source: Walmart Form 10-K, fiscal 2026 (year to 31 Jan 2026), SEC EDGAR: Information About Our Executive Officers (names and titles), segment net sales and operating income. Shares calculated. Bars to scale. Analysis by The Business Engineer.
Divisional by format and geography. Each segment has its own president and CEO and its own operating results, so performance is measured segment by segment.
Shared platforms at the centre. Technology (CTO Suresh Kumar), people (Donna Morris), growth (Seth Dallaire) and AI, product and design (Daniel Danker) sit at corporate level and serve all three segments (10-K).
Weight of the U.S. Walmart U.S. is 68% of net sales and 77% of segment operating income (calculated).
Earlier analysis and background (pre-2026 figures)
The text below is the earlier version of this page. Its figures refer to earlier periods and some were corrected above; the current, sourced figures are in the sections above.
W
Walmart Organizational Structure
Divisional (Geographic + Format)
John Furner (CEO since February 2026; previously Doug McMillon)~2,100,000Bentonville, ARFounded 1962
Correction (10 Oct 2026): an earlier section on this page showed unsourced figures; it has been removed.
Walmart has a hybrid hierarchical-functional organizational structure, otherwise referred to as a matrix structure that combines multiple approaches. On the one hand, Walmart follows a hierarchical structure, where the current CEO John Furner (who succeeded Doug McMillon in February 2026) is the only employee without a direct superior, and directives are sent from top-level management. On the other hand, the function-based structure of Walmart’s business model is used to categorize employees according to their particular skills and experience.
One card per Department: Type of Structure, Structure Details, Advantages, Drawbacks.
Corporate Leadership
Type of Structure: Hierarchy
Structure Details: – Walmart’s corporate leadership operates within a hierarchical structure, with clear levels of authority and responsibility. The structure includes executive leadership, senior management, and various divisions and departments, such as finance, legal, and corporate affairs.
Advantages: – Clear lines of authority and accountability. Efficient decision-making process. Well-defined roles and responsibilities.
Drawbacks: Potential slow decision-making due to multiple levels of approval. Limited flexibility in responding to rapid changes in the retail industry.
Retail Operations
Type of Structure: Divisional Structure
Structure Details: – Walmart’s retail operations are organized into divisions, each responsible for a specific geographic region or store format. The divisions include Walmart U.S., Walmart International, and Sam’s Club, each with its own leadership team. Within each division, there are further divisions based on specific geographic regions or markets.
Advantages: – Tailored approach to different markets and regions. Quick adaptation to local market conditions. Specialization in retail operations.
Drawbacks: Potential coordination challenges between divisions. May result in variations in retail strategies across regions.
Structure Details: – Supply chain management functions follow a functional structure, with specialized teams for logistics, transportation, inventory management, and procurement. These teams manage the flow of products from suppliers to distribution centers and stores.
Advantages: – Efficient management of the supply chain. Specialized expertise in logistics and inventory management.
Drawbacks: Potential challenges in cross-functional collaboration between supply chain and other business units. May not align with specific business divisions.
Finance and Accounting
Type of Structure: Functional Structure
Structure Details: – The Finance and Accounting functions operate with a functional structure, comprising specialized teams for financial reporting, auditing, and financial planning and analysis. Each team handles financial matters, including budgeting, financial reporting, and risk management.
Advantages: – Efficient financial management and reporting. Specialized expertise in financial matters.
Drawbacks: Potential challenges in cross-functional collaboration with other business units. May not align with specific business divisions.
Marketing and Sales
Type of Structure: Divisional Structure
Structure Details: – Walmart’s marketing and sales operations follow a divisional structure, with divisions responsible for different regions or store formats. Marketing teams develop strategies tailored to specific markets. Sales divisions oversee retail operations and customer experience. Walmart also has an e-commerce division focused on online sales.
Advantages: – Customized marketing and sales strategies for different regions and customer segments. Quick adaptation to regional market conditions. Specialization in retail marketing.
Drawbacks: Potential coordination challenges between regional divisions. May lead to variations in marketing and sales strategies across regions.
Technology and Innovation
Type of Structure: Hybrid Structure
Structure Details: – Walmart’s technology and innovation functions combine elements of both functional and divisional structures. There is a centralized technology team responsible for global IT initiatives and infrastructure. However, innovation teams within different divisions also focus on technology solutions tailored to their specific needs, such as e-commerce or supply chain innovation.
Advantages: – Efficient management of global IT infrastructure. Specialized technology solutions for division-specific needs. Flexibility to innovate at the divisional level.
Drawbacks: Potential challenges in balancing centralized and divisional technology initiatives. May require effective coordination between central IT and divisional innovation teams.
Human Resources
Type of Structure: Functional Structure
Structure Details: – The Human Resources function operates with a functional structure, focusing on HR-related functions such as talent acquisition, talent development, and employee relations. Teams handle HR matters across the organization, including recruitment, training, and performance management.
Advantages: – Efficient management of human resources and talent-related activities. Specialized expertise in HR functions.
Drawbacks: Potential challenges in cross-functional collaboration with business units. May not align with specific business divisions.
Sustainability and CSR
Type of Structure: Cross-Functional
Structure Details: – Walmart’s sustainability and corporate social responsibility (CSR) efforts involve cross-functional collaboration. While there is a dedicated sustainability team, sustainability initiatives require collaboration across various departments, including supply chain, marketing, and corporate affairs. The company’s sustainability goals are integrated into its overall business strategy.
Advantages: – Holistic approach to sustainability and CSR, integrating it into business operations. Collaboration across functions for a shared purpose.
Drawbacks: Potential challenges in ensuring consistent sustainability practices across the organization. Requires effective cross-functional coordination and alignment with corporate strategy.
Walmart utilizes the hierarchical structure which means that current CEO John Furner (who succeeded Doug McMillon in February 2026) is the only employee without a direct superior.
Directives are sent from top-level management to regional managers, district managers, middle managers, store managers, and store team members as required. This allows executives to easily exert their influence on the organization and monitor the impacts of decisions.
Under the Board of Directors is the Executive Committee comprised of executives in roles such as Chief Financial Officer, Chief Technology Officer, and Chief Legal Officer and Corporate Secretary.
Function-based structure
The function-based structure of Walmart is used to categorize employees according to their particular skills and experience.
For example, function-based groups may include human resources, marketing, customer care, and production. Each group is headed by a manager who liaises with individual store managers to meet company objectives.
Furthermore, different Walmart store formats will be comprised of different departments. The member-only retail warehouse Samโs Club, for example, will possess some functional groups that are not present in a Walmart Discount Store. Walmart Supercentres that incorporate banks, hairdressers, nail salons, pharmacists, restaurants, and optometrists will also incorporate several departments that are not relevant to a standard Walmart Discount Store.
Comparison with Top Related Companies
Target: Target operates primarily under a functional organizational structure. This setup is characterized by its emphasis on centralized business functions such as marketing, finance, and human resources, which allows for strong corporate control and streamlined decision-making. Unlike Walmartโs matrix structure, Targetโs approach may not provide the same level of flexibility in responding to local market changes but does promote efficiency in managing corporate-wide strategies.
Costco: Costco uses a matrix organizational structure similar to Walmart’s, combining functional and divisional structures. However, Costco tends to lean more towards a divisional approach when it comes to geographic operations, which grants its individual warehouses considerable autonomy to adapt to local market conditions. This contrasts with Walmartโs more hierarchical control over its store operations, which can sometimes slow down local responsiveness but ensures uniformity across its global operations.
Amazon: Amazon employs a complex matrix organizational structure that includes elements of both functional management and divisional (geographic and product-based) structures. This hybrid structure supports its diverse range of operations, from retail to cloud computing and entertainment. Amazonโs structure is highly adaptable and designed to innovate rapidly, which is crucial for staying competitive in various sectors. In comparison, Walmart’s matrix structure, while also flexible, tends to emphasize more traditional retail operations and has a stronger hierarchical element.
Similarities and Differences
Similarities: All companies, including Walmart, utilize some form of matrix structure that allows them to manage extensive operations effectively. They combine different structural elements to handle the complexities of large-scale, multinational business environments.
Differences: Walmartโs use of a hierarchical matrix emphasizes clear lines of authority and a top-down approach to decision-making, which differs from Amazon’s more fluid and innovation-driven matrix. Costcoโs approach gives more power to local managers, which can enhance responsiveness but may lead to inconsistencies that Walmartโs structure aims to minimize.
Implications
Scalability and Control: Walmartโs hybrid structure is designed to scale efficiently while maintaining strict control over global operations, which is essential for a retailer of its size. This structure supports Walmartโs ability to implement uniform policies and practices across all locations, which is crucial for maintaining the brandโs reputation.
Responsiveness to Local Markets: Compared to Amazon and Costco, Walmartโs hierarchical nature may limit its ability to quickly adapt to local market trends. However, it ensures a consistent shopping experience across all its stores.
Innovation and Flexibility: Amazonโs structure allows for greater flexibility and faster innovation, which is crucial in technology and e-commerce. Walmart, while innovative, may not match the speed of Amazon due to its more rigid hierarchical components but continues to evolve its strategies to stay competitive.
Key takeaways:
Walmart has a hybrid hierarchical-functional organizational structure, otherwise referred to as a matrix structure that combines multiple approaches.
Walmart utilizes the hierarchical structure which means that current CEO John Furner (who succeeded Doug McMillon in February 2026) is the only employee without a direct superior. Directives are sent from top-level management to regional managers, district managers, middle managers, store managers, and store team members when required.
The function-based structure of Walmart is used to categorize employees according to their particular skills and experience. Examples include sales, marketing, human resources, customer care, and production.
Key Highlights
Hybrid Hierarchical-Functional Structure: Walmart employs a hybrid organizational structure that blends elements of both hierarchical and function-based approaches. This combination is often referred to as a matrix structure, allowing Walmart to effectively manage its vast operations.
CEO’s Role: In the hierarchical aspect of the structure, the current CEO, John Furner (who succeeded Doug McMillon in February 2026), stands out as the sole employee without a direct superior. This gives him a pivotal role in the decision-making process and overall management.
Hierarchical Directives: Walmart’s hierarchical structure facilitates the flow of directives from top-level management down to various organizational levels. This ensures that executive decisions and strategies are effectively communicated and implemented throughout the company.
Function-Based Groups: Walmart’s function-based structure involves categorizing employees based on their skills and expertise. This results in various functional groups, such as human resources, marketing, customer care, and production, each headed by a manager.
Adaptation to Store Formats: Different store formats within Walmart’s portfolio, such as Samโs Club and Walmart Supercenters, accommodate distinct departments and functional groups based on the specific needs of each format. This flexibility allows Walmart to tailor its operations to different customer requirements.
The company’s major shareholder is the Walton family, whose mission is to “help people around the world save money and live better โ anytime and anywhere โ in retail stores and through eCommerce.” While its vision is to “make every day easier for busy families.” Walmart defines “busy families” as the bull’s eye of its business strategy. From humble beginnings just over 50 years ago, Walmart’s business model has become the worldโs largest retail company.
With over $611 billion in net sales in 2023, Walmart operates a differentiated business model with three primary units: Walmart U.S., Walmart International, Sam’s Club (a membership-only warehouse club), and Walmart+. This subscription service includes free shipping, unlimited delivery from its stores, and discounts launched in 2021. The company reported a net income of $11.68 billion in 2023.
Walmart generated $611.29 billion in revenue in 2023 and $11.68 billion in profits, compared to $572 billion in revenue in 2022 and over $13.6 billion in net profits in the same year. Compared to over $559 billion in revenue in 2021 and over $13.5 billion in net profits.
In 2023, Walmart reported 240 million customers compared to 230 million global customers in 2022, 240 million customers in 2021, and 265 million customers in 2019.
Walmart had 2.1 million associates globally in 2023, compared to 2.3 million associates globally in 2022, the same number in 2021. In 2020, Walmart had 2.2 million associates globally.
Walmart’smission can be summarized as “helping people around the world save money and live better โ anytime and anywhere โ in retail stores and through eCommerce.” While its vision is to “make every day easier for busy families.” Walmart defines “busy families” as the bull’s eye of its business strategy.
Walmart has a hybrid hierarchical-functional organizational structure, otherwise referred to as a matrix structure that combines multiple approaches. On the one hand, Walmart follows a hierarchical structure, where the current CEO John Furner (who succeeded Doug McMillon in February 2026) is the only employee without a direct superior, and directives are sent from top-level management. On the other hand, the function-based structure of Walmart is used to categorize employees according to their particular skills and experience.
In a functional organizational structure, groups and teams are organized based on function. Therefore, this organization follows a top-down structure, where most decision flows from top management to bottom. Thus, the bottom of the organization mostly follows the strategy detailed by the top of the organization.
In a flat organizational structure, there is little to no middle management between employees and executives. Therefore it reduces the space between employees and executives to enable an effective communication flow within the organization, thus being faster and leaner.
How AI Is Changing This
Walmart has fundamentally restructured its organizational hierarchy by implementing AI-driven inventory management systems that redistribute decision-making authority from regional managers to automated algorithms. This shift has flattened Walmart’s traditional pyramid structure, reducing the need for regional inventory coordinators and district-level procurement specialists. Store managers now receive AI-generated recommendations rather than directives from human supervisors, while corporate data scientists and machine learning engineers have gained prominence in the organizational chart. The AI system analyzes real-time sales data, weather patterns, and local events to make instant restocking decisions that previously required approval chains involving store managers, district supervisors, and regional directors, effectively compressing a multi-tiered decision-making process into millisecond algorithmic responses.
Project portfolio management (PPM) is a systematic approach to selecting and managing a collection of projects aligned with organizational objectives. That is a business process of managing multiple projects which can be identified, prioritized, and managed within the organization. PPM helps organizations optimize their investments by allocating resources efficiently across all initiatives.
Harvard Business School professor Dr. John Kotter has been a thought-leader on organizational change, and he developed Kotter’s 8-step change model, which helps business managers deal with organizational change. Kotter created the 8-step model to drive organizational transformation.
The Nadler-Tushman Congruence Model was created by David Nadler and Michael Tushman at Columbia University. The Nadler-Tushman Congruence Model is a diagnostic tool that identifies problem areas within a company. In the context of business, congruence occurs when the goals of different people or interest groups coincide.
McKinseyโs Seven Degrees of Freedom for Growth is a strategy tool. Developed by partners at McKinsey and Company, the tool helps businesses understand which opportunities will contribute to expansion, and therefore it helps to prioritize those initiatives.
Mintzberg’s 5Ps of Strategy is a strategy development model that examines five different perspectives (plan, ploy, pattern, position, perspective) to develop a successful business strategy. A sixth perspective has been developed over the years, called Practice, which was created to help businesses execute their strategies.
The COSO framework is a means of designing, implementing, and evaluating control within an organization. The COSO framework’s five components are control environment, risk assessment, control activities, information and communication, and monitoring activities. As a fraud risk management tool, businesses can design, implement, and evaluate internal control procedures.
The TOWS Matrix is an acronym for Threats, Opportunities, Weaknesses, and Strengths. The matrix is a variation on the SWOT Analysis, and it seeks to address criticisms of the SWOT Analysis regarding its inability to show relationships between the various categories.
Lewin’s change management model helps businesses manage the uncertainty and resistance associated with change. Kurt Lewin, one of the first academics to focus his research on group dynamics, developed a three-stage model. He proposed that the behavior of individuals happened as a function of group behavior.
OpenAI is an artificial intelligence research laboratory that transitioned into a for-profit organization in 2019. The corporate structure is organized around two entities: OpenAI, Inc., which is a single-member Delaware LLC controlled by OpenAI non-profit, And OpenAI LP, which is a capped, for-profit organization. The OpenAI LP is governed by the board of OpenAI, Inc (the foundation), which acts as a General Partner. At the same time, Limited Partners comprise employees of the LP, some of the board members, and other investors like Reid Hoffmanโs charitable foundation, Khosla Ventures, and Microsoft, the leading investor in the LP.
Airbnb follows a holacracy model, or a sort of flat organizational structure, where teams are organized for projects, to move quickly and iterate fast, thus keeping a lean and flexible approach. Airbnb also moved to a hybrid model where employees can work from anywhere and meet on a quarterly basis to plan ahead, and connect to each other.
The Amazon organizational structure is predominantly hierarchical with elements of function-based structure and geographic divisions. While Amazon started as a lean, flat organization in its early years, it transitioned into a hierarchical organization with its jobs and functions clearly defined as it scaled.
The Coca-Cola Company has a somewhat complex matrix organizational structure with geographic divisions, product divisions, business-type units, and functional groups.
Costco has a matrix organizational structure, which can simply be defined as any structure that combines two or more different types. In this case, a predominant functional structure exists with a more secondary divisional structure.
Costcoโs geographic divisions reflect its strong presence in the United States combined with its expanding global presence. There are six divisions in the country alone to reflect its standing as the source of most company revenue.
Compared to competitor Walmart, for example, Costco takes more a decentralized approach to management, decision-making, and autonomy. This allows the companyโs stores and divisions to more flexibly respond to local market conditions.
Dell has a functional organizational structure with some degree of decentralization. This means functional departments share information, contribute ideas to the success of the organization and have some degree of decision-making power.
eBay was until recently a multi-divisional (M-form) organization with semi-autonomous units grouped according to the services they provided. Today, eBay has a single division called Marketplace, which includes eBay and its international iterations.
Facebook is characterized by a multi-faceted matrix organizational structure. The company utilizes a flat organizational structure in combination with corporate function-based teams and product-based or geographic divisions. The flat organization structure is organized around the leadership of Mark Zuckerberg, and the key executives around him. On the other hand, the function-based teams are based on the main corporate functions (like HR, product management, investor relations, and so on).
Goldman Sachs has a hierarchical structure with a clear chain of command and defined career advancement process. The structure is also underpinned by business-type divisions and function-based groups.
Google (Alphabet) has a cross-functional (team-based) organizational structure known as a matrix structure with some degree of flatness. Over the years, as the company scaled and it became a tech giant, its organizational structure is morphing more into a centralized organization.
IBM has an organizational structure characterized by product-based divisions, enabling its strategy to develop innovative and competitive products in multiple markets. IBM is also characterized by function-based segments that support product development and innovation for each product-based division, which include Global Markets, Integrated Supply Chain, Research, Development, and Intellectual Property.
McDonaldโs has a divisional organizational structure where each division โ based on geographical location โ is assigned operational responsibilities and strategic objectives. The main geographical divisions are the US, internationally operated markets, and international developmental licensed markets. And on the other hand, the hierarchical leadership structure is organized around regional and functional divisions.
McKinsey & Company has a decentralized organizational structure with mostly self-managing offices, committees, and employees. There are also functional groups and geographic divisions with proprietary names.
Microsoft has a product-type divisional organizational structure based on functions and engineering groups. As the company scaled over time it also became more hierarchical, however still keeping its hybrid approach between functions, engineering groups, and management.
Nestlรฉ has a geographical divisional structure with operations segmented into five key regions. For many years, Swiss multinational food and drink company Nestlรฉ had a complex and decentralized matrix organizational structure where its numerous brands and subsidiaries were free to operate autonomously.
Nike has a matrix organizational structure incorporating geographic divisions. Nike’s matrix structure is also present at the regional and sub-regional levels. Managerial responsibility is segmented according to business unit (apparel, footwear, and equipment) and function (human resources, finance, marketing, sales, and operations).
Patagonia has a particular organizational structure, where its founder, Chouinard, disposed of the company’s ownership in the hands of two non-profits. The Patagonia Purpose Trust, holding 100% of the voting stocks, is in charge of defining the company’s strategic direction. And the Holdfast Collective, a non-profit, holds 100% of non-voting stocks, aiming to re-invest the brand’s dividends into environmental causes.
Samsung has a product-type divisional organizational structure where products determine how resources and business operations are categorized. The main resources around which Samsung’s corporate structure is organized are consumer electronics, IT, and device solutions. In addition, Samsung leadership functions are organized around a few career levels grades, based on experience (assistant, professional, senior professional, and principal professional).
Sony has a matrix organizational structure primarily based on function-based groups and product/business divisions. The structure also incorporates geographical divisions. In 2021, Sony announced the overhauling of its organizational structure, changing its name from Sony Corporation to Sony Group Corporation to better identify itself as the headquarters of the Sony group of companies skewing the company toward product divisions.
Starbucks follows a matrix organizational structure with a combination of vertical and horizontal structures. It is characterized by multiple, overlapping chains of command and divisions.
Tesla is characterized by a functional organizational structure with aspects of a hierarchical structure. Tesla does employ functional centers that cover all business activities, including finance, sales, marketing, technology, engineering, design, and the offices of the CEO and chairperson. Tesla’s headquarters in Austin, Texas, decide the strategic direction of the company, with international operations given little autonomy.
Toyota has a divisional organizational structure where business operations are centered around the market, product, and geographic groups. Therefore, Toyota organizes its corporate structure around global hierarchies (most strategic decisions come from Japan’s headquarter), product-based divisions (where the organization is broken down, based on each product line), and geographical divisions (according to the geographical areas under management).
Walmart has a hybrid hierarchical-functional organizational structure, otherwise referred to as a matrix structure that combines multiple approaches. On the one hand, Walmart follows a hierarchical structure, where the current CEO John Furner (who succeeded Doug McMillon in February 2026) is the only employee without a direct superior, and directives are sent from top-level management. On the other hand, the function-based structure of Walmart is used to categorize employees according to their particular skills and experience.
Gennaro Cuofano is a CRO and tech executive who has worked in AI since late 2015, starting with bringing NLP, natural-language generation, voice and chatbot products to the marketing industry. His background is in law and finance: he holds a Master's degree in Law and an International MBA with an emphasis on corporate finance (LUISS Business School and the University of San Diego, 2012), and worked as a financial analyst at a real-estate investment firm in San Diego and as an assistant controller. His work focuses on business model strategy, business engineering and, more broadly, structural analysis: how companies make money, read from their own filings. He created FourWeekMBA and leads research there and at The Business Engineer, his newsletter on AI and business strategy, with over 95,000 subscribers and more than 1,000 published analyses. His writing has also appeared on Entrepreneur (for example, How to Digitize a Family Business in Europe) and HackerNoon. Find him on LinkedIn and Substack. See how we source.
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