Many organizations are structured so that workers are jointly accountable for performance, even though there exist alternative organizational structures that align incentive compensation more closely with each worker's tasks. I develop a multitask agency model that demonstrates that such organizations may be optimal when multitask problems are severe or risk considerations are not too important. I also show that, in some circumstances, it may be optimal to share poorly measured tasks among several agents, contrary to the results of the existing multitask literature.