Beruflich Dokumente
Kultur Dokumente
ON
SPAN OF CONTROL”
Degree of
(General)
BATCH (2009-2012)
KASTURI RAM COLLEGE OF HIGHER EDUCATION
NARELA, DELHI - 110040
(Affiliated to Guru Gobind Singh Indraprastha University, Delhi)
[1]
ACKNOWLEDGMENT
Getting a project done requires the work and efforts of many people. I would like to pay my
sincere gratitude and thanks to those people who directed me at every step in this project work.
SPAN OF CONTROL”
I extend my sincere thanks and gratitude to Ms Ruchika Arora (Project Guide) for her help and
valuable support throughout the term of the project. It was a learning experience to work under
her guidance.
I am also thankful to my parents all my friends and other sources who gave me much support
( ANKUR JAISWAL)
05319301709
BBA(GENERAL)
[2]
CERTIFICATE
This is to certify that “ANKUR JAISWAL” has accomplished the project title
supervision.
He has submitted this project in the partial fulfillment for the award of degree of Bachelor of
The work has not been submitted anywhere else for the award of degree. All sources of
Ms RUCHIKA ARORA
[3]
EXECUTIVE SUMMARY
The span of control and the layers of management in an organization structure determine the way
the organization delegates tasks to organizational units and sub-units. Classical management
theory (pre-1950) held that supervisors needed to maintain close control over their subordinates.
Six subordinates were considered to be the maximum that one person could supervise effectively
a relatively low span of control. Organizations structured in accordance with this theory are
called "command and control" organizations. They have a relatively high percentage of
Contemporary management theory holds that "command and control" organizations are
inefficient and inappropriate to today's workplace. Peter Drucker predicted that in 20 years,
large businesses would be knowledge-based and therefore composed largely of people who
direct and control their own performance through information obtained from peers,
customers and, on occasion, higher management. Organizations, he said, will shift from manual
and clerical workers to knowledgeable specialists who will resist the traditional command and
control model. Current writers and executives support this thinking. Empowered employees,
larger spans of control, and flatter organizational structures are current indicators of the more
Span of control has a direct bearing on the number of layers in an organization structure, which
is a measure of the length of an organization's lines of communications. These two measures are
indicators of the efficiency and effectiveness of an agency. Tom Peters suggests that most
organizations should need only three layers: first line supervisors, division heads and unit
[4]
manager (plant, operations or distribution manager). He suggests five layers are the maximum
needed for any organization from top to bottom, with the maximum reserved only for very
complex organizations such as multidimensional firms .Most authorities agree with these
recommendations.
[5]
Table of Content
[6]
INTRODUCTION:
Organisation involves division of work among people whose efforts must be co-ordinated to achieve
specific objectives and to implement pre-determined strategies. Organisation is the foundation upon
which the whole structure of management is built. It is the backbone of management. After the
objectives of an enterprise are determined and the plan is prepared, the next step in the management
process is to organise the activities of the enterprise to execute the plan and to attain the objectives of
the enterprise. The term Organising organisation is given a variety of interpretations. In any case, there
are two broad ways in which the term is used. In the first sense, organisation is understood as a dynamic
process and a managerial activity which is necessary for bringing people together and tying them
together in the pursuit of common objectives. When used in the other sense, organisation refers to the
structure of relationships among positions and jobs which is built up for the realisation of common
objectives. Without organising managers cannot function as managers. Organisation is concerned with
the building, developing and maintaining of a structure of working relationships in order to accomplish
the objectives of the enterprise. Organisation means the determination and assignment of duties to
people, and also the establishment and the maintenance of authority relationships among these grouped
activities. It is the structural framework within which the various efforts are coordinated and related to
each other. Sound organisation contributes greatly to the continuity and success of the enterprise. The
distinguished industrialist of America, Andrew Carnegie has shown his confidence in organisation by
stating that: "Take away our factories, take away our trade, our avenues of transportation, our money,
leave nothing but our organisation, and in four years we shall have re-established ourselves." That
shows the significance of managerial skills and organisation. However, good organisation structure does
not by itself produce good performance. But a poor organisation structure makes good performance
To s
Meaning of organising:
grouping activities required to attain the objectives, delegating authority, creating responsibility
DEFINITION OF ORGANIZATION:
The term 'Organisation' connotes different things to different people. Many writers have attempted to
state the nature, characteristics and principles of organisation in their own way. It can be used as a group
us analyse some of the important definition of organising or organisation, and understand the meaning
of organisation.
According to Stephen P. Robbins and Mary Coulter, ‘organising’ is “determining what tasks are
to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where
According to Louis A Allen, "Organisation is the process of identifying and grouping the work to be
performed, defining and delegating responsibility and authority, and establishing relationships for the
[8]
According to Sheldon, "Organisation is the process of so combining the work which individuals or
groups have to perform with facilities necessary for its execution, that the duties so performed provide
the best channels for efficient, systematic, positive and coordinated application of available effort."
In the words of Chester I Bernard, "Organisation is a system of co-operative activities of two or more
persons."
Mc Ferland has defined organisation as, "an identifiable group of people contributing their efforts
According to North Whitehead, "Organisation is the adjustment of diverse elements, so that their mutual
In the words of Theo Haimann, "Organising is the process of defining and grouping the activities of the
enterprise and establishing the authority relationships among them. In performing the organising
function, the manager defines, departmentalises and assigns activities so that they can be most
effectively executed."
In the words of Mooney and Railey, "Organisation is the form of every human association for the
In the words of Koontz and O'Donnell, "Organisation involves the grouping of activities necessary to
accomplish goals and plans, the assignment of these activities to appropriate departments and the
[9]
Barnard defined organization as an identifiable group of people contributing their efforts towards tile
attainment of goals. "An organization comes into existence when there are a number of persons in
communication and relationship to each other and are willing to contribute towards a common
endeavor". People form groups or organizations and pool their efforts by defining and dividing various
1. Communication
2. Cooperative efforts
3. Common objectives
Nature of Organising:
The assignment of each grouping to a manager with the authority (delegation) necessary to
supervise it,
The provision for coordination horizontally and vertically in the organisation structure.
STEPS IN ORGANIZING:
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(i) Determination of Objectives. Organization is always related to certain objectives. Therefore, it
is essential for the management to identify the objectives before starting any activity. It will help the
management in the choice of men and materials with the help of which it can achieve its objectives.
Objectives also serve as the guidelines for the management and the workers. They bring about unity of
(ii) Identification and Grouping of Activities. If the members of the group are to pool their efforts
effectively, there must be proper division of the major activities. Each job should be properly classified
and grouped. This will enable the people to know what is expected of them as members of the group and
will help in avoiding duplication of efforts. For instance, the total activities of an industrial organization
may be divided into major functions like production, purchasing, marketing, financing, etc. and each
such function is further subdivided into various jobs. The jobs, then, can be classified and grouped to
(iii) Assignment of Duties. After classifying and grouping the activities into various jobs, they
should be allotted to the individuals so that there are round ' pegs in round holes. Each individual should
be given a specific job to do according to his ability and made responsible for that. He should also be
(iv) Developing Authority, Responsibility and Relationships. Since so many individuals work in
the same organization, it is the responsibility of management: to lay down structure of relationships in
the organization. Everybody should clearly know to whom he is accountable. This will help in the
[11]
TYPES OF ORGANIZATION:
According to Talcott Parson Scheme, organizations can be classified primarily into four categories
based on functions:
Economic organizations are primarily concerned with producing something of value to the society. They
are wedded to a philosophy of generating surplus/ profit. Industrial, commercial and, trading concerns
Political organizations survive on the basis of service to society. They help in achieving the basic values
cherished by the society. They, collect resources from the society. Employ them judiciously, and help in
maintaining peace and stability in the society. All governmental agencies are included in this category.
Integrative organization tried with social, control and maintenance. Police departments and other
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Pattern maintenance organizations, like, educational institutions, research institutions, religious
organizations, clubs etc. are primarily concerned with, long-term interests bf society, culture, knowledge
values, etc.,
These organizations provide goods and services at a profit. Companies, partnership firms, sole,
proprietorship - firm are organised, along these lines and they generate profit for survival and
2. Government organizations:
These organizations satisfy the public need, for, order and, provide a means for people to exercise some
3. Protective organizations:
They shield citizens from danger, Police, and military services etc.
4. Service organizations:
They act in the interest of, the general public without always receiving payments in full for services
rendered
5. Political organizations:
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They seek to influence legislation by electing a member of their group to public office (political parties,
6. Religious organizations:
They provide for the spiritual needs of members and try to enlist nonbelievers into their fold (churches,
7. Social organizations:
They satisfy the needs of persons to make friendships and to have contact, with, others-who have
contact with others who have compatible interests (clubs, teams, fraternities).
The formal organisation refers to the structure of jobs and positions with clearly defined functions and
relationships as prescribed by the top management. This type of organisation is built by the management
to realise objectives of an enterprise and is bound by rules, systems and procedures. Everybody is
assigned a certain responsibility for the performance of the given task and given the required amount of
authority for carrying it out. Informal organisation, which does not appear on the organisation chart,
supplements the formal organisation in achieving organisational goals effectively and efficiently. The
working of informal groups and leaders is not as simple as it may appear to be. Therefore, it is
obligatory for every manager to study thoroughly the working pattern of informal relationships in the
[14]
Formal Organisation:
Chester I Bernard defines formal organisation as -"a system of consciously coordinated activities or
forces of two or more persons. It refers to the structure of well-defined jobs, each bearing a definite
measure of authority, responsibility and accountability." The structure is consciously designed to enable
the organizational members to work together for accomplishing common objectives. The individual
must adjust to the formal organization. It tells him to do certain things in a specified manner, to obey
orders from designated individuals and to cooperate with others. The essence of formal organisation is
The formal organisation is built around four key pillars. They are:
o Division of labour
o Structure and
o Span of control
Thus, a formal organisation is one resulting from planning where the pattern of structure has already
(i) Organization structure is laid down by the top management to achieve organizational goals.
[15]
(ii) Organization structure is based on division of labor and specialization to achieve efficiency in
operations.
(iii) Organization structure concentrates on the jobs to be performed and not the individuals who are
to perform jobs.
(iv) The organization does not take into consideration the sentiments of organizational members.
(v) The authority and responsibility relationships created by the organization structure are to be
honored by everyone. The position in the organization hierarchy determines the relative status of the
incumbent.
1. The formal organisation structure concentrates on the jobs to be performed. It, therefore, makes
2. A formal organisation is bound by rules, regulations and procedures. It thus ensures law and order in
the organisation.
3. The organisation structure enables the people of the organisation to work together for accomplishing
1. The formal organisation does not take into consideration the sentiments of organisational members.
2. The formal organisation does not consider the goals of the individuals. It is designed to achieve the
[16]
3. The formal organisation is bound by rigid rules, regulations and procedures. This makes the
INFORMAL ORGANIZATION:
Informal organisation refers to the relationship between people in the organisation based on personal
attitudes, emotions, prejudices, likes, dislikes etc. an informal organisation is an organisation which is
not established by any formal authority, but arises from the personal and social relations of the people.
These relations are not developed according to procedures and regulations laid down in the formal
organisation structure; generally large formal groups give rise to small informal or social groups. These
groups may be based on same taste, language, culture or some other factor. These groups are not pre-
planned, but they develop automatically within the organisation according to its environment.
1. Informal organisation is not established by any formal authority. It is unplanned and arises
spontaneously.
2. Informal organisations reflect human relationships. It arises from the personal and social relations
3. Formation of informal organisations is a natural process. It is not based on rules, regulations and
procedures.
organisation chart.
5. In the case of informal organisation, the people cut across formal channels of communications and
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6. The membership of informal organisations is voluntary. It arises spontaneously and not by deliberate
or conscious efforts.
informal groups.
8. Informal organisations are based on common taste, problem, language, religion, culture, etc. it is
influenced by the personal attitudes, emotions, whims, likes and dislikes etc. of the people in the
organisation.
2. Many things which cannot be achieved through formal organisation can be achieved through informal
organisation.
3. The presence of informal organisation in an enterprise makes the managers plan and act more
carefully.
4. Informal organisation acts as a means by which the workers achieve a sense of security and
6. The informal leader lightens the burden of the formal manager and tries to fill in the gaps in the
manager's ability.
7. Informal organisation helps the group members to attain specific personal objectives.
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9. Informal organisation gives psychological satisfaction to the members. It acts as a safety valve for the
emotional problems and frustrations of the workers of the organisation because they get a platform to
The importance of informal organization arises from the functions performed by informal groups. The
(i) It serves as a very useful channel of communication in the organization. The informal
(ii) It blends with the formal Organization to make it more effective. It gives support to the formal
Organization.
(iii) The informal leader lightens the burden of the formal manager and tries to fill in the gaps in the
manager's abilities.
(iv) Informal Organization gives psychological satisfaction to the members. They get a platform to
[19]
(v) The presence of informal Organization encourages the manager to plan and act carefully. Thus,
informal organizations support and supplement the formal Organization. There are certain disadvantages
also of informal organizations. They put resistance to change and conform to old practices. The
communication in informal Organization is very fast; sometimes, it creates rumors, which may prove
[20]
ORGANIZATION STRUCTURE:
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An organization structure shows the authority and responsibility relationships between the various
positions in the organization by showing who reports to whom. It is a set of planned relationships
between groups of related functions and between physical factors and personnel required for the
Organization involves establishing an appropriate structure for the goal seeking activities. The structure
of an organization is generally shown on an organization chart or a job- task pyramid. It shows the
authority and responsibility relationships between various positions in the organization. It is significant
to note that the organization structure is directly related to the attainment of the organization objectives.
For instance, if an undertaking is in production line, the, dominant element in its organization chart,
would be manufacturing and assembling. A good organization structure should not be static but
dynamic. It should be subject to change from time to time in the light o f the changes in the business
environment. While designing the organization structure, due attention should be given to the principles
of sound organization.
Organization structure contributes in the following ways to the efficient functioning of organizations:
specifies who is to direct whom and who is accountable for what results. The structure helps an
organization member to know what his role is and how it relates to other roles.
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2. Pattern of Communication. Organization structure provides the patterns of communication and co-
ordination. By grouping activities and people, structure facilitates communication between people
centered on their job activities. People who have joint problems to solve often need to share
information.
the organization. A departmental store, for instance, may follow a structure that leaves pricing, sales
promotion and other matters largely up to individual departments to ensure that varied departmental
conditions are considered. In contrast, an oil refinery may concentrate on production, scheduling and
maintenance decisions at top levels to ensure that interdependencies along the flow of work are
considered.
4. Proper Balancing. Organization structure creates the proper balance and emphasis of activities.
Those more critical to the enterprise's success might be placed higher in the organization. Research in
a pharmaceutical company, for instance, might be singled out for reporting to the general manager or the
managing director of the company. Activities of comparable importance might be given roughly equal
5. Stimulating Creativity. Sound organization structure stimulates creative thinking and initiative
among organizational members by providing well defined patterns of authority. Everybody knows the
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6. Encouraging Growth. An organization structure provides the framework within which an enterprise
functions. If it is flexible, it will help in meeting challenges and creating opportunities for growth. A
sound organization structure facilitates growth of enterprise by increasing its capacity to handle
changes, can make the best possible use of latest technology. It will modify the existing pattern of
In short, existence of a good organization structure is essential for better management. Properly
designed organization can help improve teamwork and productivity by providing a framework within
which the; people can work together most effectively. While building the organization structure, it is
essential to relate the people to design. The organization structure, which has technical excellence, may
be quite useless for practical purposes because it is not suited to the needs of the people. Thus, an
organization structure should be developed according to the needs of the people in the organization.
Complexity, referring to the degree to which activities within the organization are differentiated. This
- horizontal differentiation refers to the degree of differentiation between units based on the orientation
of members, the nature of tasks they perform and their education and training,
- vertical differentiation is characterized by the number of hierarchical levels in the organization, and
[24]
- spatial differentiation is the degree to which the location of the organization's offices, facilities and
Formalization refers to the extent to which jobs within the organization are specialized. The degree
Centralization refers to the degree to which decision making is concentrated at one point in the
organization.
Clarity: The structure of the organization should be such that there is no confusion about people's
Understanding: The structure of an organization should provide people with a clear picture of how
De-centralization: The design of an organization should compel discussions and decisions at the
Stability and adaptability: While the organizational structure should be adaptable to environmental
[25]
Within the framework of the formal organization, there are three basic organizational relationships,
namely, (i) responsibility (ii) authority, and (iii) accountability. These relationships are designated as
formal because they are predetermined by the management as a way of relating and combining the
diverse functions of the enterprise. This section aims at providing an insight into these relationships.
RESPONSIBILITY:
"By responsibility we mean the work or duties assigned to a person by virtue of his position in the
organization. It refers to the mental and physical activities, which must be performed to carry out a task
or duty. That means every person who performs any kind of mental or physical effort as an assigned
task has responsibility."' In order to enable the subordinate to perform his responsibility well, the
superior must clearly tell the former as to what is expected of him. In other words, the delegant must
determine clearly the task or duty that is assigned to the delegate. The duty must be expressed either in
terms of functions or of objectives. If a subordinate is asked to control the operations of a machine, the
duty is in terms of function. But if he is asked to produce a particular number of pieces of a product, the
duty is in terms of target or objective. Determination bf duties in terms of objectives will enable the
AUTHORITY:
Authority is a derivative of responsibility. It is the right to order or command and is delegated from the
superior to the subordinate to discharge his responsibilities. Right to procure or use raw materials, to
spend money or ask for the allotment of money, to hire or fire people, etc. has to be delegated to the
individuals to whom the work has been assigned. For instance, if the chief executive of a plant assigns
the production manager with the production of particular types of goods and services, he should also
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grant him the authority to use raw materials, money and machinery, hire workers and so on to fulfill the
A superior delegating the authority should also determine what types of authority are to be delegated.
Authority should not be confused with unlimited authority. The amount of authority delegated should be
commensurate with the responsibilities or duties assigned. In other words, there must be a balance
between responsibility and authority. However, in practice, the powers or rights necessary to perform a
ACCOUNTABILITY:
Accountability is the obligation to carry out responsibility and exercise authority in terms of
performance standards established by the superior. Creation of accountability is the process of justifying
the granting of authority to a subordinate for the accomplishment of a particular task. In order to make
this process effective, the standards of performance should be determined before assigning a task and
should be accepted by the subordinate. An important principle of management governing this basic
relationship is that of single accountability. An individual should be, answerable to only one immediate
The term 'span of management' is also known as 'span of control,' 'span of supervision' and 'span
manager. It is an important principle of sound organization. This principle is based on the theory of
[27]
superior-subordinate relationship and developed a mathematical formula based on the geometric
Pioneering work was done by Henri Fayol in the sphere of span of control analysis. Span of control
definition is an integral part of modern management theory and principles. It is a very important concept
of human resource management. Span of control is defined as the number of people a manager can
supervise effectively.
Span of control is of two types. span of control could either be narrow or wide. A narrow span of
control means that a manager or supervisor has fewer employees under his supervision, whereas, a wide
span of control means that a single manager has many employees under his supervision. For example, a
manager having twenty subordinates under him in the organizational hierarchy would have a wider span
of control as opposed to a manager who has ten subordinates under him. A span of control is wide
usually when there are well established operating procedures and few problems are expected in running
the concern. A wide span of control gives rise to a flat organizational structure.
The concept of organizational structure and span of control are interrelated. There is an inverse
relationship between the organizational structure and span of control. If a company has a narrow span of
control, the number of levels in the organization will be greater. You could also say that the company
will have a tall organizational structure. A narrower span of control could also indicate that the
employees are self motivated, experienced and need very little supervision due to their high capacity to
deliver. It could also indicate that work is extremely repetitive in nature and employees have developed
a proficiency in the same. Narrower spans could also aid in more effective management as managers
would have lesser subordinates under them, thereby enhancing managerial quality. Narrower spans
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could also indicate that the workers and management are physically located at distances from each
other. It is also required when workers need greater supervision and new challenges arise frequently..
organization. The chain of command refers to the line along which orders are passed down in an
organization. Reports of the implementation of the orders makes its way up the same line. Span of
control management aids in ensuring clear cut lines of communication within the organization. This
enhances inter and intra team coordination by removing any ambiguities. Subordinates and superiors
know which department they belong to, what is expected of them and whom do they report to. This
The extent of the span of control in an organization depends on the type of organization and the
capability of the managers therein. A tall organization usually has a narrower span of control when
compared to a flat organization. A tall structure due to the nature of its span of control management
could have more managers at the top. This results in too much time taken in the flow of communication
within the organization. This could increase the organization’s response time to situations and could
prove costly. On the other hand, a wider organizational structure and span of control results in the
quicker movement of messages. The number of managers in such a span of control is less and this saves
on cost.
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IDEAL SPAN OF CONTROL
For a significant period of time, management theorists and practitioners have debated and discussed on
what should constitute an ideal span of control. An ideal span of control generally depends on several
factors such as the nature of the organization, skills of managers and employees and the quality of
interaction that takes place between them. Span of control analysis seeks to understand what should
An ideal span of control may not be determined that easily as it is dependent on a number of variables.
A complex external operating environment characterized by unpredictability may demand a wider span
of control. The concepts of centralization and decentralization too have an impact on the span of control.
Centralization may indicate a wider span of control with very little leeway being given to subordinates.
Decentralization would indicate the opposite. The span of control is also dependent on the personality of
the manager. A manager who enjoys delegating could indicate a desire towards a narrower span of
control.
An ideal span of control is around 15 to 20 subordinates per manager, while according to the traditional
authors the ideal number is around 6 subordinates per manager. In reality, the ideal span of control
1. Nature of an organization
2. Nature of job
5. The kind of interaction that takes happens between superiors and subordinates, etc
[30]
WIDE SPAN OF SUPERVISION:
When the span of supervision is wider, the number of executives needed to supervise the workers will
be less. This will make the organization structure wide. Such a structure would be less expensive
because of less overhead costs of supervision. Since the number of levels is less, there will be better
communication between the worker and the management and better coordination. However, the quality
of performance is likely to deteriorate because one executive cannot effectively supervise a large
number of subordinates. Supervision will not be able to devote sufficient time in directing each and
every subordinate.
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• There are less layers of management to pass a message through, so the message reaches more
employees faster
• It costs less money to run a wider span of control because a business does not need to employ as
many managers
The type of product being made – products which are easy to make or deliver will need less
Skills of managers and workers – a more skilful workforce can operate with a wider span of control
because they will need less supervision. A more skilful manager can control a greater number of staff
A tall organisation has a larger number of managers with a narrow span of control whilst a flat
A tall organisation can suffer from having too many managers (a huge expense) and decisions can take a
BUT, a tall organisation can provide good opportunities for promotion and the manager does not have to
Chain of command is the line on which orders and decisions are passed down from top to bottom of
the hierarchy. In a hierarchy the chain of command means that a production manager may be higher up
the hierarchy, but will not be able to tell a marketing person what to do.
The narrow span of supervision will lead to a tall structure and to an increase in the executive payroll as
compared to the flat structure another drawback is that the additional layers of supervisor will
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complicate communication from the chief executive down to operative employees and back up the line.
There will also be a problem of effective coordination of the activities of different persons in the
organization because of more levels of executives. However, the narrow span of supervision has the
benefit of better personal contacts between the supervisors and the subordinates. It facilitates tight
control and Close supervision. Tall organization structure gives sufficient to an executive for developing
In recent years, there has been a controversy around the significance of the concept of span of control.
The transformation in the style of decision-making has had an inevitable bearing on question relating to
the number of people an executive can supervise. Moreover, the use of delegation and decentralization
is highly advocated these days. It is realized that narrow span of control is an effective means of forcing
the executives to delegate. It is also argued that if an executive has enough number of subordinates to
supervise, there is a point beyond which intimate control becomes very difficult. But how this point,
• It requires a higher level of management skill to control a greater number of employees, so there
COMPARISON OF SPAN-OF-CONTROL
Many levels of management, high cost of Low management overhead, better operational
Large distance between top management & Employees have better communication with
[34]
FACTORS INFLUENCING SPAN-OF-CONTROL
1. Environmental Stability: When the external environment is more stable than dynamic, more
employees can be supervised by a single manager. Stable environment is less demanding and reduces
the need for quick response, thereby provide more flexibility in time and schedules.
2. Nature of work: Routine jobs, tasks that require limited skills or are focused, require only
occasional management decision and coaching, thus can have wider span of control. On the other hand,
the tasks that are inherently complicated; loosely defined and require frequent decision making would
3. Experience level: When the average job related experience of employees is high, they require
little training or direction, the tasks can be easily delegated. Under such situations, span of control of
needs to increase the span of control. On the contrary, when an organization gets more investment, it
1. Information technology: Use of efficient communication tools like online wiki’s, videos,
project management and tracking tools, and other decision support systems can reduce the overall
2. More training: Investing in training the employees for the current job skills and also future
skills makes them more independent. Constantly involving the employees in various trainings not only
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increases the collective intelligence within the organization but also results in readily available resource
pool in-house.
3. Work design: If the tasks are designed to be independent, loosely coupled with few
While early discussions of span of control often centered on pinpointing the optimal number of
subordinates, a number of factors may influence the span of control most appropriate for a given
management position. Assuming that all other aspects of a manager's job are the same, these factors
1. Job complexity. Subordinate jobs that are complex, ambiguous, dynamic or otherwise
complicated will likely require more management involvement and a narrower span of management.
2. Similarity of subordinate jobs. The more similar and routine the tasks that subordinates are
performing, the easier it is for a manager to supervise employees and the wider the span of management
subordinates the more difficult it is for a manager to be in regular contact with them and the fewer
4. Abilities of employees. Managers who supervise employees that lack ability, motivation, or
confidence will have to spend more time with each employee. The result will be that the manager cannot
supervise as many employees and would be most effective with a narrower span of management.
5. Abilities of the manager. Some managers are better organized, better at explaining things to
subordinates, and more efficient in performing their jobs. Such managers can function effectively with a
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6. Technology. Cell phones, email, and other forms of technology that facilitate communication
and the exchange of information make it possible for managers to increase their spans of management
over managers who do not have access to or who are unable to use the technology
• Span of management affects the efficient utilization of managers and the effective performance of
their subordinates. Too wide a span may mean that managers are overstraining themselves and that the
subordinates are receiving too little guidance or control. Too narrow a span possibly will denote that
managers are underutilized and that their subordinates are over controlled.
• There is a relationship between span of management and organizational structure. A narrow span
results in a “Tall” organization with many levels of supervision between top management and the lowest
organizational levels. This creates more communication and cost problems. There is also the problem of
finding trained managerial personnel. On the other hand, a wide span for the same number of employees
means a “Flat” organization with fewer management levels between top and middle.
The span of control varies from individual to individual, time to time and place to place. The factors,
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1. Ability of the Managers: Individuals differ in various qualities like leadership, decision-making and
communication. The span may be wider if the manager possesses these skills in greater degree as
compared to others.
2., Time available for Supervision: The span should be narrow at the higher levels because top
managers have less time available for supervision. They have to devote the major portion of their time
to planning, organizing, directing, and controlling. Each top manager will delegate the task of
supervision to his subordinates who have to devote comparatively less time on the important functions
of management.
3. Nature of Work: When the spans are narrowed, the levels in the organization increase. This involves
delegation of authority and responsibility. If the work is of a routine and repetitive nature, it can easily
4. Capacity of Subordinates: If the subordinates are skilled, efficient and knowledgeable, they will
require less supervision. In such a case, the superior may go in for a wider span.
5. Degree of Decentralization: Under decentralization, the power to make decisions is delegated to the
lower levels. The span of management will be narrow in such cases so as to exercise more and more
control.
large number of levels because there will be no difficulty in transmission of information in spite of a
7. Control Mechanism: The span of control also depends upon the control mechanism being followed.
Control may be followed either through personal supervision or through reporting. The former favors
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To sum up, it can be said that an executive should be expected to supervise a reasonable number of
executives, number and capacity of subordinates, the nature of work, availability of time, ease of
communication, internal checks and controls and degree of delegation in the organization. If the span of
control is narrow, there will be more organizational levels, which in turn may impede communication. If
the number of levels is reduced and the span of control is widened, the supervisory load may become
too heavy. Sound management requires a proper balance between supervisory load and organization
levels.
CONCLUSION
The trend in recent years has been to move toward wider spans of control to reduce costs, speed decision
making, increase flexibility and empower employees. However, to avoid potential problems of wide
spans of control, organizations are having to invest in training managers and employees and in
technology enabling the sharing of information and enhancing communication between and among
managers and employee. At lower levels of the organization, however, where there is less interlocking,
or where responsibility is concerned more with the performance of specific tasks, the span of control
A number factors influence the limit of span of control in various types of organization structure:
- Technology (Cell phones, email, and other forms of technology that facilitate communication and the
exchange of information make it possible for managers to increase their spans of management over
managers who do not have access to or who are unable to use the technology)
- organization level
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- job complexity (Subordinate jobs that are complex, ambiguous, dynamic or otherwise complicated will
- job similarity (The more similar and routine the tasks that subordinates are performing, the easier it is
for a manager to supervise employees and the wider the span of management that will likely be
effective.)
- supervisory specialities
the ability and personal qualities of the manager including the capacity to cope with interruptions
(Some managers are better organized, better at explaining things to subordinates, and more efficient in
performing their jobs. Such managers can function effectively with a wider span of management than a
- the amount of time the manager has available from other activities to spend with subordinates
- the ability and training of subordinate staff (Managers who supervise employees that lack ability,
motivation, or confidence will have to spend more time with each employee. The result will be that the
manager cannot supervise as many employees and would be most effective with a narrower span of
management)
- the effectiveness of co-ordination and the nature of communication and control systems- the physical
subordinates the more difficult it is for a manager to be in regular contact with them and the fewer
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If the span of control is too wide, it becomes difficult to supervise subordinates effectively and this
places stress on the manager. With larger groupings, informal leaders and sub-groups or cliques are
more likely to develop, and these may operate contrary to the policy of management. There may be lack
of time to carry out all activities properly. Planning and development, training, inspection and control
may suffer in particular, leading to poor job performance. A wide span of control may limit
opportunities for promotion. Too wide a span of control may also result in a slowness to adapt to change
If the span of control is too narrow, this may present a problem of co-ordination and consistency in
decision-making, and hinder effective communications across the organisation structure. Morale and
initiative of subordinates may suffer as a result of too close a level of supervision. Narrow spans of
control increase administrative costs and can prevent the best use being made of the limited resource of
managerial talent. They can lead to additional levels of authority in the organisation creating an
Downsizing, in which firms attempt to cut costs by eliminating positions, has become popular among
major corporations in recent years. This strategy has had an impact on decentralization and span of
control. Employees who used to report to managers whose positions were eliminated have been assigned
additional responsibilities. Span of control has become wider in downsized companies, and workers
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References
Davis, R.C. (1951), The fundamentals of top management, Harper, New York
http://www.answers.com/library/Small+Business+Encyclopedia
Joseph L. (1965), "Management Theory", in: March, James G., Handbook of Organizations,
http://books.google.co.in/books.
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