Beruflich Dokumente
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tasks?
What measures will be used to evaluate my
performance?
Who do I need to interact with and influence
to achieve my goals?
How much support can I expect when I reach
out to others for help?
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DIFFERENT SPANS OF A
JOB
1. Span of Control
2. Span of Accountability
3. Span of Influence
4. Span of Support
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SPAN OF CONTROL
It defines the range of resources not only
people but also assets and infrastructure for
which a manager is given decision rights.
Span of control in wal-mart
narrow
wide
Few resources
Many resources
STORE
MANAGER
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CORPORATE
MERCHANDISING MANAGER
SPAN OF
It refers to the range of trade-offs affecting the
ACCOUNTABILITY
measures used to evaluate a managers
achievements in other words defines the goals
the manager is expected to achieve. It is wider
at the top and narrower at bottom level
management.
narrow
wide
Few trade-offs
Many trade-offs
faculty
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Director
SPAN OF INFLUENCE
It corresponds to the width of the net that an
individual needs to cast in collecting data,
probing for new information and attempting to
influence the work of others.
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SPAN OF SUPPORT
The final span refers to the amount of help an
individual can expect from people in other
organizational units.
It can be set anywhere from narrow to wide
depending on how much commitment from
others the person needs to implement
strategy.
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Narrow
Wide
Span of Control
Few Resources
Interactions within
unit
Span of Accountability
Many Resources
Measures allow
many trade-offs
Span of Influence
Interactions
across units
Span of Support
No commitments of
help from others
Strong commitments of
help from others
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Control
Reduce resources
allocated to specific
positions or unit.
Accountability
Standardize work by
using measures (either
financial, such as lineitem budget expenses,
or non financial, such as
head count) that allow
few trade-offs.
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SPAN
Influence
Support
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Build shared
responsibilities through
purpose and mission,
group identification,
trust and equity based
incentive plans