What is Span of Control And Organizational Structure?

It is exceptionally vital to understand span of control and organizational framework once describing an company. Simply, expectations of control refers to the number of subordinates under a manager’s straight manage. As an instance, a manager through 5 direct reports has actually a expectations of control of five. Span of regulate is a great metric to assess the efficiency of an company, as long as it looked at in the conmessage of the company’s business structure.

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An executive team structure with a ‘narrow’ span of control


How many straight reports need to a manager have?

Is tright here an optimal number? What needs to be taken into consideration is the nature of the job-related subordinates are percreating and exactly how a lot attention each calls for. For example, the expectancy of control deserve to be over 100, while executive functions through high levels of teamwork and also interaction can productively tolerate no more than three or 4. So the nature of the work being performed, and also just how a lot attention it calls for have to govern the assignment of personnel to a manager, not some sector appropriate goal.


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Call facility organization showing a ‘wide’ span of control


Expanding On the Concept of Span of Control

While we are addressing span of manage, let’s additionally broaden our expertise to check out it in the conmessage of the organizational levels of pecking order.


Width: Organization structures can be described as wide (via a larger expectations of control) or narrow (through a smaller sized expectancy of manage.)

Height: As tright here are levels of management, or pecking order, an company might be tall (through many type of levels) or level (through fewer levels.)

Flat organizations have actually a ‘wide’ expectations of regulate and Tall organizations have actually a ‘narrow’ expectancy of manage. While tright here are pros and also cons through both tall and also flat structures, a company’s framework need to be designed to suit the business (the customer and also markets) and in a method that fits with the workforce’s capcapability.

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A tall vs. flat organizational structure


Characteristics of a Flat Organizational Structure (Wide Span of Control)

Pros

Encoureras delegation. Managers need to better delegate to manage bigger numbers of subordinates, and give avenues for subordinates to take on responsibilitiesAgile. Improves communication rate and also qualityReduces costs. More price reliable bereason of fewer levels, thus requiring fewer managersHelps proccasion the workforce from disengaging by focusing on empowerment, autonomy and self-direction

Cons

High managerial workload comes with high expectations of controlRole confusion even more likelyMay cultivate distrust of management
Characteristics of a Tall Organizational Structure (Narrowhead Span of Control)

Pros

More quick interaction in between little teamsGroups are smaller sized and less complicated to control/manageThere’s a greater degree of field of expertise and also department of laborMore and much better avenues for employee promotion

 Cons

Communication can take too lengthy, hampering decision-makingSilos may develop and proccasion cross-practical problem solvingEmployees might feel lost and also powerless

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Conclusion

As you have the right to check out, an organization’s structure dictates the span of control assigned to supervisors. Whether you choose a ‘tall’ or ‘flat’ structure need to depfinish on the service and how to best serve customers. While each framework has actually its pros and also cons the best method for you to model and visualize the organization is with OrgChart. OrgChart provides you the ability to model and also visualize the company and automate the procedure.