What is Span of Control?
The span of control refers to the number of employees a supervisor manages. It’s like a manager’s team size. The span of control is also called the span of management, span of supervision, or span of authority.
In the past, managers had fewer subordinates, but with technology, they can handle more. Hierarchical organizations had small spans, but flatter structures increased the span. Nowadays, non-hierarchical setups are emerging, affecting the concept’s importance.
The ideal span varies, based on factors like the organization’s structure, technology, and managerial abilities. No perfect theory exists due to these complexities. Elliott Jaques suggests managers handle as many direct reports as they can know personally.
In short, a span of control helps managers understand their team size and impacts delegation and changes in organizational structures.
Characteristics of Span of Control
Let’s look at some characteristics/features of the span of control.
Quantity of Subordinates
The span of control means the number of employees a manager or supervisor is responsible for overseeing. Imagine it as the size of a manager’s team, indicating how many people are directly reporting to them.
The span of control is influenced by the company’s structure. In hierarchical setups, managers typically have fewer subordinates, while flatter organizations allow for wider spans, enabling managers to handle more employees.
Advances in technology have expanded the span of control. With efficient tools and communication platforms, managers can effectively supervise more subordinates, streamlining their tasks.
A wider span of control can speed up decision-making. As communication is direct and streamlined, important information reaches decision-makers faster, allowing for quicker responses to challenges and opportunities.
Determining the ideal span of control is complex and varies for each organization. It depends on factors like the manager’s abilities, the nature of work, and employee competencies. There is no one-size-fits-all approach, and it requires careful evaluation to find the right balance between effective supervision and delegation.
Also Read: What is Top-Level of Management?
Types of Span of Control
Usually, the span of control types includes two – a wide and narrow span of control.
Wide Span of Control
A wide span of control means a manager oversees a larger number of subordinates. In simpler terms, they have a big team to manage. It’s common in flatter organizations with fewer management layers.
With efficient technology and capable managers, a wide span is manageable, promoting faster communication and decision-making. However, it requires effective delegation and may not suit every situation, as some employees might need more personalized supervision.
Narrow Span of Control
A narrow span of control means a manager supervises only a few subordinates, leading a smaller team. It’s typical in hierarchical organizations with multiple management layers. With fewer direct reports, managers can provide more personalized attention and guidance.
However, communication may take longer, and decision-making could be slower. It suits complex tasks or less experienced employees who need closer supervision. Overall, a narrow span allows for greater control but may require more managerial resources.
Related: What is Middle-Level Management?
Factors Affecting Span of Control
The span of control in organizations is affected by many factors. Some of them include the followings:
Nature of Work
The complexity and type of work influence the span of control. If tasks are repetitive and straightforward, a wider span may be possible. However, complex work that requires closer supervision may lead to a narrower span.
A manager’s skills and experience affect their ability to handle a larger team. Capable managers with strong leadership skills can manage more subordinates effectively, while inexperienced managers may need a smaller span.
The competencies of employees play a role in determining the span. Well-trained and independent employees can be managed in larger groups, while less experienced ones may require more guidance in smaller teams.
The hierarchical setup impacts the span. Tall structures with multiple management levels often have narrower spans, whereas flatter structures allow for wider spans.
Advanced tools and communication platforms enable the efficient management of larger teams. With the right technology, managers can handle more subordinates without compromising effectiveness.
Manager’s Other Responsibilities
If a manager has additional administrative tasks or responsibilities outside their team, it may limit the span of control. Divided attention could impact effective supervision.
Also Read: What is Lower-Level Management?
If employees are spread across various locations, it may influence the span. Managers overseeing distant teams may need a narrower span to ensure proper communication and coordination.
Which Span of Control (Narrow or Wide) is Best?
The best span of control depends on various factors. For simpler tasks and well-trained employees, a wider span might work, allowing efficient communication and faster decision-making.
On the other hand, for complex work or less experienced employees, a narrower span could be beneficial, providing personalized attention and guidance. It’s a delicate balance between effective management and delegation.
Organizations with flatter structures may lean towards a wider span, while hierarchical setups might favor a narrower span. Ultimately, it’s essential to consider the nature of work, employee capabilities, and managerial expertise to determine the most suitable span for optimal performance.
Also Read: What is Scalar Chain?
Importance of Span of Control
An effective span of control provides various benefits to organizations. The followings are its some importance.
An effective span of control ensures smooth communication flow within the organization. With the right number of subordinates, managers can relay information promptly, leading to quicker decision-making and response to challenges.
Optimal Resource Allocation
A well-balanced span of control allows for efficient resource allocation. Managers can effectively delegate tasks to their team members, maximizing their skills and expertise while avoiding unnecessary workload jams.
Enhanced Employee Engagement
A suitable span of control fosters better manager-subordinate relationships. With manageable team sizes, managers can provide personalized attention, fostering employee satisfaction, motivation, and engagement.
An appropriate span of control promotes faster decision-making. Managers can gather input from their team members and use it to make informed choices, leading to better outcomes and adaptability in dynamic environments.
With the right span, managers can strike a balance between control and autonomy. They can oversee their subordinates effectively, ensuring tasks are performed to standard, while also empowering employees to take ownership of their responsibilities.
How To Choose the Right Span of Control?
The right span of control ensures efficient management and smooth performance in the organization. Here are the 5 strategies on how to choose the appropriate span for your organization.
Assess the Nature of Work
Understand the complexity and diversity of tasks within your organization. If the work is routine and repetitive, a wider span may be suitable. For complex and specialized tasks, a narrower span ensures better supervision.
Also Read: What are the Styles of Management?
Evaluate Employee Skills
Consider the skills and experience of your employees. Highly competent and self-sufficient team members can handle larger groups, while less experienced ones may require closer guidance in smaller teams.
Analyze Managerial Abilities
Assess the capabilities of your managers. Experienced and efficient leaders can handle more subordinates effectively, but less experienced managers may need a smaller span to ensure proper management.
Review Communication Technology
Modern communication tools impact the span of control. With efficient technology, managers can oversee larger teams with streamlined communication. Ensure your organization has the right tools to support a wider span if needed.
Align with Organizational Structure
Your organization’s structure plays a crucial role. Flatter structures encourage wider spans, while hierarchical setups favor narrower spans. Ensure your chosen span aligns with your organization’s design.
Span of Control Vs. Chain of Command
The span of control refers to the number of subordinates a manager supervises, while a chain of command is the hierarchy of authority and reporting relationships in an organization. A span of control focuses on the manager’s reach over employees, while a chain of command defines the formal channels for decision-making and communication within the organization.
Read Next: What are the 5 Functions of Management?
The Span of Control: FAQs
What is Span of Control?
The span of control means how many subordinates, team members, or employees a manager or supervisor oversees.
What are the Types of Span of Control?
Types of span of control include two – wide span of control and narrow span of control.
What are the 5 Factors Affecting the Span of Control?
The five main factors include – Nature of Work, Manager’s Capability, Employee Skills, Organizational Structure, and Technology.
What is a Wide Span of Control?
A wide span of control refers to a manager overseeing a larger number of employees.
What is a Narrow Span of Control?
A narrow span of control refers to a manager overseeing a few number of employees.