{"id":9848,"date":"2015-12-05T09:08:52","date_gmt":"2015-12-04T22:08:52","guid":{"rendered":"http:\/\/orgchartpro.de\/?p=9848"},"modified":"2017-05-09T21:06:39","modified_gmt":"2017-05-09T20:06:39","slug":"span-of-control-organisational-structure","status":"publish","type":"post","link":"https:\/\/orgchartpro.de\/de\/span-of-control-organisational-structure\/","title":{"rendered":"Span of Control & Organisational Structure"},"content":{"rendered":"

What is Span of Control And Organisational Structure?<\/strong><\/h3>\n

It is very important to understand span of control\u00a0and organisational structure when describing an organisation. Simply, span of control<\/strong> refers to the number of subordinates under the manager\u2019s direct control. As an example, a manager with five direct reports has a span of control of five. To many or to few direct reports is a good way to view how efficent an organisation is as\u00a0long as it looked at in the context of the companys organisational structure<\/strong>.<\/p>\n

\"An<\/a>

An Executive team structure with a \u2018narrow\u2019 Span of Control<\/p><\/div>\n<\/div>

How many direct reports can a manager have? <\/strong><\/h4>\n

Is there an optimal number? What needs to be considered is the nature of the work that subordinates are performing and how much attention each requires.\u00a0For example a Call Center, the span of control can be numbers over 100, while executive functions \u2013 with high degrees of collaboration and interaction – could productively tolerate no more than three or four.\u00a0So the nature of the work being performed<\/strong>, and how much attention it requires should govern the assignment of personnel to a manager, and not some industry ideal goal.<\/p>\n

\"Call<\/a>

Call Center Organisation showing a \u2018wide\u2019 Span of Control<\/p><\/div>\n<\/div>

Expanding On the Concept of Span of Control<\/strong><\/h3>\n

While we are addressing span of control, let\u2019s also broaden our understanding to see it in the context of the organisational structure levels of hierarchy.<\/p>\n

Width: Organisation structures can be described as wide (with larger span of control) or narrow (with smaller span of control.)<\/p>\n

Height: As there are levels of management, or hierarchy, an organisation may be tall (with many levels) or flat (with fewer levels.)<\/p>\n

Flat organisations<\/strong>\u00a0have a ‚wide‘ span of control and Tall organisations<\/strong>\u00a0have a ’narrow‘ span of control.\u00a0 While there are pros and cons with both tall and flat structures, a company\u2019s structure must be designed to suit the business (the customer and markets) and in a way that fits with the workforce\u2019s capability.<\/p>\n

\"A<\/a>

A Tall vs. Flat Organisational Structure<\/p><\/div>\n<\/div>

Characteristics of a Flat Organisational Structure (Wide Span of Control)<\/strong><\/h4>\n

Pros<\/strong><\/p>\n