Wide span of control - It is one in which a manager can supervise and

PRINCIPLE OF ORGANIZING control effectively a large group of persons at one time. The features of this
The organizing process can be done efficiently if the managers have certain span are:-
guidelines so that they can take decisions and can act. To organize in an i. Less overhead cost of supervision
effective manner, the following principles of organization can be used by a ii. Prompt response from the employees
manager. iii. Better communication
iv. Better supervision
1. Principle of Specialization v. Better co-ordination
- According to the principle, the whole work of a concern should be divided vi. Suitable for repetitive jobs
amongst the subordinates on the basis of qualifications, abilities and skills. It
is through division of work specialization can be achieved which results in - According to this span, one manager can effectively and efficiently handle a
effective organization. large number of subordinates at one time.

2. Principle of Functional Definition b. Narrow span of contro l- According to this span, the work and authority
- According to this principle, all the functions in a concern should be is divided amongst many subordinates and a manager doesn't supervises and
completely and clearly defined to the managers and subordinates. This can be control a very big group of people under him.
done by clearly defining the duties, responsibilities, authority and
relationships of people towards each other. The manager according to a narrow span supervises a selected number of
employees at one time. The features are:-
- Clarifications in authority-responsibility relationships helps in achieving co- i. Work which requires tight control and supervision, for example,
ordination and thereby organization can take place effectively. handicrafts, ivory work, etc. which requires craftsmanship, there narrow span
is more helpful.
- For example, the primary functions of production, marketing and finance ii. Co-ordination is difficult to be achieved.
and the authority responsibility relationships in these departments shouldbe iii. Communication gaps can come.
clearly defined to every person attached to that department. Clarification in iv. Messages can be distorted.
the authority-responsibility relationship helps in efficient organization. v. Specialization work can be achieved.

3. Principles of Span of Control/Supervision Factors influencing Span of Control

- According to this principle, span of control is a span of supervision which
depicts the number of employees that can be handled and controlled 1. Managerial abilities - In the concerns where managers are capable,
effectively by a single manager. qualified and experienced, wide span of control is always helpful.

- According to this principle, a manager should be able to handle what 2. Competence of subordinates - Where the subordinates are capable and
number of employees under him should be decided. This decision can be competent and their understanding levels are proper, the subordinates tend to
taken by choosing either froma wide or narrow span. There are two types of very frequently visit the superiors for solving their problems. In such cases,
span of control:- the manager can handle large number of employees. Hence wide span is
suitable.
 - Unity of command also helps in effective combination of resources, that is,
3. Nature of work- If the work is of repetitive nature, wide span of physical, financial resources which helps in easy co-ordination and, therefore,
supervision is more helpful. On the other hand, if work requires mental skill effective organization.
or craftsmanship, tight control and supervision is required in which narrow
span is more helpful.

4. Delegation of authority- When the work is delegated to lower levels in an

efficient and proper way, confusions are less and congeniality of the
environment can be maintained. In such cases, wide span of control is
suitable and the supervisors can manage and control large number of sub-
ordinates at one time.

5. Degree of decentralization- Decentralization is done in order to achieve

specialization in which authority is shared by many people and managers at
different levels. In such cases, a tall structure is helpful.

There are certain concerns where decentralization is done in very effective

way which results in direct and personal communication between superiors ORGANIZATIONAL STRUCTURE
and sub- ordinates and there the superiors can manage large number of
subordinates very easily. In such cases, wide span again helps. FORMAL ORGANIZATION
- a structure of well-defined jobs each bearing a measure because of authority
4. Principle of Scalar Chain and responsibility.
- Scalar chain is a chain of command or authority which flows from top to
bottom. With a chain of authority available, wastages of resources are INFORMAL ORGANIZATIONAL
minimized, communication is affected, overlapping of work is avoided and - a network of personal and social relationship.
easy organization takes place.
TYPES OF ORGANIZATIONAL CHART
- A scalar chain of command facilitates work flow in an organization which 1. VERTICAL OR TOP TO BOTTOM
helps in achievement of effective results. As the authority flows from top to - major functions are shown at the top and subordinate functions in succesive
bottom, it clarifies the authority positions to managers at all level and that lower position.
facilitates effective organization.
2. HORIZONTAL OR LEFT TO RIGHT
5. Principle of Unity of Command - highest positions are put on the left side and those with diminishing
- It implies one subordinate-one superior relationship. Every subordinate is authority move towards the right.
answerable and accountable to one boss at one time. This helps in avoiding - scalar level in a vertical position and functions horizontally.
communication gaps and feedback and response is prompt.
3. CIRCULAR
- The circular of the circle represents the positions of supreme authority and specific expertise. It enables organizations to focus on their core
functions radiates in all directions from the center. competencies while leveraging external capabilities.
- the higher the positions of authority, the nearer they are to be center and
lesser the positions of authority, more distant from the center. 6. FLAT STUCTURE
- A flat structure has few or no levels of management, with a wide span of
ORGANIZATIONAL STRUCTURE control. It promotes quick decision-making, open communication, and a more
Organizational structure refers to how an organization arranges its various egalitarian work environment
roles, responsibilities, and reporting relationships. There are several different
types of organizational structures commonly used by businesses: 7. HIERARCHICAL STRUCTURE
- A hierarchical structure has multiple levels of management, with clear lines
of authority and reporting. It provides a clear chain of command but can
1. FUNCTIONAL STRUCTURE result in slower decision-making and limited employee empowerment
- This is the most common type of organizational structure, where employees
are grouped based on their specific functions or departments (e.g., marketing, These are just a few examples of organizational structures, and organizations
finance, operations). It allows for often customize their structures based on their unique needs, industry, size,
specialization and expertise in a particular area and goals.

2. DIVISIONAL STRUCTURE TYPES OF DEPARTMENTS

- In a divisional structure, an organization is divided into selfcontained LINE DEPARTMENTS
divisions based on products, services, geographic regions, or other criteria. - Deal directly with the firms;s primary goods and services responsible for
Each division operates as a separate entity with its own functional manufacturing, selling and providing services to clients.
departments, providing more autonomy and flexibility.
WHY IS IT IMPORTANT FOR A COMPANY TO HAVE A LINE
3. MATRIX STRUCTURE DEPARTMENT?
- A matrix structure combines elements of functional and - It's sensible to build line departments around essential business functions.
divisional structures. Employees are grouped by both function and Putting together all the people who are responsible for producing a certain
product/project teams. This structure promotes collaboration, but it can also product or service, for instance, allows them to share resources, communicate
lead to complex reporting relationships. and coordinate efforts toward the same end.

4. TEAM-BASED STRUCTURE STAFF DEPARTMENTS

- In a team-based structure, the organization is divided into teams that are - Support the activities of the Line departments by doing research, attending
responsible for specific projects or tasks. It encourages teamwork, to legal matters, performing public relations duties, etc.
communication, and flexibility.

5. NETWORK STRUCTURE FUNCTIONAL APPROACH

- A network structure involves outsourcing non-core functions and creating - Where the subdivisions are formed based on management and human
partnerships with other organizations to perform certain tasks or provide resources management.
DIVISIONAL APPROACH
- Where departments are formed based on management of their products,
customers, or geographic covered.

MATRIX APPROACH
- Is a hybrid form of departmentalization where managers and staff personnel
report to the superiors, the functional manager, and the divisional manager.

DELEGATION
- refers to assignment is a new or additional task to subordinate; or getting the
work done through others by giving them the right to make decisions or take
actions.

ELEMENTS OF DELEGATION
1. AUTHORITY
- as the power and right of a person to use and allocate the resources
efficiently, to take decisions and to give orders so as to achieve the
organizational objectives.
2. RESPONSIBILITY
- the duty of the person to complete the task assigned to them
3. ACCOUNTABLE
- means giving explanations for any variance in the actual performance