6th sem Agribusiness management System

1. CASE STUDY:
SPAN OF MANAGEMENT
(Baron Zink Ltd.)
Group : 5
Section : 2

2. 1. Differentiate job enrichment , job enlargement
and span of management.
• (a)Job Enrichment: Job enrichment adds new sources of job satisfaction by
increasing the level of responsibility of the employee in organization.
• Vertical restructuring method of moral excellence of giving the employee
additional authority, autonomy, and control over the way the job is
accomplished.
• (b)Job Enlargement: Job enlargement means increasing the scope of a job through
extending the range of its job duties and responsibilities generally within the same
level and periphery.(horizontal level)
• Job enlargement involves combining various activities at the same level in the
organization and adding them to the existing job.
• (c)Span of management: The Span of Management refers to the number of
subordinates who can be managed efficiently by a superior. Simply, the
manager having the group of subordinates who report him directly is called as
the span of management.
• The span of management is related to the horizontal levels of the organization
structure. There is a wide and a narrow span of management. With the wider
span, there will be less hierarchical levels, and thus, the organizational
structure would be flatter. Whereas, with the narrow span, the hierarchical
levels increases, hence the organizational structure would be tall.

3. BASIS FOR COMPARISON JOB ENLARGEMENT JOB ENRICHMENT
Meaning A technique of job design in
which the task related to a
single job are increased is
known as job enlargement.
A management tool used to
motivate employees, by adding
responsibilities in the job is known
as Job Enrichment.
Concept Quantitatively expanding
the scope of a job.
Qualitatively extending the range of
activities performed by a job.
Objective To decreases the boredom
in performing a redundant
task.
To make the job more challenging,
interesting and creative.
Outcome May or may not be positive The result of job enrichment is
always positive.
Requirement of additional
skills
No Yes
Expansion Horizontal Vertical
Supervision More Comparatively less
t

4. 2. How the span of management affects
managerial control of operational level ?
• Organizational structures have their advantages and the
disadvantages. But however the tall organizational structure
imposes more challenges:
• Since the span is narrow, which means less number of
subordinates under one superior, requires more managers to be
employed in the organization. Thus, it would be very expensive in
terms of the salaries to be paid to each senior.
• With more levels in the hierarchy, the communication suffers
drastically. It takes a lot of time to reach the appropriate points,
and hence the actions get delayed.
• Lack of coordination and control because the operating staff is
far away from the top management.
• The major advantage of using this structure is that the cross
communication gets facilitated, i.e., operative staff
communicating with the top management. Also, the chance of
promotion increases with the availability of several job positions.

5. Contd..
• In the case of a flatter organizational structure, where
the span is wide leads to a more complex supervisory
relationship between the manager and the
subordinate. It will be very difficult for a superior to
manage a large number of subordinates at a time and
also may not listen to all efficiently.
• However, the benefit of using the wider span of
management is that the number of managers gets
reduced in the hierarchy, and thus, the expense in
terms of remuneration is saved. Also, the subordinates
feel relaxed and develop their independent spirits in a
free work environment, where the strict supervision is
absent.

6. 3. Do you believe that management style influence the
business operations? Differentiate the management style of
Kiran Kumar And Mohan Kumar?
• Yes , we believe that management style influence the business operations.
• Employees that are lacking in motivation are less likely to be focused on
their work. They will also be less likely to take on any challenging parts of
the role or to go above and beyond what you expect from them.
• Here are some of the ways that your own particular approach to
management could be having a detrimental effect on the motivation of
your employees.
• (1)Autocratic Management style(Centralized decision making): This
particular style of management is when there is usually one person who
has the say on any decisions that are made. There is no argument when it
comes to the decision they have made, and they will not accept
suggestions.
• (2)Democratic Management Style(Decentralized decision making) : These
type of managers will be more than happy to listen to thoughts and
concerns raised by their staff, even when it comes to making a big
company-wide decision.

7. Contd..
• Differentiate between Management style of Kiran Kumar and
Mohan Kumar.
• (a) Kiran Kumar:
• He maintained a mentor-portage relationships with
subordinates and engaged himself to solve many of the
personal and professional problems with his sales force and
made available to his sales and marketing team for hours for
quarries and concerns for strategic decision making.
• He also conducts regional level meeting with his marketing
and sales force to get better feedback about the product ,
quality ,design, price , demand competition and fluctuating
market environment.
• He also tried to conduct market research to get information
about the changes in market.

8. Contd..
• Mohan kumar :
• He followed centralized decision making process in his
territory.
• He could not develop good interaction and interrelation with
his central division sales force because of hectic work
schedule in a limited time span.
• The span of management was very limited and had only ten
managers to manage huge territory but the number of sales
staff was high compared to South division.
• Hence when the regular follow-ups and the meeting started
he has faced difficulty to understand many of the marketing
problem faced by the sales force in central division.

9. 4. Will you agree with the statement that ‘higher the
span of management lower the flow of information and
communication with subordinates?
• No , we don’t agree with statement. This is because
• A small, or narrow, span of control results in each manager supervising a
small number of employees, while a wide span of management occurs when
more subordinates report directly to a given manager.
• A small span of management would make it necessary to have more
managers and more layers of management to oversee the same number of
operative employees than would be necessary for an organization using a
wider span of management.
• The narrower span of management would result in more layers of
management and slower communications between lower level employees
and top level managers of the firm. Recent moves to downsize organizations
and to eliminate unnecessary positions has resulted in many organizations
moving to wider spans of management and the elimination of layers middle-
level managers.

10. 5. The company could have avoid the loss of
surplus. Elucidate.
• The company could have avoid the loss of surplus :
• Since The company is happy with the work and performance
of Kiran Kumar . Instead of recruiting new marketing
manager, they overload the work of him by giving addition
job roles(job enlargement).
• Company is doing good under Kiran Kumar in south zone .
Company should give him job enrichment by giving
responsibilities in south zone only since he has good repo
with his sales staff and territory managers.
• But because of his good performance , the company thought
that he could also do good in central zone because of his
decentralized decision making and good interactive and
interrelation behaviour.
• Because of the overload he could not stabilize the pressure
of both south and central zone and this affect his
performance.

11. Contd…
• The situation reach upto such a state that neither he
could control his own regional sales force nor the
new one central sales force.
• The company could have avoid the loss by recruiting
new deserved candidate for marketing manager post
in central zone and let Kiran Kumar to do work in
South Zone only.

12. THANKS