Full
Professor, Doctor of Economic Sciences Grynko T. V., Zlydnieva V. Yu.
USING
THE CONTROL MODEL
While designing an organization the grouping of people
and works is based on some criteria. During the grouping there is a stage when
you need to decide on how many people work directly or can be effectively
merged under a single management. Each of the managerial leaders is limited by
time, knowledge and skills, as well as the maximum number of decisions he may
take with reasonable efficiency.
The study of this issue is extremely important. After
all, to improve management now need to determine the maximum number of
employees, which can delegate powers to efficiently build enterprise structure.
Well known is the fact that there is
a limit number of departments or employees, a management entity may be subject.
Towards good governance
appears an information barrier
that defines the boundary difficulty of tasks that are available to
address in this structure and with existing management tools. Based on examination of a number of enterprises and J. P. Lawrence. There
is enough famous Fayol management organization. The
"administrative"
The research is based on interactive center of learning English. The company has seven
departments, each of their is leaders communicates directly with the head of
company. Based on the theory by Hraychunas we
distinguish three types of relationships between managers and subordinates.
Table 1. The relationship between the number of subordinates
and the number of contacts with whom communicates the
head of company
|
Types |
Number of subordinates |
|||||||||
|
contacts |
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
10 |
|
First |
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
10 |
|
Second |
0 |
1 |
3 |
6 |
10 |
15 |
21 |
28 |
36 |
45 |
|
third |
0 |
1 |
4 |
11 |
26 |
57 |
120 |
247 |
502 |
1013 |
It should be noted that in a small company is every
form of communication, because in different situations leader forced to
communicate both with each individual employee, and with the heads of
departments.
The number of connections that have head of company is
calculated with Hraychunas formula.
Calculate the example of our company, which employs 22
workers.
Number of connections
equals 46,137,806.
Number of connections of head of a company and of each
employee is very high. We can see that the manager must communicate extremely
large number of times, as an option, we propose to reduce the number. You can
do this by ceasing communication director for all members of management, and
leave only the heads of departments and transfer a number of obligations on them, it will be more effective in managing the company.
The key factors affecting the decrease in the number
of such contacts include:
– Professional preparedness subordinate, that the
higher it is, the less time spent on head office contacts with subordinates;
–clear formulation challenges facing subordinates, so
clearly the task or not met at all, or require large expenditures of time from
the head;
–transferring of
authority – meaning that subordinate must have powers that are
sufficient to make decisions in order to meet defined objectives;
–time development
organization – the faster development of the organization, the more the head
rests load on contacts with subordinates;
–use objectivity in evaluating their subordinates. If
the subordinate knows what the result of his work is recorded and when it uses
objective assessment standards, then it is not necessary to report frequently
to the head of the achieved results;
–use communications technology that allows the head to
respond quickly interact with subordinates, without
engaging them in direct contact [2, p. 62-87].
According to the theory it is impossible to exaggerate
workers than 5, but in our opinion this is not entirely true, because there are
examples of international practice when the leaders had a lot of employees, but
at the same time managed successfully. In practice, theory by Hraychunas probably occurs in large corporations where the
head has actually interact and communicate only with the leaders of the
subsystems, but if we are talking about small and medium businesses, the
manager is forced to manage on their own nearly all employees due to lack of
resources. We offer the following classification for small businesses:
– Companies where the number of employees not
exceeding 25 persons – aleader communicates with only
15 employees
– Companies where the number of employees 30-50 people
– 10relationships with subordinates.
– Companies where the number of employees 50-65 people
– 5relationships with subordinates.
Currently enterprises employing up to 50 people,
including one with a leader who controls their work, it is extremely
inefficient, because such a large number of links prevents the head to work
without being distracted by side issues.
We believe the following classification is more
adapted to local companies with few employees in the current economic
conditions.
List of
references:
1. Gerald A. Cole. Management Theory and Practice / Gerald A. Cole. CengageLearningEMEA, 2004. – 298 p.
2. Гительман
Л. Д. Амбициозные менеджеры: Дерзость и интеллект / Л.
Д. Гительман, А. П. Исаев. – М. : Дело, 2004. –360с.
3. Муратов А. Конвергенция управленческих
концепций: контроллинг и менеджмент качества / А.
Муратов // Пробл. теории и практики управл. – 2011. – № 1. – С.13–19.