What is a potential consequence of a narrow span of control on employee motivation?

A narrow span of control refers to a management structure where a manager supervises a small number of employees. This situation can lead to decreased motivation among employees for several reasons.

When employees are closely monitored, they may feel a lack of autonomy and trust from their supervisor. This can result in feelings of frustration and constraint as employees might perceive that their abilities and contributions are undervalued, leading to lower morale. Additionally, a narrow span of control may create a more hierarchical environment where decision-making is centralized, and employees have limited input or influence over their work. This can stifle creativity and initiative, further diminishing their motivation to engage in their roles.

Moreover, if a manager is overly involved in the daily tasks of each employee due to the narrow span of control, it can lead to micromanagement. Employees often find this approach demotivating, as it can hinder their ability to work independently and feel a sense of ownership over their work.

In contrast, wider spans of control typically foster greater employee autonomy and empowerment, which can enhance motivation by allowing employees to take more responsibility for their work outcomes.