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Manager Job Description

This sample manager job description will assist you in creating an application for a job that will attract candidates who are competent. You are free to modify this job description to fulfill the requirements of your particular job. If you’re in need of ideas on what you should include, take a look at Monsters. The most effective managerial postings start with a summary of the marketing of your business. A brief description of the benefits you can provide new employees will assist in generating interest from prospective candidates.  

Manager Requirements:

  • Bachelor’s degree in management, business, or a related area.
  • A higher level of education or experience could be desirable or even required.
  • An understanding of business management, finance, and leadership concepts.
  • Excellent interpersonal and communication skills and leadership skills, as well as coaching and skills for resolving conflicts.
  • Project management and time management skills.
  • Ability to analyze processes and data analyze trends and processes, spot problems, and devise efficient strategies and solutions.
  • A commitment to providing exceptional service to our customers as well as help to employees.
  • Management of performance
  • Management of projects
  • Coaching
  • Supervision
  • Quality management
  • Results driven
  • Developing budgets
  • Establishing standards
  • Teamwork and collaboration in the workplace
  • Handles pressure
  • Giving feedback
  • Education, Experience, and Licensing Requirements:
  • A high school diploma or GED (or equivalent)
  • A bachelor’s degree in management or business administration an advantage
  • Three years of experience in the office setting
  • Office software proficiency

Span of Control

The phrase “span of control” relates to the number of individuals who report directly to any particular manager. Various trends have existed over the years, but the current approach to creating a proper span of control in an organization involves an analysis of what the organization and its employees need.

When you think about the span of control, a small number of direct reports creates a narrow span of control and a hierarchical structure in which decision-making frequently resides at the top of the organization. Narrow spans of control are more expensive, but they allow managers to have more time to interact with direct reports. They also tend to encourage professional growth and employee advancement because the manager knows the employees well and has time to spend with them individually.

According to the Society for Human Resource Management: “In contrast, a wide span of control refers to a larger number of direct reports supervised by one manager, creating a “flat” organization. This approach increases the number of interactions between the manager and his or her direct reports, which could cause managers to become overwhelmed but can also provide more autonomy.

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