Chapter 44
Brielle maintained a calm and composed demeanor in her professional endeavors. Having made her point, she fixed her gaze steadily on Max.
Max offered a slight smile, his slender fingers pausing their rhythmic drumming on the table surface as he asked lightly, “And what might that be?”
Rising gracefully to her feet, Brielle cast her presentation onto the wide screen.
“The 80/20 Principle is something I’ve distilled from analyzing management systems at several major corporations. Please, take a look at these charts.”
The attention in the room shifted towards the large screen, where a detailed summary was displayed.
But what did it all really mean?
“I ran a number of simulations on my computer and found that the optimal span of control for a manager is between 8 to 12 people. This allows them enough time to ponder strategy without being too idle. The 20 here refers to the entry-level managers-they should not have fewer than 20 people under them. Given that the tasks of ground-level employees are more uniform, some companies even have situations where there are 50 to 80 people under one manager, preventing lower-level managers from being overtasked.”
her explanation, Brielle flipped to
Rule is designed to prevent cliquishness within the company and mitigate any factional sentiment. I’ve crunched some numbers from the HR department and found that many individuals employed by Dorsey International in the past
an individual to bring along only one colleague
she spoke, a few brows furrowed, and someone couldn’t contain their irritation. “Brielle, is there a point to this rule?
switched the
more.
is the HR department’s personnel flow chart. If a department hires a new leader who brings a bunch of people from their old department, when that leader leaves,
were simple and clear, leaving no one in the dark about their implications, but her proposed principles threatened to upend the status quo for
1/2
evident.
If group alliances were forbidden, their
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