Managers Authoriy structure

Tutorial by Saiyid Safdar Abbas Zaidi

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S. S. A. Zaidi

Retd Banker, Author and Motivational speaker

Training and Development Consultant

0091-9987644300

Email:Saiyidzaidi@gmail.com

Managers in an organisation have positions of authority. This authority they draw from the Organisation Structure. Without there being this structure, managers will be powerless and the organisation directionless. All the members in the organisation will grope in the dark not knowing what course to take to reach the goal. They will work in uncertainty. Managers will not be able to direct the employees to do the required functions. Employees will have no respect for their seniors. They will only decide what they should do and they will be able to get away with it. Morale and productivity will show declining trend.

Organisational Structure therefore assumes importance. It is the Organisational Structure that provides direction and gives support to the Managers. This Structure is not just a chart showing the positions / designations in the organisations. It describes the organizational web of duties, authority, responsibilities and accountability. It portrays relationships and primarily focuses on the powers / authorities vested in those positions. The whole activity of the organisation is controlled, guided and governed by this structure. Hence it is necessary that Managers protect this structure. It is in their interests as they derive authority from this and are therefore able to direct others to realise the objectives organisation has set for itself.

When one joins an organisation, he commits to perform specific functions under the direction of Managers / Supervisors. It is the structure that establishes a working relationship between the Managers and the managed. The real test of good structure is actual relationship. The strength of relationship between a Manager?s directive and the resulting action is the measure of the effectiveness of the Structure. A Manager who works within the confines of the authority strengthens the structure, one who goes outside the authority structure or oversteps it, demonstrates to his subordinates and colleagues that the existing structure can be disregarded. If this is the message subordinates get, it demolishes the entire authority structure and eventually weakens the Manager?s position and authority.

INGREDIENTS OF A STRONG STRUCTURE:

MUTUAL RESPECT:

Any authority structure will not achieve the desired objective if there is no climate of mutual respect. Employees should respect the authority vested in managers to make decisions and Managers must respect the talents and preferences of subordinates. They should never give an order which they believe will not be carried out. If orders are not carried out, it shows lack of respect and damages the Managers? Authority Structure.

INTEGRITY AND FAIRNESS:

Every action that subverts the integrity and fairness of the Structure will weaken its effectiveness. For the smooth working of the organisation there must be an AUTHORITY STRUCTURE that functions and promotes equity and fairness.

CONFIDENCE AND TRUST:

Management must show confidence in people who are doing a good job and find realistic roles for those who are not. This gives strength to the Authority Structure. Nothing damages the Authority Structure more than the ?Organisation Politics?. More often a well-run department gets disrupted for political reasons. Lack of trust between seniors and middle managers, between Managers / Supervisors and the subordinates is more the result of Internal Politics. Internal politics is destructive to the fabric of Authority Structure.

Cont?

Rather than make decisions that should be made, Managers make decisions that contradict the factual position and are discriminatory. A person is promoted to a position he does not deserve or earn. The result is souring of relationship with Senior Managers, lack of respect for Managers from employees and diminishing enthusiasm for work. These are indicators of employees? losing confidence and trust in the Structure.

COMMITMENT:

To give credibility to the Structure, Managers must align with it. They should not complain about the organization to subordinates even if they personally do not agree with the management decision. When complaints travel from seniors to juniors it tears apart the Authority Structure and destroys subordinates? trust in Management Structure.

Managers should always be conscious of the fact that to their subordinates they represent the organisation and in a real sense they really are organisation to them. They must, therefore, see logic behind the decisions senior management takes or has taken so as to defend it and present a rational picture to subordinates. Managers need to believe in the fairness and equity of the organisation decision, only then it will percolate down to their subordinates. Stronger the Structure is, more efficient the organisation will be.