Written by An Important concept in management is authority.
Authority is the right of the manager to give orders to subordinates and get obedience from them.
It is also the right to supervise the work of others and make certain decisions.
It may also be defined legal right of a manager to command, order, instruct and compel subordinates to perform specific tasks.
Authority is essential for managers to get things done through people.
Without authority, a manager will be unable to accomplish his or her job effectively.
Authority enables managers to regulate the behaviour of subordinates legitimately.
It also helps managers to coordinate the activities of different units and individuals in the organization.
Authority is usually derived from a manager’s position in the organizational hierarchy.
Also, the degree of authority is maximum at the top level and decreases as we move down the organizational hierarchy.
This means managers at the top level of management have more authority than other levels of management.
Before we go any further, it’s important to understand the difference between authority and power.
Power is the ability of a person or group to influence the beliefs, actions and behaviours of other people.
It is the ability to bring about a change in the behaviours or attitudes of other individuals.
Difference Between Authority And Power
1. Authority refers to a manager’s ability to make decisions, whereas power refers to a person’s ability to influence others.
2. Authority is closely associated with the managerial positions that a manager holds in an organization because managers only have authority when they hold managerial positions in the organization.
In contrast, power is associated with a person since a person can have power because he has some resources, skills, or relationships that others need or want.
3. Authority is always legitimate whereas power is not always legitimate.
4. In an organization, authority always flows downwards from top-level management to lower-level management.
On the other hand, power can flow in any direction since it does not correspond with managerial positions
5. Authority relationships can be represented in an organizational chart whereas power relationships cannot be represented in an organizational chart.
Types Of Authority in Management
There are different types of authority that managers can exercise, depending on the nature and scope of their responsibilities.
Line Authority
Line authority is the ultimate authority in an organization to decide, act, approve, command and direct the activities of the organization.
It is the power to carry out tasks in the organization and give orders relating to the objectives of the organization.
Line authority is usually considered the most basic and direct type of authority because it reflects the superior-subordinate relationships in the organization.
It gives the manager the right to command and control the work of his or her subordinates, and to make decisions that affect their performance.
A distinctive feature of line authority is that it usually flows from top to bottom in the organizational structure, making it clear and well-defined.
Staff Authority
Staff authority is a type of authority that supports and assists line authority, by providing specialized knowledge, advice, or services.
It is the authority to provide advice and service to the line authority.
Staff authority does not involve direct supervision or control over subordinates, but rather helps line managers to perform their functions more effectively and efficiently.
Managers with staff authorities are usually people with expertise and knowledge, who can assist the main authority (line authority)
Staff authority is usually exercised by staff managers or specialists(human resource managers, accountants, or consultants) who have gained mastery in a particular line of job.
Functional Authority
Functional authority is the authority to command matters about an assigned functional area in an organization.
It is the authority or power that is delegated to an individual or a department within an organization based on their expertise, knowledge, or specialization in a specific function or area.
In other words, functional authority is the right given to a manager who has expertise in a particular area of the organization to give orders relating to that particular functional area of the organization.
Unlike line authority, which is derived from the chain of command, functional authority is more limited in scope because it is specific to certain functions or departments within the organization.
Traditional Authority
Here, the acceptance of authority is based on traditions, customs, values, and norms.
Traditional authority relies on long-standing customs, traditions, and social structures to maintain order and control within an organization.
Traditional authority is made legitimate by the sanctity of the tradition.
Charismatic Authority
This type of authority is based on the personal qualities and charisma of the manager rather than on traditional structures or formal positions within an organization.
So, in charismatic authority, the acceptance of authority arises from loyalty to and confidence in the personal qualities of the authority holder.
A manager with charismatic authority usually has a compelling vision, confidence, and the ability to inspire and motivate others.
Charismatic authority is usually derived from the perceived extraordinary characteristics of a manager.
Rational-legal Authority
Rational-legal authority is a type of authority in management that is based on a system of rules and laws.
It is sometimes called legal-rational authority.
In rational-legal authority, the acceptance of authority arises out of office or position of the person in authority as defined by the rules and regulations of the organisation
Stated simply, rational-legal authority is the authority given to an individual based on the formal rules and regulations laid down by the organization.
