What is line and staff management? definition and meaning - jogglerwiki.info
Perhaps the most important (and obvious) difference between line and staff is purpose: line's purpose is to work directly toward organisational goals, whereas . Line and staff organisation is a combination of line organisation and functional changes in organization arising from complex working relationship in line and staff . differentiated in several ways, the simplest approach classifies them as. For running organization properly both line and staff member's contribution is required and their relationship must be well defined in organizational structure.
It, therefore, becomes apparent from the scalar principle that line authority is that relationship in which a superior exercise direct supervision over a subordinate authority relationship being in direct line or steps.
The nature of the staff relationship is advisory. The function of people in a pure staff capacity is to investigate, research, and give advice to line managers. Benefits of Staff There are many advantages and benefits out of the use of staff.
A few of them are: Handling complex managerial functions The necessity of having the advice of qualified staff specializes in various areas of an organization can scarcely be overemphasized, especially as operations become more and more complex.
Assisting in decision-making Managers are now faced with the necessity of making decisions that require expert knowledge in matters like environmental issues, strengths, and weaknesses of the organization, so on and so forth.
Staff and line
Relieving an over-burdened top executive Staff specialists devote their time to think, to gather data, and to analyze them on behalf of their busy superiors. It is a rare top level executive, who has the time, or will take the time, to do those things that a staff specialist can do so well. An escape clause for staff specialists Staff specialists only propose a plan; others must make the decision to adopt the plan and put it into operation.
This creates an ideal situation for shifting blame for mistakes. The staff will claim that it was a good plan and that it failed because the operating manager was inefficient and ineffective. Line authority being undermined Operating line managers represent the main line of the organization and they also gain a degree of indispensability. The staff specialists may, however, forget that their value lives in the extent to which they strengthen line managers and also that they are to counsel and not to order.
They need to remember that if they undermine line authority, they risk becoming expendable. As a matter of fact, if there is an expendable person in an organization, it is most likely to be the staff specialist. Impracticality of staff recommendations Since staff people do not implement what they recommend, it is possible that they may think in a vacuum, thereby making their recommendations impractical and which in their turn, often results in friction, loss of morale and sabotage.
- The Nature of Line and Staff Relationships
- LINE-AND-STAFF AUTHORITY
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An example of a line manager is a marketing executive. Figure 1 Line-and-Staff Organization Although a marketing executive does not actually produce the product or service, he or she directly contributes to the firm's overall objectives through market forecasting and generating product or service demand.
Therefore, line positions, whether they are personnel or managers, engage in activities that are functionally and directly related to the principal workflow of an organization.
Differences between Line and Staff in an Organisation
Staff positions serve the organization by indirectly supporting line functions. Staff positions consist of staff personnel and staff managers. Staff personnel use their technical expertise to assist line personnel and aid top management in various business activities. Staff managers provide support, advice, and knowledge to other individuals in the chain of command. Although staff managers are not part of the chain of command related to direct production of products or services, they do have authority over personnel.
An example of a staff manager is a legal adviser. He or she does not actively engage in profit-making activities, but does provide legal support to those who do. Therefore, staff positions, whether personnel or managers, engage in activities that are supportive to line personnel. Three types of authority are present: Line authority is the right to carry out assignments and exact performance from other individuals.
Difference Between Line and Line & Staff Organization (with Comparison Chart) - Key Differences
Line authority flows down the chain of command. For example, line authority gives a production supervisor the right to direct an employee to operate a particular machine, and it gives the vice president of finance the right to request a certain report from a department head.
Therefore, line authority gives an individual a certain degree of power relating to the performance of an organizational task. Two important clarifications should be considered, however, when discussing line authority: The head of a staff department has line authority over his or her employees by virtue of authority relationships between the department head and his or her directly-reporting employees.
Staff authority is the right to advise or counsel those with line authority. For example, human resource department employees help other departments by selecting and developing a qualified workforce.
A quality control manager aids a production manager by determining the acceptable quality level of products or services at a manufacturing company, initiating quality programs, and carrying out statistical analysis to ensure compliance with quality standards.Organisation Structure - Line & staff, Functional, Committee
Therefore, staff authority gives staff personnel the right to offer advice in an effort to improve line operations. Functional authority is referred to as limited line authority.
It gives a staff person power over a particular function, such as safety or accounting. Usually, functional authority is given to specific staff personnel with expertise in a certain area. For example, members of an accounting department might have authority to request documents they need to prepare financial reports, or a human resource manager might have authority to ensure that all departments are complying with equal employment opportunity laws.
Functional authority is a special type of authority for staff personnel, which must be designated by top management.
Although minimal conflict due to differences in viewpoints is natural, conflict on the part of line and staff personnel can disrupt an entire organization.
There are many reasons for conflict.