The document discusses different types of authority in organizations, including line authority which allows decisions affecting objectives, staff authority which is advisory, and functional authority which is limited to a specific function. It also covers delegation, where a manager assigns authority to subordinates who accept responsibility, but the manager cannot delegate authority they do not have. When delegating, it is best to write out expectations and have the recipient confirm their understanding to ensure accountability.
The document discusses different types of authority in organizations, including line authority which allows decisions affecting objectives, staff authority which is advisory, and functional authority which is limited to a specific function. It also covers delegation, where a manager assigns authority to subordinates who accept responsibility, but the manager cannot delegate authority they do not have. When delegating, it is best to write out expectations and have the recipient confirm their understanding to ensure accountability.
The document discusses different types of authority in organizations, including line authority which allows decisions affecting objectives, staff authority which is advisory, and functional authority which is limited to a specific function. It also covers delegation, where a manager assigns authority to subordinates who accept responsibility, but the manager cannot delegate authority they do not have. When delegating, it is best to write out expectations and have the recipient confirm their understanding to ensure accountability.
-Test is everything from Ch.1,2,3,6,10 Line Authority: Ability to make decisions that directly affect organizational objectives Staff Authority: Usually limited and simply advisory in nature Live vs. Staff What is the fundamental objective of the organization Functional Authority: Limited to a specific function Delegation: Process by which a manager assigns authority to subordinates who accept responsibility for an element theyre trying to achieve Cannot delegate authority you dont have o Can delegate part of your authority to subordinate Recipient must understand whats expected of him/her Best way to do this is to write it out to them, and have them respond to you their understanding of what this delegation entails The Buck Stops Here Someone must accept ultimate accountability for actions/ projects, and that typically is at the top of the work pyramid When you delegate authority, you tell them that this is what you are responsible for accomplishing, but NOT tell them how to do it