Definition of Authority – this book covers the entire syllabus of “Leadership & Management” prescribed by the BNMC for Diploma in Nursing Science & Midwifery Students.
We tried to accommodate latest information and topics. This book is examination friendly setup according to the teachers’ lectures and examination’s questions. At the end of the book previous university questions are given. We hope in touch with the pook students’ knowledge will be upgraded and flourished. The unique way of presentation may make your reading of the book a pleasurable experience.
Definition of Authority
The word authority (derived from the Latin word auctoritas) can be used to mean the right to exercise power given by the State (in the form of government, judges, police officers, etc.), or by academic knowledge of an area (someone that can be an authority on a subject)
When the word authority is used in the name of an organization, this name usually refers to the governing body upon which such authority is vested; for example, the Electric Power Authority
or
Authority is the legitimate power it is determined by structure which involves rules, roles and relations. Power is ones capacity to influence others whereas authority is the right to direct others.
Explain the different types of authority.
Types of Authority:
Max Weber distinguishes three types of authority:
1. Traditional authority,
2. Rational-legal authority and
3. Charismatic authority
⊕Traditional authority
- This type of authority rests on an established belief that leaders have a traditional and legitimate right to exercise authority, where different traditional circumstances enable and legitimize those in command to exercise authority.
- This traditional authority gives rise to patrimonial systems like e.g. patriarchal and feudalistic systems and societies. These systems are however dependent upon the followers’ acceptance of this authority, and that the followers see this type of authority as legitimate.
⊕Rational-legal authority
- This type of authority rests on the belief in the “legality” of formal rules and hierarchies, and in the right of those elevated in the hierarchy to posses authority and issue commands.
- This type of authority is often seen as legitimate in bureaucratic systems, which enables impersonal, specific and formal structures of modern companies. People will hence find this type of authority legitimate, if the authority is distributed to leaders based on e.g. rationality and capability.
⊕Charismatic authority
- This type of authority rests on the belief in an exceptional sanctity, heroism or exemplary character of an individual, and on the normative patterns or orders revealed and issued by him or her.
- Charismatic leaders are often seen as legitimate in times of crisis or change when extraordinary leadership is called for, and when this extraordinary leadership is recognized in the specific authorial figure by followers.
Another classification of Authority are given below:
There are three types of authority, Such as-
1. Line authority.
2. Staff authority
3. Functional authority
- Line Authority:
Line authority refers to levels of authority and superior- subordinates relationship and it therefore provides the framework for the organization - Staff authority:
Staff authority has no command privileges. It has only the right to advice or assist managers in the performances of their duties. - Functional authority
Functional authority is normally limited to performance of defined duties for a limited period of time.
Principal of Delegation of Authority:
| Knowledge of Objectives: | Before delegating authority, the subordinates should be made to understand their duties and responsibilities. In addition, knowledge of objectives and policies of the enterprise should be provided to them. This will enable them to discharge their roles purposefully in the process of delegation |
| Parity of Authority and Responsibility: | This principle of delegation suggests that when authority is delegated, it should be commensurate with the responsibility of the subordinate. In fact, the authority and responsibility should be made clear to the subordinate so that he will know what he is expected to do within the powers assigned to them. |
| Unity of Command: | This principle of delegation suggests that everyone should have only one boss. A subordinate should get orders and instructions from one superior and should be made accountable to one superior only. This means ‘no subordinate should be held accountable to more than one superior’. When a subordinate is asked to report to more than one boss, it leads to confusion and conflict |
| The Scalar Principle: | The scalar principle of delegation maintains that there should be clear and direct lines of authority in the Organization, running from the top to the bottom. The subordinate should know who delegates authority to him and to whom he should contact for matters beyond his authority. |
| Clarity of Delegation: | The principle of clarity of delegation suggests that while delegating authority to subordinates, they should be made to understand the limits of authority so that they know the area of their operation and the extent of freedom of action available to them. Such clarity guides subordinates while performing their jobs. |
| Absoluteness of Responsibility: | This principle of delegation suggests that it is only the authority which is delegated and not the responsibility. The responsibility is absolute and remains with the superior. He cannot run away from the same even after delegation |
| Use of Exception Principle: | This principle of delegation indicates that when authority is delegated, it is expected that the subordinate will exercise his own judgment and take decisions within the purview of his authority. He is to be given adequate freedom to operate within his authority even at the cost of mistakes |
| Completeness of Delegation: | This principle of delegation suggests that there should be completeness in the process of delegation. The process of delegation should be taken to its logical end. Otherwise, there will be confusion of authority and accountability. |
| Effective Communication Support System: | This principle suggests that there should be continuous flow of information between the superior and the subordinates with a view to furnishing relevant information to subordinate for decision-making. |
| Reward for Effective Delegation: | This principle suggests that effective delegation and successful assumption of authority should be rewarded. This will facilitate fullero delegation and effective assumption of authority within the Organization |
Importance of delegation of Authority:
- Relieves manager for more challenging jobs :
Delegation makes it possible for the managers to distribute their workload to others. Thus, managers are relieved of routine work and they can concentrate on higher functions
of management like planning, organizing, controlling, etc - Leads to motivation of subordinates:
Delegation leads to motivation of employees and manpower development. - Facilitates efficiency and quick actions:
Delegation saves time enabling tile subordinates to deal with the problems promptly. They can take the decisions quickly within their authority. It is not necessary to go to the
superiors for routine matters. - Improves employee morale:
The attitude and outlook of subordinates towards work assigned becomes more constructive. - Develops team spirit :
Due to delegation, effective communication develops between the superiors and subordinates. - Maintains cordial relationships:
The subordinates accept their accountability and this develops cordial superior- subordinate relationships. - Facilitates management development:
Delegation acts as a training ground for management development. It gives opportunity to subordinates to learn, to grow and to develop new qualities and skills. It builds up a reservoir of executives, which can be used as and when required. Delegation creates managers and not mere messengers
See More: