Line authority definition
/What is Line Authority?
Line authority is the power given to someone in a supervisory position to mandate actions by subordinates. This authority is given so that an organization can attain its stated goals and objectives. It is a common characteristic of the hierarchical organizational structure. Examples of managers within a business who have line authority are the controller, engineering manager, production manager, and sales manager.
Example of Line Authority
In a manufacturing company, the production manager holds line authority over the assembly line supervisors and workers. This means the manager has the formal power to direct operations, assign tasks, enforce company policies, and make decisions that directly affect the production process. For instance, if a machine breaks down, the production manager can instruct the supervisor to reassign workers, authorize overtime, or halt production temporarily. The authority flows directly down the chain of command, ensuring clear accountability and efficient decision-making within the department. This is a classic example of line authority, where a manager oversees functions that directly contribute to the organization’s core operations.
Line Authority vs. Staff Authority
The most common type of authority within an organization is line authority, where instructions come through a well-defined chain of command. However, staff authority may also be imposed; this arises when experts provide advice to assist in improving core operations. For example, a directive to produce 3,000 green widgets is an example of line authority, while a directive from a process engineer to adjust a machine setting to reduce the amount of scrap generated during this process is an example of staff authority.
Example of Staff Authority
In a hospital setting, the human resources (HR) manager has staff authority rather than line authority. While the HR manager does not directly supervise doctors or nurses, they provide specialized advice and support to department heads on matters like hiring, employee benefits, and workplace policy compliance. For example, if a department wants to recruit a new nurse, the HR manager offers guidance on salary ranges, job descriptions, and interview procedures, but the final hiring decision lies with the department manager. Staff authority allows experts to influence decisions through recommendations and support, without having direct command over operational personnel.