line and staff relationship

Our report on the relationship between line management and employee engagement and well-being highlights line managers’ crucial role in balancing the levels of challenge at work – which motivate and engage employees, with the right levels of support – which can reduce stress and support wellbeing. u0003. THE MANAGEMENT-STAFF RELATIONSHIP By Terry Joseph Busch on June 3, 2011 • ( 0). Employers were focusing on developing management and leadership skills across their workforce as a means of retaining staff. This is the lifeblood of the relationship line.You keep a relationship alive and healthy through an input of words and nonver-bal signals from both ends. According to International Labour Organization (ILO), employer- employee relations comprise relationships between the state on the one hand and the employers’ and employees’ organizations on the other hand and the relationship among the occupational organizations themselves. As the CIPD said in 2011, “Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected.”. No one likes to guess … Line authority gives a superior a line of authority over a subordinate. This often results in line-staff conflict. Although the term authority has various connotations, in the organizational context, authority is defined as the power to make decisions which guide the actions of others. The Line Managers has been with us 20 years and has an unblemished record. 2. 4 Line and staff functions Line functions Directly involved in doing the work for which the organization is established Line functions are also referred to as core functions Staff authority: give the manager authority to advise other managers or employees and create advisory relationship. line authority reflects superior-subordinate relationships characterized by the power of decision making whereas staff authority refers to the right to advice on improving the effectiveness for line employees in performing their duties. Employee relations has replaced industrial relations as the term for the relationship between employers and employees. Staff functions Provide support functions Planning and control functions Problems of line and staff authority: There may be confusion on the relationship of line and staff authorities. 3. Otherwise, the activity is related to the line organization. The relationship between HR and line managers in an organisation can be complicated. Line managers sit at the heart of the relationship between the employer and the employee and if this is flawed then it can lead to serious problems. 3.1 A Line Relationship refers to the relationship between the superior and subsidiary members of the organisations. Being kind means being clear! Promoting and firing of employees; Line Manager VS HR Manager. Specialist: Specialist may be a human resource executive, manager, or non-manager who typically is concerned with only one of the functional areas of human resource management. The Nature of Line and Staff Relationships. In a line and staff organization structure, both the line managers and the staff have their own important roles to play. In this structure, the authority flows from the top down. The line manager is the one in charge. He is the one with the authority to make all the important decisions of the company. Nature of Line-Staff Relationship In addition to the factors discussed so far, following inherent characteristics of line and staff relationship also contribute to conflicts and tensions. Line official will do all managerial work and expert will give advice to line official or line personnel. Line Authority: Line authority entitles a manager to direct the work of an employee. When conflicts arise, line managers typically seek the advice of the HR manager in resolving issues between employees and managers. It exists in all organizations as an uninterrupted scale or series of steps. The employee has been in post 3 months and has no previous employment issues, references where excellent. The line managers are dependent on staff specialists for achieving their goals. LINE AND STAFF CONFLICT • Line and staff relationship is based on the assumption that both support each other and work harmoniously to achieve organizational objectives. But it is a deeply human relationship, and when it works, it unlocks human potential. Line officers should give due consideration to staff advice. Analysis Delegation 1) SWOT Analysis Strength Specialisation Benefit Optimum Utilisation of Human Resource Weakness Delay in Work Corruption Opportunities Grasping new opportunities from market Producing according to market condition Threat Passing off the secrets of the company The staff has expertise on the matter, and the line executives can greatly benefit from this advice. White maintains: “They (line) are the central elements of any administrative system” From the observation of White it is quite clear that line employees are very important for the management of any organisation. Notice how the two clefs are ''joined'' by the C. This C is commonly called ''middle C'' since it corresponds to the middle staff line on the Grand Staff. Staff specialists say line workers avoid and ignore them, and line workers say staff workers lack expertise in the organization's core work, distract them, and get in their way. Line and Staff Authority and Decentralization : Chapter 10. Line managers grudge against the staff personnel: a) The staff authorities try to encroach upon the line managers and tell them how to do their work Home › Exercising Responsibility › THE MANAGEMENT-STAFF RELATIONSHIP. The line and staff organization combines the line organization with staff departments that support and advise line department. The causes may be attributed to the following reasons. Merits of Line and Staff Organization. Line employees are usually older and have more experience than staff employees, who are typically younger and better educated with college degrees. Staff authority should be restricted to a purely advisory role. When managing people, it is best to avoid blurring the fine line between being a friendly manager and being a friend to your employees. 1. By adding a Treble Clef to the top staff and a Bass Clef to the bottom staff, we can see the relationship between the two staffs. In functional organization all business activities of an enterprise are divided … They should state reasons in case they cannot accept the advice. One of the main advantages is that the line executives receive expert advice from the staff. Employees who feel as if they Whatever the solution is, employees will appreciate the relationship when they know managers are there to help them succeed. It’s easy to see why this conflict exists. nteractions are involved in their day-to-day relationships of staff advice, guidance and services. Differentiating line and staff functions is straightforward in that it involves identifying the beneficiaries of the activity, product, or service. So they can leave the planning and research to the staff and concentrate on the execution of the plan. Functional organization. Today, employee relations is seen as focusing on both individual and collective relationships in the workplace, with an increasing emphasis on direct forms of representation and helping line managers establish trust-based relationships with employees. Line and staff organization is a modification of line organization and it is more complex than line organization. Line and Staff Organization. A. Hence, the scalar principle in the organization. 2. Hence both the line and staff employees are crucial in the attainment of goal. The nature of the staffing relationship is advisory. The function of people in a pure staff capacity is to investigate, research, and give advice to line managers. There are many advantages and benefits of the use of staff. A few of them are: A structural relationship is required to be developed between different departments and the people working in them, for effectively accomplishing the objectives of the organization. Line Officers resent the activities of staff members on the plea that they do not always give correct advice. It is based upon planned specialization 5. Relationship Channel Employee 1. Line authority entitles managers to control immediate subordinates, thereby creating a superior-subordinate relationship that is crucial to the success of the organization. So, it is clear that in order to attract and retain talent, one of the most powerful potential tools in your arsenal is the empowered, equipped and highly able line manager. Within the business we have an employee and a line manager whose working relationship has completely broken down. The line managers are important in facilitating the role of HR to their employees as they are often tasked with delivering HR processes, such as enabling and implementing HR policies and practices, and the delivery of people management practices such as performance appraisals [1]. According to this administrative organization, specialized and supportive activities are attached to the line of command by appointing staff supervisors and staff specialists who are attached to the line authority. Hutchinson and Purcell believe the line managers role is to bring… The staff personnel are, in effect, internal consultants whose relationship with line personnel is similar to that of a professional and a client. Power, on the other hand, is the ability of individuals to influence the beliefs and actions of others. Line and staff managers are in an international and interdependent relationship with one another. Nature of Relationship Between Line and Staff Managers: Line and staff managers hold different positions in the organisational hierarchy and also have different perspectives towards the same problem. On other hand staff officials complain that their advice is not properly carried out. For Line and staff organization 1. Line authority and staff people with advisory authority 3. Clear and open communication between employees and management is necessary in the workplace. There are experts known as staff to advise and assist the line officials 2. Just as all parts of the human body must receive a constant supply of fresh blood to survive, a relationship is kept alive with A more precise and logically valid concept of line and staff is that they are simply a matter of relationships. Line & Staff Relationships in Organizations

• Relationship which the managers in an organization deal with one another are classified into two categories

• Line and staff

• Line Relationship - authority and responsibility

• Receiving and giving instructions or orders. Two-way communication. But equally important are staff members. Loose discipline 4. In line organization structure, there is a clear hierarchy with the managers supervising their subordinates. Conflict between line and staff It is common for line and staff workers to come into conflict. Be clear about your expectations and needs. Line workers may believe that staff workers are meddlesome, arrogant and do not have enough field experience in the key functions of the company. Clarify and Illustrate line, Staff, Functional and Lateral Relationships within the proposed new structure after the Merger. If the beneficiaries are employees, then it is a staff function. Unity of command observed to a great extent 6. In line and staff organization, the hierarchy remains same as in the line organization, but specialists are attached to the front line managers to advise and guide them on significant issues. 3. Conflict between line and staff workers is common. My motivation for writing this particular article comes from years of observing — and personally experiencing — both the good and the bad elements of the management-staff relationship. to the line. Poor or nonexistent communication may lead to missed deadlines, confusion, low morale and a host of other problems. Lack of demarcation between line and staff: The differences between line and staff authority seem to be clear in theory only. Both have high expectations of one another, there’s friction when demands aren’t met, and sparks can fly when tension boils over. The manager-employee relationship is not a friendship. 2. Line and staff organization is a modification of line organization and it is more complex than line organization. There may be chances of conflict between line and staff authorities. A positive working relationship between HR and line management facilitates workplace investigations and mediating differences between staff. However, there are frequent instances of conflict between line and staff in the organization. Being too close to employees can damage your authority and lead to loss of respect. Authority will flow vertically down throughout the structure. LINE AND STAFF CONFLICTS: As always, functional and decisional conflicts arise between line and staff members. Learn more about the manager-employee relationship, and check out the rest of my Ask a Candid Boss. The limits of authority of both line and staff should be prescribed clearly. A more precise and logically valid concept of line and staff is that they are simply a matter of relationships. Line authority gives a superior a line of authority over a subordinate. It exists in all organizations as an uninterrupted scale or series of steps. For example, if a supervisor wants his employees to complete a task in a specific way but doesn't give clear instructions, they won't know what he wants. 1. In each department, there is one expert and some line personnels / line officials. LineAnd Staff Relations Basically, organizations are tightly knit together by the cord of authority relationships, whatever the way of structuring an organization. Such authority relationships act as a cohesive force and integrate the whole organization. Because both Line and HR managers have HR duties, it is useful to ask “exactly which duties are carried out by Line manager and HR Manager?” This relationship should be cooperative.

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