Generally the Line is considered as the action guys — the sleeves rolled-up types and Staff are viewed as the chair-bound support folk. Staff employees have in their purview functions such as accounting and management planning. About the Author James Woodruff has been a management consultant to more than 1,000 small businesses. Line just informs staff after taking decisions. Because of the importance of producing and selling, managers of line positions have the responsibility for making most of the decisions of a company. Though the duties of these two components seem clear, there is often overlap in tasks that they perform. This type of organization is characterised by a direct chain of command, which is like a thread that passes through all the members of the organization.
Line and staff organization is the organization structure, in which there is a normal departmentation of the regular business operations, and there is the functional specialist to perform specialised activities. There should be counselling and persuasion to accept ideas as decisions in the interest of organisation as a whole. Although small organizations may also require this kind of diverse expertise, they often find it more practical to hire part time consultants to provide it is as needed rather than to hire full time staff personnel, who may not always be kept busy. Management has the responsibility to clearly specify the duties and authority levels of all positions in order to prevent conflict and resentment between employees. Lack of proper use of staff: Staff managers allege that line managers often take decisions without any input from them. Such relationships act as a cohesive force and integrate the whole organization. The building collapsed on April 24, 2013 killing 1100 people.
Based on primary business functions and specialized services departments are identified as line functions and staff functions. Alternative names for the staff include the support groups and, in the financial services industry, the back office. Employee Training and Development Specialists in this area often are responsible for developing curriculum, delivering new-hire orientation and providing developmental training, such as training for newly promoted supervisors. This authority is usually assigned to individuals to complement the line or staff authority they already possess. Every organization and company needs certain line and staff functions. So there is one way communication.
This will result in more staff work and pragmatic suggestions. Their function is to create, develop, collect and analyze shop information, which flows to line workers in the form of advice. Within staff management there is also line management, which involves the hierarchy system of the organization. Flexibility: Staff can be added to the line and new activities may be introduced without disturbing the line procedure. Functional Authority generally covers only specific task areas and is operational only for designated amounts of time.
Examples of technical positions are accountants and engineers. On the contrary, staff managers are relatively younger and better educated. Such rigidity of line managers dissuades staff from implementing new ideas in the organization and adds to their frustration. When it comes to the quantum of authority, it is highest at the foremost level, which tends to decrease at each following level. This relationship automatically ends up the line official to take better and balanced decision. Line executives can give due concentration to their decision making.
This can affect the efficient running of the enterprise. Line managers grudge against the staff personnel: a The staff authorities try to encroach upon the and tell them how to do their work b Lack of well balanced advice from the staff managers c Staff managers are not directly accountable and sport a jealous attitude towards line authorities d Staff managers fail to see the big picture objectively and their interests are confined to specified situations e Staff often tend to impose their superiority on line managers 2. As a career of accountability: Each executive in the line is accountable for the proper performance of the tasks assigned to him and every subordinate is answerable to his superior. There are a number of benefits of line and staff organization, in the sense that it gives relief to the line managers and they can concentrate on the implementation of policies and plans. The line manager, then, takes direct care of a number of staff. Line functions are those that directly influence the accomplishment of objectives of an organization, while staff functions help the line staff to work effectively and accomplish organizational objectives. Line and management has two separate hierarchies: 1 the line in which the departments are generators manufacturing, selling , and their managers are responsible for achieving the organization's main objectives by the key functions such as making, setting, decision making ; 2 the staff hierarchy, in which the departments are revenue consumers, and their managers are responsible for activities that support line functions such as , , personnel management.
This way every officer or official can concentrate in its own area. For example, hiring decisions cannot be made without the approval of human resources, who ensure that candidates are qualified and legally able to work in this country. Degree of centralization Absolute centralization Partly centralized and partly decentralized Appropriate for Small organization with less number of employees. The larger the organization, the greater the need and ability to employ staff personnel. Definition of Line and Staff Organization Line and staff organization is the organization that combines the merits of line and functional organization, by adding the functional specialist to the line organization. Teams which are doing things, that have a purpose beyond simply existing, and which have an area of expertise will have a manager for that function.
Typically, these goals are targets for revenues and profits. Labor relations specialists, on the other hand, traditionally work for companies with a union workforce. Hence, there is greater flexibility in the organisation. In addition, the line manager may approach employee health and safety from a strategic vantage point by incorporating employee wellness as a part of the overall mission to ensure a safe work environment. Line should enjoy the freedom to modify, accept, or reject the recommendations or advice of the staff.
Furthermore, staff managers usually do not make operating decisions. Production initiates a business and marketing gives meaning in end. A number of large-scale, global or international organizations might also do internal job postings to save money or time. In view of these reasons there is a need to develop an organisation structure which combines both line and staff functions. Staff Personnel can often avert line-staff conflicts if they strive to emphasize the objectives of the organization as a whole, encourage and educate line personnel in the appropriate use of staff personnel, obtain any necessary skills they do not already possess, and deal intelligently with the resistance to change rather than view it as an immovable barrier. There is scope of flexibility for staff functions to take more responsibility in the interest of organisation.