Authority and responsibility are closely related and this principle states that these two must go hand in hand. It means that proper authority should be delegated to meet the responsibilities.
A match should be there between these two because of two main reasons:-
Firstly, if a person is given some responsibility without sufficient authority he can’t perform better, and also could not accomplish the desired goal.
Secondly, if there is excess authority being delegated to an individual without matching responsibility then the delegated authority will be misused in one way or the other.
This is an important and useful principle of management because if adequate authority is not delegated to the employees they cannot discharge their duties with efficiency and this in turn will hamper the achievement of the organizational goal. Sometimes the relation between management and employees is also badly effected by non delegation of proper authority.
Positive impacts of this principle:
No misuse of authority.
Helps to complete job effectively and efficiently.
Individuals can be held accountable.
Systematized and effective achievement of organizational objectives.
Consequences of violation of this principle:
Misuse of authority.
Responsibility can’t be discharged effectively.
No one can be held accountable.
Conflicts between management and employees.
An individual who is in charge of a certain group of tasks, or a certain subset of a company. A manager often has a staff of people who report to him or her.
As an example, a restaurant will often have a front-of-house manager who helps the patrons, and supervises the hosts; or a specific office project can have a manager, known simply as the project manager. Certain departments within a company designate their managers to be line managers, while others are known as staff managers, depending upon the function of the department.
A retail manager’s role is to run a store successfully. Working on the shop floor, they are in constant contact with their customers and staff. They are responsible for ensuring their staff give great customer service as well as monitoring the financial performance of the store.
Typical responsibilities of the job include:
- recruiting, training, supervising and appraising staff
- managing budgets
- maintaining statistical and financial records
- dealing with customer queries and complaints
- overseeing pricing and stock control
- maximising profitability and setting/meeting sales targets, including motivating staff to do so
- ensuring compliance with health and safety legislation
- preparing promotional materials and displays
- liaising with head office
Salaries, benefits and promotional prospects are generally good, with retail chains offering the highest incomes and the best opportunities for advancement, including possibilities of employment within Europe. Relocation is a common requirement for promotion and during initial training programmes.
Staff managers include people who lead revenue consuming departments, for example, accounting, customer service, or human resources. They serve the line managers of the organization in an advisory or support capacity by providing them with information and advice.
A staff manager supervises the income consuming departments or the subordinates in an organisation. A staff manager does not take business decisions and serves in advisory and support roles. Examples of income consuming departments are - Accounting, Customer Service or Human Resources. Line Management and Human Resource Management fall within the purview of Staff Management.
Line Management - Set of commands to be transferred with respect to the hierarchy of the organisation. It is difficult for the workforce to transfer information to the senior most top management since they mostly interact with higher stakeholders.
Human Resource Management - "drive innovation, productivity and share price through mobilizing the workforce towards excellence"
Responsibilities of a Staff Manager
a. Keep workforce challenged - Keep the staff motivated, engaged and involved. The concept of organisational citizenship should be applied.
b. Keep workforce informed - The staff should be given clear instructions and they should know what is expected of them. Constant feedback sessions and assessments help the staff manager to be in sync with the staff.
c. Keep workforce satisfied - The reward system of the organisation should be sufficient and satisfying for the staff
d. Cultivate work culture - Formal and informal traditions of the organisation should be cultivated and established.
e. Go beyond promises - The staff manager should recognise skill gaps, provide with ample training and constantly upgrade the job description of the employees.
Liability of a Staff Manager
Responsibility towards employees - compensation for safety related incidents, extra working hours, work beyond the ability. The monetary compensation becomes a liability once the company owes money to the employee on any of the mentioned grounds. In case the organisation fails to pay, then it becomes the case of worker rights.
Hence, this concludes the definition of Staff Manager along with its overview.