Improving line and staff relationship

Reasons for Line and Staff Conflict (With Resolution)

improving line and staff relationship

Confusion: If the pattern of authority relationship between line and staff For improving the relationships between the two and to resolve their conflict, the. Line and Staff Relationships - Free download as Word Doc .doc /.docx), PDF Line managers can improve their problem solving in this kind or organization. After reading this article you will learn about the reasons for line and staff conflict with . The following measures can improve the line and staff relationships: 1.

Encourage Cooperation Stress that working together isn't a competition; it's a collective effort to reach common goals. Everyone has a vital role in reaching those goals. It's human nature to compare, however, and a little healthy competition can keep people motivated.

Try to work cooperation into the mix. Assign two people to work together on the "Hot News" board each week. Make it their responsibility to remove old items and add new ones, including at least one motivational message. Carve out an hour on Mondays or midweek for a fun, cooperative activity like an office scavenger hunt.

Pair people randomly to hunt together. One hour, or even just 30 minutes, is enough to inject some lighthearted cooperation into the workplace. Prizes for the winners could be gift cards or hats, shirts or mugs printed with the company logo. Ask for Feedback As a manager, don't be afraid to ask employees for feedback of all kinds.

At first, you'll need to request it and assure your employees you want their input. You could do this in a collaborative session or begin with an anonymous suggestion form, or both. Distribute suggestion forms to everyone by email to use when they have feedback to give.

improving line and staff relationship

It could be feedback about an office interpersonal problem or comments on a specific project. They can email them to you, but also designate a place they can be dropped off anonymously.

Read them as you receive them and carefully consider the comments.

improving line and staff relationship

While some may be painful, you need to know how your employees feel about what is going on in the company. You may be surprised. Hold regular forums to discuss one topic. This helps keep an employee from hijacking the session with an unrelated pet peeve.

Line and Staff Relationship in Organization (with Example Diagram)

Ask everyone to come prepared with a comment or idea to share. Explain that you want to hear from every employee because everyone's opinion matters. Announce the forum a few days in advance to give people time to think of what they want to share. After holding regular sessions on different topics, employees will realize that you are serious about wanting feedback, that you want to hear from everyone, and that you're listening.

Try to make changes based on feedback where you can, so tangible results of the input can be seen. Inspire and Reward People work better and are happier and more productive when they're motivated by encouragement and inspiration rather than by criticism and punishment.

Sometimes, it's just the way you phrase it. For example, you could tell an employee if he doesn't improve his sales numbers, he won't get his bonus, or you could tell him that he's on the right track and, with extra effort to improve his sales numbers, he'll get a bonus. Although positions within a line-and-staff organization can be differentiated in several ways, the simplest approach classifies them as being either line or staff.

A line position is directly involved in the day-to-day operations of the organization, such as producing or selling a product or service. Line positions are occupied by line personnel and line managers. Line personnel carry out the primary activities of a business and are considered essential to the basic functioning of the organization.

Line managers make the majority of the decisions and direct line personnel to achieve company goals. An example of a line manager is a marketing executive. Figure 1 Line-and-Staff Organization Although a marketing executive does not actually produce the product or service, he or she directly contributes to the firm's overall objectives through market forecasting and generating product or service demand.

Therefore, line positions, whether they are personnel or managers, engage in activities that are functionally and directly related to the principal workflow of an organization. Staff positions serve the organization by indirectly supporting line functions. Staff positions consist of staff personnel and staff managers. Staff personnel use their technical expertise to assist line personnel and aid top management in various business activities. Staff managers provide support, advice, and knowledge to other individuals in the chain of command.

Although staff managers are not part of the chain of command related to direct production of products or services, they do have authority over personnel.

An example of a staff manager is a legal adviser. He or she does not actively engage in profit-making activities, but does provide legal support to those who do. Therefore, staff positions, whether personnel or managers, engage in activities that are supportive to line personnel. Three types of authority are present: Line authority is the right to carry out assignments and exact performance from other individuals.

Line authority flows down the chain of command. For example, line authority gives a production supervisor the right to direct an employee to operate a particular machine, and it gives the vice president of finance the right to request a certain report from a department head.

Therefore, line authority gives an individual a certain degree of power relating to the performance of an organizational task.

Line and staff organization in hindi

Two important clarifications should be considered, however, when discussing line authority: The head of a staff department has line authority over his or her employees by virtue of authority relationships between the department head and his or her directly-reporting employees.

Staff authority is the right to advise or counsel those with line authority. For example, human resource department employees help other departments by selecting and developing a qualified workforce.

Line and Staff Relationship in Organization (with Example Diagram)

A quality control manager aids a production manager by determining the acceptable quality level of products or services at a manufacturing company, initiating quality programs, and carrying out statistical analysis to ensure compliance with quality standards. Therefore, staff authority gives staff personnel the right to offer advice in an effort to improve line operations. Functional authority is referred to as limited line authority. It gives a staff person power over a particular function, such as safety or accounting.