Line Type ion

8/4/2019 Line Type ion

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Creation of structural relationships

among different departments, people &other resources to achieve theobjectives.

Formal relationship among the peopleis important for the success oforganization. Combine & coordinatethe efforts of persons in efficient

manner


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LINE ORGANIZATION ( scalar / military)

Oldest & simplest form of O.S. Line ofauthority flows vertically from the topmostexecutive to the lowest subordinate

throughout the enterprise.

Authority is maximum at the top &reduces at each successive level down

the organization.


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Is created by the functional differentiationof the primary functions such asproduction & marketing.

All persons in the organization are in thedirect chain of command of these twofunctions.

Personnel function is not independentlyorganized.


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Unity of command exists in the lineorganization.

Authority relationships are quite clear.

Strict discipline exists in the enterprise.Rigid structure not flexible.


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Forces the line executives in theirindividual fields to perform additional

duties requiring special knowledge, whichhe may not be having.

Executive is dependant on his own

abilities only. No help of specialized staff aid. Emphasis

is on vertical relationship .

Clear lines of accountability.

Who reports to whom is clear.


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LINE Managers HR Management

Responsibilities

Place right person on the right job.

Orientation starting a new employee onthe job.

Training the employees for jobs new tothem, improving their performance.Getting cooperation & developing cordial

working relationship.Maintain discipline & morale of employees.


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LINE AND STAFF ORGANISATION:

Used by most business enterprises,

except very small ones. Expert advice is needed in most of the

problems of management. So, line & staff

structure gained a lot of popularity. eg.H.R. department is considered as a stafffunction to advise all other departments onpersonnel matters.

Similarly accounts, Law, Financedepartment may be set up to advise onrelated problems.


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Problems:

Difficulty created by line & staff structure

because of conflict between line & staffexecutives.

Conflicts occur when the staff officers

issue instructions, opposite to those of linemanagers.

Resolved by a proper understanding of

line & staff concepts.Orgn should lay down the authority of line

& staff executives clearly..


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THUS :

Line & staff structure is more suitable thana line organization : because of need ofexpert advice up to date information bothexist with the help of each other..


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LINE VS LINE AND STAFF:

LINE

Refers to positions which have theresponsibility of achieving the primaryobjectives of the organization.

No experts to assist & advice them. Strictdiscipline.

No friction b/w line & staff. No plannedspecialization.

Line executives may become key men, asthey occupy top positions.


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LINE AND STAFF

Refers to positions which have the responsibility

for providing advice & service to the line to attainorgn objectives.

Experts known as staff to assist & advice lineofficials.

Loose discipline. Risk of friction b/w line & staffpeople.

Based on planned specialization Staff sharecredit with line officials.


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Position & status of H.R. manager :

Position & status of H.R. manager LINEAUTHORITY: Authority flows in a straightline from top to bottom of the organization.HR manager has a direct control over the

employment officer, training officer, wage& welfare officer. Each officer has directauthority over those working under him.


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STAFF AUTHORITY :

HR manager is staff specialist Provides

expert advice on personal matters Hasadvisory role No authority over otherdepartments.

All departments seek his advice forincrement, transfer, promotion, etc.. But

his advice is not binding on them.


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HR responsibility :

responsibility Recruitment, training & development.Wages & salary compensation.

Decide standards of work to be performed.

Establish day to day climate for mutual trust & respect tomaintain healthy industrial relations

. Employee security, safety, welfare, discipline,education.

Ensure all amenities under welfare scheme Write jobdescription, specification.

Prepare training material, advise CEO.

Develop performance appraisal tools. Conduct jobevaluation procedures, conduct surveys. Adviseregarding fringe benefits. Analyze causes of labourdiscontent. Develop norms for fair treatment, safety,grievances.

Line Type ion

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