Authority and Responsibility
Authority We define 'authority' as the legal and formal right of the manager or supervisor or any of the top level executives, of the organization to command subordinates, gives them orders, instructions and directions, and access obedience.
Authority is derived by virtue of the position of an individual in the organization, and the degree of authority is maximum at the top level and decreases consequently as we go down the corporate hierarchy.
One cannot occupy a superior position in an organization if he does not have any authority.
It is the authority; that distinguishes one position from that of another and vests the power to the concerned individual, to order his subordinates and obtain necessary compliance.
Types of Authority
Official Authority:
The authority which gives the manager, power to command his subordinates, by virtue of his designation in the organization.
Personal Authority: It indicates the ability by which a person influences the behaviour of other persons in an organization.
Responsibility
The obligation is the kernel of responsibility.
Hence, the manager can get the tasks done from his subordinates, by virtue of their relationship, as the subordinate is bound to perform the tasks assigned.
Differences between Authority and Responsibility
The following points are noteworthy so far as the difference between authority and responsibility is concerned:
The power or right, inherent to a particular job or position, to give orders, enforce rules, make decisions and obtain conformity, is called authority.
On the other hand, responsibility is the corollary, i.e. result of the authority.
As against this, the superior-subordinate relationship forms the basis for responsibility.
While authority is delegated, by the superior to subordinates, responsibility is assumed, i.e. it is inherent in the task assigned.
Authority needs the ability to give orders and instructions, whereas responsibility demands the ability of compliance or obedience, to follow orders.
Conversely, responsibility aims at executing duties assigned by the superior.
Authority is inherent with the position, and so it continues for a long period.
Conclusion
A point to remember in connection with authority and responsibility is that while assigning certain responsibility to an employee, the required amount of authority should also be conferred on him so that he/she can be able to perform it.
Hence, the delegation of authority can only be effective when it matches with the assigned responsibility, i.e. if the authority assigned to a person is greater than the responsibility, it ultimately results in the misuse of authority.
So, a balance should be maintained between the authority and responsibility.
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