LINE and STAFF Relationships

Line structure consists of direct vertical relationship which connects the position and task of
each level with those above and below it. It represents the structure in direct virtual relationship
through which authority travels.

Advantages Clear cut relationship. Unity of command. Prompt decision making. Effective
coordination. Fixed responsibility. Discipline.
Disadvantages Difficulty in staffing. Concentration of authority. Lack of specialization.
Instability. Poor motivation. Ineffective communication. Not useful for larger enterprises

Staff Organisation means Person of the organization who provide advice and service to line.
Provide expert advice on important matters. Enables line people to work more efficiently.
Cannot directly issue orders to subordinates in line departments.

Advantages Specialization. Growth and Expansion. Lesser burden on line executives.

Better decisions. Training of Line executives. Advancement of Research.
Disadvantages Different orientation. Conflict Between line and staff. Lack of responsibility.
Lack of co-ordination. Excessive reliance on staff. Costly Structure.

Line And Staff Relations

Basically, organizations are tightly knit together by the cord of authority relationships, whatever
the way of structuring an organization. Such authority relationships act as a cohesive force and
integrate the whole organization. The types and degree of authority vary with the decision-
making levels. Different authority relationships basically revolve around line and staff
relationships. Line and staff relation refers to a pattern in which staff specialists advise line
managers to perform their duties.

ROLE AND RESPONSIBILITY OF LINE AND STAFF MANAGERS

The line managers are responsible for: The formulation of objectives, plans and policies.
Making decisions for the implementation of plans and policies and attainment of objectives.
Providing supervision and leadership, achieving coordination and exercising control.

The Staff managers have the responsibility to Advice, help and guide the line managers in the
performance of the above functions. Provide specified administrative services. Interpret
objective plans and policies. Make the best tools available for the implementation of plans
and policies. Help in the selection and training of employees. Measure organizational
effectiveness.

LINE AND STAFF CONFLICT

Line and staff relationship is based on the assumption that both support each other and work
harmoniously to achieve organizational objectives. However, there are frequent instances of
conflict between line and staff in the organization. This generates lots of friction and loss of time
and consequently loss of organizational effectiveness. Therefore, there is a need for analyzing the
sources of line and staff conflict and then to take actions to overcome the problem of conflict.
These relations are often characterized more by conflict than cooperation. Staff specialists
complain that line managers are resistant to their ideas and the line managers complain that staff
managers are sky-gazing specialists with no comprehension of practical situations.

ARGUMENTS OF LINE OFFICERS AGAINST STAFF OFFICERS - Staff officers have only
theoretical knowledge. Much of advice given is impractical because they are not responsible
for the results. They take into account only the departments goal, not the organizations goal as
a whole. Staff officers blame line officers when failures happen whereas are keen on getting
credit for success.

ARGUMENTS OF STAFF OFFICERS AGAINST LINE OFFICERS - Line officers completely

neglect the advice given by the officers. Line officers hesitate to accept new ideas. They
simply reject the advice without considering its validity. Some line officers are not ready to ask
for any advice from the staff officers.