Delimited Authority - Is It Good to Have Clear Boundaries for Team Members? a Review on Outcome of Delimiting Team Authority

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Organization should focus more on specifying end goals rather implementing process of means. Receiving clarity about task helps to progress in work flow. Whereby team members generating ideas with skills, ability, and expertise background come together way of getting the things done. On the other hand creativity encompasses individual growth leading to team success. “All ideas are not great but great ideas can come from anywhere”. However there are instance where team member in the process of doing job finds a loop hole or alternative way of getting things done. Modifying to the needs depending on the requirement of the task is essential. Innovation happens when there is room for exploring new ways instead of following up regular set of practice. The design, ways needs to be changed for the better functioning of work.

Example in highly required team like research and development restricting team members to experiment will reduce the productivity.

Organizational structure:

Providing clear mission statement to the team can enhance the possibility in better outcome. (Beatty 1987; Headrick, Wilcock & Batalden 1998). Roles of the individual should be specified to understand Team can prioritize the elements required with common consensus of members. Nevertheless task needs to be appealing and challenging for members for them to perform. Whereby, organization needs to recognize the importance of team members by providing motivation, resources and authority to achieve tasks.

Clarity in Purpose:

Suitable culture

Detailed task

Distinct roles

Suitable leadership

Appropriate members

Ample resources

Motivational influence through authority:

Majority of the focus in an organization is on developing motivational aspect to members. Making a member feeling psychologically strong in terms of assigning roles and responsibility creates a sense of belongingness. When there is lack of importance given to the employees lead to downfall in involvement of members to perform task. Social loafing can be minimized by providing clarity of work and role to each members in team. However this is not in case of all forms of teams. (Zajonc, 1965).

Team performance:

Individual contribution collectively enhances team success. Clarity in understanding certain set of blue print is necessary. Depending on the skills, ability, knowledge the task should be assigned. However with the guidance of leaders along with support of team members individual can attain the desired goal.

Productivity and efficiency can be developed through training and monitoring the given work. Pirating to attitudinal outcomes of individual should be positive. Moreover if the team member is satisfied, has trust in the team and commitment towards doing the job is credible. Nevertheless leading to behavioral outcome resulting in positive approach towards work and organization. Following long survival of team members in same set of people.

Scope for Growth:

Individuals work together to attain self-sustainability in an organization. Providing identity to them in form of authority and responsibility enhances Performance. However Creativity is being verified depending on the participation of member in any give situation. However there is possibility of exploring oneself in form of leadership quality. Perhaps the opportunity to seek response and initiative by member should strike appropriate balance.

Pros of having authority

Power in context with Organization teams define individual ability to control others consequences, capabilities, and behavior. (Bass, 2008; Hogg, 2001; Stogdill, 1950) Power is basis to influence others in work environment. Moreover realized Authority drives attention and sense of responsibility among each other. Deliberately each individual can display their leadership personality traits in the process of work by taking initiatives. If a task needs to be performed there is necessary of problem solving ability, common view points, flow of information similar to other various attributes. However Performance is not derived instead cultivated through empowering members. (Agrell & Gustafson, 1996; Anderson & West, 1998; Drach-Zahavy & Somech, 2001; West, 1990)

Cons of having authority:

Organization follows certain structure flow of authority pertaining to culture of work environment. Since the flow is deliberate by the time it reaches team it’s delimited. In addition to leaders might not be the able candidate to hold power to direct teams. Bias view arises among the team members if they have conflicts with leader, favourism will be born. Nevertheless Authority distracts the main idea of purpose behind concentration of work. On the other hand Organization is at risk when the task is not completed or effective. The challenge arises in recognizing the responsible element causing the failure and who is accountable.

Pros of having compelling direction:

The team assembles together knowing exactly what the roles and responsibility are assigned. Minimizing chaos within the team in getting the things done with available resource is soothing. On other hand monitoring and keeping the track of progress is practiced instead of finding the ways to get the things done. Since each member know what exactly is expected by the team, leader and the organization in reaching the common objective.

Cons of having compelling direction:

Compelling Direction to the team in providing rigid process drains creativity. Scope for growth limits for individual members in team leading to completion of work but individual performance declines. On other hand Risk factor is involved when liberty is provided to the team whereby members might take wrong step affecting the effectiveness of work. Nevertheless end outcome should be stated clearly to the team rather limiting in terms of process. Organization should function in openness accepting ideas from the team members.

Conclusion

Team does play a vital role in any organization vice versa in any given situation to accomplish common goal. Shifting theories, concepts into practical