Employees in this exercise can choose to 1) eliminate the task 2) have one person or department take over the responsibility of the person leaving or 3) segment the task so that one department accomplishes some function, while other departments accomplish the rest. To avoid this problem, the outgoing employee and representatives from the remaining departments should discuss the roles, authority and responsibilities of the departing person. When an employee is laid off or a function is eliminated, these extra, invisible duties fall through the cracks. Unfortunately, many people have additional tasks not listed in the job description. The epitomy of a clear role is a clear, specific, micro-detailed, permanent job description. Thank goodness they made an effort to learn how he did his job!Īssignments of responsibilities can also disappear as the traditional hierarchical structure breaks down. He had made this part for every aircraft of this type since it was first manufactured 30 years ago. He was the only person in the entire world who had ever done this.
It turns out that one and only one employee had made a particular part for a particular aircraft. A good example of this happened a few years ago at one of my client’s. Management may not realize all the tasks that a particular staff person or employee has. The following are two examples of how you can use authority matrices: the first concerns role clarification/task transfer, the other empowerment. These employees evaluate the actions of those who do (D) and can give orders to those who do. These employees perform the task.Ī (Approve). These employees provide staff support to those to make the decision.ĭ (Do). These employees communicate the decision to those people who need to know (K). These employees need to know and understand the action, but do not actively participate in this decision. Note that not all boxes have to be filled in. The boxes in the matrix is filled in with one or more of the following. Major or critical tasks are listed down the first column employee names (to clarify personal roles) or department functions (to clarify inter-department roles) are listed across the top. K = Know I = Inform S = Support D = Do A = ApproveĪbove is an empty, generic authority matrix. More specifically, an authority matrix tries to solve two of the more problematic issues in human resources: role clarification in today’s changing work environment and the transfer of decision-making to “lower” levels in the organization.
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