1. Recognizing Auhority at Work
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2. Authority :
a decision making right and action embedded in someone along
with the position to execute and balance with the accountability
to deliver an/ agreed result/s or expectation/s
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3. Reasons for an authority
1. Identify the person accountable for
2. Ensure someone makes decision and takes
action
4. Ensure an organization runs smoothly
5. Solve a business-related problem
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4. Professional Accountability
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5. Reasons to recognize authority at work
1. Know where to go to seek direction or decision
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6. Reasons to recognize authority at work
1. Respect the person with the authority
2. Gain FULL support
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7. Reasons to recognize authority at work
2. Prevent a work-related mistake
3. Prevent a work-related conflict
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8. Reasons to recognize authority at work
Holding authority feels everything on
the world under his feet
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9. Organization Model
Organization model affects authority distribution
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10. Organization Culture
Organization culture affects how authority is practiced
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11. Personal Values
Our personal work values determine our future in an
organization
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12. Dealing with authority at work
1. Learn what s/he is authorized for
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13. Dealing with authority at work
1. Respect, respect, respect
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14. Dealing with authority at work
1. Respect, respect, respect
• Respect = obey
• Verbal agreement
• Take action and execute
• Always comes in agreement first
• Always share GOOD personalities/behaviors of the authority to
peers
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16. Why we fail to respect an authority
• Our self-respect not well developed
– Our family
– Community
• As part of transition a “free interval from family authority to work
authority
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17. Why we fail to respect an authority
• Genetically-related behaviors/talents
– Artists
• Unaware of authority roles and functions
• Unclear authority roles
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18. How we respect an authority
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19. Dealing with authority in an organization
• Know where we stand
• What our role, responsibility, and authority
• Use proper body language
• Examples :
• Too much smiling
• Too demanding/rushing/pushy
• Give time
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20. Level of Authority
1. Level of authority equals with level of
accountability
• Every employee with accountability is provided
with authority
• Various sources of authority in an organization
• Section head
• Department head
• Division head
4. Highest authority lies on CEO
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21. Level of Authority
Forms of authority in an organization
1. Organization vision, mission and values
2. Organization culture & ethics or code of
conduct, credo
3. Policy, Rules, Regulations and Norms
4. Department rules
5. Team agreement
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22. Organization Authority
Corporate vision, mission and business ethics are sources of
authority
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23. Organization Authority
Corporate culture are NOT always written but it governs how an
authority to conduct their behaviors
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24. Organization Authority
Picture 8 Picture 6
Department rules Team rules
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25. Various corporate culture
Respect to position Respect to seniors
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26. Various corporate culture
Common struggle between authority and position
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27. Exercising authority
1. When we receive it
• Asked to deliver a result
• To solve a problem
• At a time of confusion
2. Always go beyond responsibility NOT authority
• There is always a BOLD and thin authority border
3. Authority can NOT be delegated
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28. Exercising authority
• When in doubt or standing in a dilemma between our standing
and organization’s
• Rule of thumb: always respect & obey formal authority in an organization
• Accept disagreement or dissatisfaction
• Authority NEVER satisfies an & every individual; it governs the whole interest
of an organization
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29. Exercising an authority
• Ask for clarity; NEVER argue nor challenge
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30. Challenging Authority
Talking behind the back
Back stabbing
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31. Challenging Authority
Frontal attack
Half heartedly
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32. Abusing authority
1. Happens when there is a lack of integrity
• Bullying
2. May not be aware of the scope of authority given
3. Vested interest; financial return
4. Showing off power and influence
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33. Crossing the Line
• Unclear job description/scope/accountabilities
• Undermine someone’s role
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34. Crossing the Line
1. Vested interest
2. Trust level (only when superior does it)
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35. Crossing the Line
1. Indecisiveness
1. Popularity contest
2. Not to take risk or consequences
3. Incompetent
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36. Crossing the line-consequences
1. Work-related/personal conflict
2. Power struggle
3. Confusion
4. Losing credibility
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37. Difficult behaviors
1. Belittle people in front of others
2. Lies, false promise
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38. Difficult behaviors
1. Condescends or demeans
2. Humiliates or embarrassment
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39. Difficult behaviors
1. Micromanages
2. Being unreasonable
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40. Initial stage to respond to difficult behavior
• Validate our findings with our own work values
• Make a note, seek for patterned or incidental
• Forgive for 1st, note for 2nd, crosscheck for 3rd
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41. Cross checking
1. Set a purpose why need to cross check
2. Ask if our peer experience similar specific behavior
3. Use flat tone, avoid secretive one
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42. Cross checking
• Talk about difficult behavior only. Period!
• Unplanned crosschecking may turn into gossiping
• Risk: taking with peers about boss’ difficult behaviors
may back fire to us.
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43. Common mistakes
• Telling boss’ bad behaviors to peers out of proportion
• Sabotage or silent rebel
• Unfinished tasks
• Avoid meeting or eye contact with boss
• Apathy
• Cynical remarks
• Verbal threat to leave (to peers NOT to boss)
• Frequent absent or late for work
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44. Preparation before talking
1. It will be much EASIER if we have built RAPPORT with our boss
2. Set One Purpose
3. Manage our expectation
• People are reluctant to change
• If we fail, what is at stake ?
• We have capacity to change ourselves than to change others
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45. Steps to talk to difficult boss
1. Set time and venue to talk
2. State our expectation what s/he needs to do during the session
• We ask for help
• Use flat, friendly tone
• Assume “we have” problem with his/her difficult behavior
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46. Steps to talk to difficult boss
1. Praise him/her for what s/he has done for us
• Specify and give examples
2. Describe the situation
• Specify ONE particular behavior and give example
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47. Steps to talk to difficult boss
1. Explain how the difficult behavior affects us professionally
3. Share what will improve if his/her behavior change
• We influence him/her to change the difficult behavior, NOT to
reverse the decision s/he has made
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48. Steps to talk to difficult boss
1. Listen
2. Thanks to the boss
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49. Conclusion :
Authority is meant to place organization resources in order
and bring optimum business results, not to serve our
personal best interest
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