Top Level management cant personally perform all the tasks needed to achieve their goals ,they must use the chain of command to distribute authority among other organizational members to ensure that the work is completed.

Authority refers to the right to make decision , to perform or supervise activities , and to allocate recourses in order to accomplish tasks that will achieve organizational goals.

Authority flows down the chain of command ,so high-level positions have a wide scope and therefore more authority then low-level position .

However , as the classical management theorists first pointed out , Formal authority is vested in the position not the person.

Employee play a key role in the manager’s exercise of authority. The acceptance theory of authority argues that authority in meaningful only when employee accept a manager’s legal right to direct their activities .But if employee believe their manager’s direction are outside the boundary of official authority they may choose not to accept these direction , and the manager’s authority is diminished.

Authority is the concept of responsibility the obligation to perform the assigned task or activities . Every organizational position carries with it responsibility for achieving the specific goals for achieving specific goals by perfuming specific duties.

The organizational members have accepted the authority and the responsibility of their job , the are subject to accountability ; they must achieve the expected results of justify their deviation from the accepted result to managers higher in the chain of command .

The pattern of transferring authority from one level to the next lower level occurs throughout every organization , enabling work to be accomplish and goals to be achieved at every level . in this way the authority can be distribute to the lowest possible position in the organization where employee and manager must make decision and exercise judgment about the day-to-day operation that contribute the performance ,even when manager delegate work to their employee , they are ultimately held accountable for the excepted result

Barriers to Effective Delegation

Although delegation enables manager to complete their work assignment and achieve results without having to handle every task personally, managers sometimes face barriers to effective delegation, Especially when the stakes are very high, some managers view delegation as too risky. In such case managers may not trust their employees to complete delegated tasks competently, so they resort to micro management, an excessive degree of personal involvement in and control over the decisions and action of their employee.