The balance between authority and autonomy is being dangerously played out today on the global stage in many countries. But what of the workplace?
There is little research into the effects of authority versus autonomy at work, but the CIPD Good Work Index reported a study which showed 24% said they had a lot of influence over their job tasks and 36% said they had some, but 39% said they had little or none.
We know that in the workplace, authority and autonomy can coexist, but for this to happen, it is essential to have clarity around roles and responsibilities. The problem lies when there is overreach in authority, or when autonomy seekers push too hard, demand too much, and upset a necessary balance and then act outside of their own jurisdiction, by, for example, speaking or agreeing on behalf of the company when they do not have the authority to do so.
Why Is Autonomy Important?
Autonomy is the ability to exercise self-determination as far as is reasonably possible and is important because it encourages self-respect, self-reflection, and self-mastery, as well as taking personal responsibility, especially in decision-making. It promotes a healthy work culture, encourages personal growth, even when we make mistakes that have to be learned from. Autonomy can reduce tension by allowing us to express ourselves and giving scope for trustworthiness and transparency.
More freedom at work, within a clear framework, enables us to consider our personal needs and gives employees more control over their work conditions, including flexibility, tasks, and tools, as well as honouring their values. It unlocks creativity and encourages intrapreneurial and entrepreneurial skills and ideas. Autonomy is beneficial for collaboration and growth, employee satisfaction and engagement because it shows people that they matter and are heard.
Why Is It A Challenge?
In reality, we are all interpersonally linked and can’t act as single units where only our own needs are met. Too much autonomy can pose a threat to necessary authority and can lead to confusion, conflict and significant issues if not talked through well. Employees can feel their needs are more important than the team as a whole. Employers taking too much of a stand-back approach can mean that work goes unchecked, deadlines are missed, and communication is poor.
Why Is Authority Important?
Without someone or people in authority, there would likely be confusion around roles and responsibilities, the importance of tasks and timelines and the need to set a clear direction for the organisation and it could easily lead to anarchy and a poor culture. We need leaders to take overall responsibility and make trustworthy decisions on behalf of the organisation. Those in authority can be influential in either a positive or negative way, but they need to build credibility if they are to be listened to and to foster trust. Boundaries are essential for organisational success, as is adhering to a clear set of values or principles.
A structure or hierarchy can facilitate effective communication, for example, in providing clarity on roles and responsibilities, although this doesn’t have to be top-down and other models can facilitate different methods of leadership and management. Having a clear framework and role designation can be good for accountability and productivity.
The Cons Of Authority
Problems can arise when those in authority change the rules to suit their purpose, especially if they are seen not to act with integrity. For example, a new boss at work who changes the culture and pushes for things to be a certain way may be left unchallenged. Employees may feel it is too risky to rock the boat and lose their jobs, so end up complying with something they disagree with. By not putting our hands up due to fear of authority, at best, we are not authentic, but people pleasers, but at worst, we can get drawn to turning a blind eye or doing the wrong thing to comply. This can then lead to a lack of critical, challenging and diverse thinking as colleagues fear the consequences of speaking out.
Authority can attract individuals with character traits of narcissism and Machiavellianism, ie those who show a lack of compassion or empathy, or manipulators with a desire for personal gain. They can cover up their decisions and lack transparency and equity, leading to a toxic culture of fear rather than an open culture of collaboration.
Colleagues can feel like they are being overseen or watched all the time if there is a strong sense of authority. This may stifle creativity, engagement and innovation.
So Where Does The Balance Lie?
We do need frameworks and a certain level of authority to get things done well. Having the ability to speak up about things that are not right is crucial to an effective organisation, and productivity is helped by allowing colleagues to work independently.
It can be a delicate balancing act between being a leader and micromanaging and being overbearing or domineering. What is essential are the boundaries between how you operate and work alongside others, as well as having clarity about mutually agreed-upon roles, responsibilities, and values. Good leaders should aim to serve and enable rather than be authoritarian.
Jane Gunn is an international mediator and conflict specialist and former President of The Chartered Institute of Arbitrators (CIArb). Jane is world-renowned in the industry and is a global leader in Who's Who Mediation and featured in the Legal 500 Hall of Fame. Working with high performing businesses and business leaders around the world, she helps them to make critical decisions in times of crisis and conflict. She has spoken at the United Nations, The White House and the European Commission.