ABSTRACT
The management structure can be considered functional when the distribution and delegation of authority, task performance, and task monitoring are matched by appropriate—that is, sufficient and stable but not excessive—investment of authority in managerial leaders at all levels. At the heart of many organizational difficulties lies a lack of clarity regarding issues of authority. 'Leadership authority' is very different and refers to that aspect of the manager or leader's authority that is derived from the recognition of other team members that they have the capacity to carry out the task. If leaders are to truly participate with other team members leaders need to communicate understanding and acceptance of the other team members at the emotional level, feeling with them. The leader of an organization requires the skill to develop a vision of the future, a long-term desire. As partners, team members want to forge the vision together to increase the probability of success.
