When does a top manager undermines the authority of a line manager? In this scenario can this possibly be undermining of authority? A Top manager has a Line manager reporting directly to him/her. 5 Supervisors report to Line manager. Top manager ignore line manager and give direct instructions to supervisors without informing line manager about these instructions. This makes it impossible for line manager to manage supervisors effectively. These supervisors are also confused and ask line manager to discuss the issue with top manager, but top manager keeps on doing as he/she please. No poor performance from line manager. Just the way top manager does thing, his/her way.
In essence this boils down to a dispute between two employees that may or may not involve consequences to a company and its operations......... ReMember this: " to do nothing is doing something".................. This quote indicate and pinpoint a very crucial fact, in some cases the line manager will sit back and say "it was not me" however, should a closer look be casted the following question may be valid: "what did you do to rectify the situation?" This question may make you guilty of negligence or insubordination to company policies (should they exist)..................... Most companies have a policy that state that you should act in the best possible way towards the company (reasonableness) to know about a problem that create confusion and doing nothing, is doing something and therefore you are guilty of insubordination and neglect of duty.................. I would have sent the top manager an E-mail (to have something in writing shows your intent to rectify) documenting current events, I would have requested a meeting with top management in order to solve this situation whereas I would have pointed out the potential risk factors by not following the chain of command............... Even though this top manager does not respond thereto I have tried to remedy the situation........... Should the problem persist I would have gone higher up the chain of command and present my 1st E-mail to such person and document the effect since: for example: confusion lead to work to be on sub-standard or incomplete, conflicting instructions lead to confrontation with your charges and so on.......... In the event that this does not work I would have filed a grievance in order to have this matter heard in the grievance hearing................ I encourage employees to firstly mediate a situation before action is taken......... By doing this, you would not have done "nothing" and therefore you are not guilty as per say of "doing something that constitute a offense on your side" hope this help........ Rautenbach & Associates
Normally a company will have a grievance form to fill out, if not, the nature of grievance, and outcome desired is basically the essence of a grievance, let me know if you require further assistance or advise. Rautenbac & Associates