In a workplace hierarchy, who typically has legitimate authority over their team members?

In a workplace hierarchy, a manager typically has legitimate authority over their team members due to their formal position within the organization. This authority is derived from their role, which is established by the organization’s structure, giving them the right to make decisions, allocate resources, and direct the work of their subordinates. Managers are responsible for overseeing the performance of their team, providing guidance, and ensuring that the team's goals align with the broader objectives of the organization.

The legitimacy of a manager's authority is recognized by both their team members and the organization, which is crucial for maintaining order and establishing accountability within the workplace. As a result, team members are expected to follow the directions of their manager, which contributes to effective organizational functioning.

In contrast, peers and colleagues do not possess such authority over one another as their roles are typically equal, lacking the formal power to direct the work or decisions of others. An assistant may have certain responsibilities and tasks assigned by a manager but does not inherently hold authority over the team in the same way a manager does. Thus, a manager's designated role is foundational in understanding workplace dynamics and authority relationships.