Who Manages Whom? A Map of Roles and Authorities Across the Three Management Levels

Who Manages Whom? A Map of Roles and Authorities Across the Three Management Levels

No organization can achieve outstanding performance or grow sustainably without a well-defined organizational structure. A deep understanding of organizational hierarchies and the distribution of roles and authorities across management levels is a cornerstone of strengthening corporate governance and driving institutional impact. Knowing who leads whom and the boundaries of each level of management  is not merely an administrative issue, but the foundation for operational efficiency, effective decision-making, and optimal resource utilization. This is a key starting point from which Empower supports organizations in achieving organizational excellence.

A clear separation and functional integration between the responsibilities of top management, middle management, and operational management enhances clarity of authority lines, ensures smooth information flow, reduces overlap, and strengthens a culture of accountability. Each level plays a different yet complementary role in ensuring that strategic vision is translated into measurable operational reality.

 

Management Levels: The Pillars of Organizational Structure

Organizations design hierarchical management levels to ensure effective operating models and clear distribution of authority and responsibilities. These usually fall into three integrated levels that align performance and support the achievement of strategic objectives.

 

Top Management: The Strategic Compass of the Organization

Top management leads the organization from the highest level, including Boards of Directors, CEOs, and senior executives. They are responsible for defining the vision and mission, setting strategic directions, and reinforcing corporate governance through strategic decision-making and overall performance oversight.

Key Authorities of Top Management:

• Define vision and mission.
• Set strategic objectives.
• Make decisions on expansion, alliances, and investments.
• Approve overarching and governing policies.
• Manage overall resources.
• Shape and embed organizational culture.
• Represent the organization externally.
• Lead digital transformation and institutional innovation.

 

Middle Management: The Vital Bridge Between Strategy and Execution

Middle management serves as the operational intermediary, responsible for translating strategy into actionable plans and leading teams toward effective execution. This includes department managers, heads of divisions, and executive supervisors. Their tasks align with the objectives of Strategy Management Offices (SMOs) and Performance Management Offices (PMOs).

Key Responsibilities of Middle Management:

• Translate strategic plans into programs and initiatives.
• Manage and allocate operational resources.
• Coordinate work across departments.
• Monitor Key Performance Indicators (KPIs).
• Solve operational challenges.
• Support employee professional development.
• Empower teams to make decisions within their authority.
• Support project management practices and oversee execution.

 

Operational (Lower) Management: The Pulse of Daily Operations

Operational or frontline management represents the first line of defense to ensure quality execution and disciplined day-to-day performance. It includes team supervisors, group leaders, and task executors, all working under middle management and in coordination with quality management and continuous improvement systems.

Key Responsibilities of Operational Management:

• Direct supervision of work teams.
• Assign daily tasks and organize execution priorities.
• Ensure compliance with policies and procedures.
• Monitor quality of execution and operational efficiency.
• Report issues and feedback to higher management.
• Motivate and engage employees.
• Participate in improvement initiatives and institutional change efforts.

 

The Map of Roles and Authorities: Interaction for Efficiency

This mapping of organizational roles highlights a three-tiered integration:

• Top Management defines vision and policies.
• Middle Management translates them into actionable plans.
• Operational Management executes them in practice.

This structured interaction ensures:

• Clarity of responsibilities.
• Reduced overlaps and conflicts.
• Faster decision-making.
• Achievement of both strategic and operational impact.

 

Institutional Empowerment Through Managerial Clarity

Building a clear organizational structure strengthens institutional empowerment, supports governance, and ensures alignment between vision and execution. Through its specialized services, Empower enables organizations by providing:

• Organizational Structure Design.
• Establishment of Strategy Management Offices and Project Management Offices.
• Policy development and authority distribution.
• Smart digital solutions to support decision-making.

 

Conclusion

Organizations can build flexible and effective management systems rooted in global best practices and tailored to strategic and technological transformations. Clarity in the distribution of authority enhances organizational culture, increases readiness for execution, and contributes to sustainable institutional performance.