As an administrative assistant, what is the most appropriate way to deal with authority in the workplace?

Introduction / Context:
Administrative assistants typically report to one or more managers and often interact with senior leaders. How they respond to authority affects trust, teamwork and office culture. Employers want admin staff who can follow directions reliably while still speaking up when something needs clarification or improvement. This question focuses on the most appropriate way for an administrative assistant to deal with authority in a professional environment.

Given Data / Assumptions:
- The context is a hierarchical workplace with supervisors and managers. - Options include respectful communication, public challenges, ignoring supervisors and automatic agreement. - We assume the administrative assistant wants to maintain good relationships and high performance. - The question asks which approach best reflects professionalism.

Concept / Approach:
Professional behaviour toward authority involves three elements. First, respecting the organisational structure by recognising who has decision making responsibility. Second, carrying out reasonable instructions accurately and on time. Third, communicating questions, concerns or suggestions in a respectful and private way, rather than through confrontation. This balanced approach supports efficiency and allows issues to be addressed without undermining relationships. Publicly challenging every decision, ignoring supervisors or agreeing with obvious errors all create problems and reduce trust.

Step-by-Step Solution:
Step 1: Identify which option combines respect, compliance and constructive communication. Step 2: Option A states that an administrative assistant should respect reporting lines, follow instructions professionally and communicate concerns constructively, which matches best practice. Step 3: Option B describes challenging every decision publicly, which is confrontational and usually unhelpful. Step 4: Option C recommends ignoring supervisors, which would lead to confusion and potential disciplinary action. Step 5: Option D suggests agreeing with mistakes, which is unsafe and does not support quality work.

Verification / Alternative check:
Human resources guidelines typically encourage employees to bring concerns to supervisors directly and respectfully, rather than complaining publicly or ignoring instructions. They also emphasise that following lawful and reasonable instructions is a key part of job responsibilities. Training on communication often recommends private discussions for disagreements, focusing on facts and solutions rather than personal criticism. None of these guidelines support the extreme behaviours described in options B, C or D. This confirms that the balanced approach in option A is the correct one.

Why Other Options Are Wrong:
Publicly challenging every decision: Occasionally questioning a decision is healthy, but constant public challenge creates conflict and slows work. Ignoring supervisors: Failing to follow directions breaks trust and can result in errors and missed deadlines. Automatic agreement with mistakes: Blind agreement prevents problems from being corrected and may expose the organisation to risk.

Common Pitfalls:
Some people believe that professionalism means never disagreeing with a manager, while others think they must defend their views aggressively. Both extremes are unhelpful. The goal is to respect the role of authority while still contributing honestly and thoughtfully. Another pitfall is raising concerns only in informal conversations with coworkers rather than directly with the person who can act on them. For exam purposes, remember that the best approach is to respect authority, execute instructions reliably and communicate concerns in a calm, solution focused way, as described in the correct answer.

Final Answer:
The correct answer is Respect formal reporting lines, follow instructions professionally and communicate concerns constructively, because this balanced approach supports both efficiency and healthy workplace relationships.