They're somewhat separate, but there is substantial emphasis in current management research on trying to blur them. The worry is that classic executive authority looks increasingly heavy-handed, but the executives still want control. So the goal is to design a workplace such that they get what they want while appearing not to be in hierarchical control. That's a bit difficult since it involves solving a "reverse emergence" problem: how do I set up my workplace so that the emergent authority will tend to emerge in the ways that I want it to? This can involve all sorts of subtle and less-subtle levers: hiring practices, office layouts, perks, "gamification", performance reviews, promotions, etc.