Delegation

954 Words2 Pages
bulb-icon

Recommended: Importance of delegation

Managers can empower workers by delegating to them. “Delegation involves the assignment of work to other people, and it is an activity inherently associated with all managerial positions” (Whitten & Cameron, 2007, p. 467). Effective management can be attained through delegation. Therefore, a manager must decide when to delegate.

Advantages and the Potential Outcome of Delegation

Learning to delegate effectively is fundamental to managers’ success in the workplace. A competent delegator can empower others maximizing the organization effectiveness and efficiency. Whitten and Cameron (2007) identifies the following advantages of delegation: time, development, trust, commitment, information, efficiency, and coordination (p.467).

Time

Delegation can improve managers’ ability to get things done. Delegation increases the discretionary time of the manager” by freeing up some time (Whitten & Cameron, 2007, p. 467). A manager schedule can be extremely hectic and the pressure can be overwhelming due to demands. Managers can increase their time to focusing on other task that is highly prioritized and require the manager complete attention through delegation. Not being prepared and never meeting deadline are qualities that can injure ones reputation, for the manager can be viewed as less efficient and effective in management. Through delegation, the manager can squeeze more out of the day.

Development

Delegation can increase workers effectiveness. It allows delegates to “develop knowledge and capabilities” (Whitten & Cameron, 2007, p. 467). Through delegation, workers can be challenged and this can encourage them to develop their capabilities. They can naturally develop knew knowledge and the necessary skills to cope when they are challenged with tasks that are outside of their basic job duties. By encouraging such development, it can prepare employees for future assignments and promotions. Not only does delegation benefits the employee receiving the new task, but it also benefits the manager and the organization too by enhancing effectiveness.

Trust

Delegation can help managers build a positive relationship with staff. It is a way of showing employees they are respected, for delegation “demonstrate trust and confidence in delegates” (Whitten & Cameron, 2007, p. 467). Delegation can empower employees, for when the managers seek assistance with a task it shows that the manager believes in them; the manager is confident that that the employee can complete the task successful. Through trust, the manager can empower an employee to bring drive and initiative in the work. According to Whitten and Cameron (2007), individuals who felt trusted by t heir managers were significantly more effective than those who did not feel that way (p.

Show More
Related

  • Time Management Rhetorical Analysis

    747 Words  | 2 Pages

    The speaker was credible for this topic since she had her of gaining time management skills. The speech was delivered on Wednesday afternoon March 22nd, at a youth group meeting. The purpose was to inspire and motivate us to become more efficient people. She had our best interest in mind which made her a credible speaker.

    Read More

  • Earnest Shackleton Case Study

    1399 Words  | 3 Pages

    5. Heller’s Delegation Model- I have always had—and still do—have a problem with delegating tasks to other people. My biggest gripe with this is that people won’t be able to the task well, or to the level that I would have. This is not a productive way of thinking, and micromanaging is not conducive to teamwork for it will cause resentment. With the Heller’s Delegation Model, it assists in delegating tasks and avoiding the responsibility of having to do things on your own. The framework breaks it all down, starting with an analysis of the tasks and ending with an appraisal of the process. This model. Being

    Read More

  • Definition Of Leadership Essay

    841 Words  | 2 Pages

    Giving sufficient training chances to your staff and communicating your trust in their work tells them that you are invested in them. Strong managers/supervisors dodge the desire to perform all aspects of an undertaking themselves, however permit workers to decide, organize undertakings and plan tasks and projects. Leaders who are focused on their groups attempt to guarantee that all representatives are dealt with similarly and that special treatment is not given to a specific worker or

    Read More

  • What Is Leadership: The Importance Of Leadership?

    582 Words  | 2 Pages

    There are limits to the use of authority in obtaining high performance amongst subordinates. Authority alone cannot generate a ...

    Read More

  • Scenario

    833 Words  | 2 Pages

    “Delegation is the assignment of authority to another person to carry out specific duties” (Robbins & Coulter, 2010, p. 282). In a fast paced environment, it is important to delegate to meet deadlines, and encourage employee development. Proficient delegation can be the determining factor in the success of the project and reduce operating cost by eliminating redundancy. According to Robbins and Coulter (2010), there are five (5) effective delegation behaviors, clarifying the job, specifying the employees’ range of direction, allowing the employee to participate, informing others that delegation has occurred, and establishing feedback channels (p.282).

    Read More

  • Management vs. Leadership

    1100 Words  | 3 Pages

    There are many tasks that a manager does on a daily basis which include problem solving, facilitating meetings, and many other routine office tasks. "Management is the process of working with people and resources to accomplish organizational goals. Good managers do those things both effectively and efficiently." (Bateman & Snell, 2004) However many of these tasks should not be duplicated by a group of individuals. Different people can take on parts of the management function. Someone on a team can take care of the planning, while another person does the budgeting, and a third can monitor the progress and quality that each team member provides. "Management is like investment – you want to invest all resources at your disposal as efficiently as possible in order to get the best return on them you can." (McCrimmon, 2005)

    Read More

  • Leadership Style Inventory: My Personal Leadership Development

    626 Words  | 2 Pages

    Delegating tasks is one area that I must work on in my leadership skills. When a leader cannot delegate task appropriately, this can lead to their downfall. My action is to learn more of the reasons why I chose not to delegate tasks. When that piece is understood, I can then move forward in correcting and adjusting my delegating. The employee specialist along with the Vice President of Nursing give me projects where delegating is necessary. They both follow these projects closely and challenge my moves of when and what I delegate and to whom those tasks are delegated to. Attending a seminar on delegation is also in my action

    Read More

  • Delegation Paper

    890 Words  | 2 Pages

    Delegation is the method of giving decision-making authority to lower-level employees. For the process to be successful, a worker must be able to obtain the resources and cooperation needed for successful completion of the delegated task. Empowerment of the workforce and task delegation is closely interrelated. Empowerment occurs when upper-level employees share power with lower-level employees. This involves providing the training, tools and management support that employees need to accomplish a task. Thus, the employee has both the authority and the means to accomplish the work. Even though authority can be delegated, responsibility cannot; the person who delegates a task is held responsible for its success in the end. Thus the assigned worker is liable for meeting the goals and objectives of the assignment (Camp 2006).

    Read More

  • Employee Empowerment

    1549 Words  | 4 Pages

    Employee empowerment can be described as giving employees' accountability and ability to make choices about their work without managerial authorization. Good managers are expected to assist employees to improve job success by supporting, training, leading and giving advice. Employee empowerment can increase employees' motivation, job satisfaction, and loyalty to their companies. The power that managers comprise should now be shared with employees with confidence, assertion, inspiration, and support. Work decisions and the ability to control an individual’s amount of work are now being relied upon at lower-level management positions (Fragoso, 1999). Groups of empowered employees with little or no supervision are now being formed and these groups are being called self-managed teams. These groups can now solve work problems, make choices on schedules and operations, learn to do other employees’ jobs, and are held accountable for the quality of their finished products.

    Read More

  • What´s Post Bureaucracy?

    839 Words  | 2 Pages

    Empowerment is another feature of post bureaucracy. It represents organizations awarding power and authority to those lower in the organizational hierarchy (Knights & Willmott, 2007). To some extent empowerment could be beneficial to a organization because empowerment would allow the workers to work...

    Read More

  • Business Communication Essay

    1804 Words  | 4 Pages

    Helps in proper delegation of duties to subordinates and workers: Only when there is good communication, it will be possible to allocate duties to the subordinates and workers easily and promptly. Time delays will be avoided. The workers and subordinates can be delegated with the work to be done and they can also be educated by proper communication about the requirements from them in completing the work. The schedule can be informed to them so that they can manage and complete the work well ahead of time. All these are possible only when there is proper communication between the manager and his

    Read More

  • Essay On Importance Of Leadership

    1099 Words  | 3 Pages

    By allowing for employees to be increasingly engaged in workplace activities, they are then given the opportunity to develop new skills. Most leaders also encourage for employees to participate in team building activities so that any employee would be more comfortable and have stronger chemistry when working with other members of their respective departments, and with other employees in the company as a whole. Leaders are capable of motivating their subordinates through a series of actions, such as words of encouragement, acts of appreciation, and allowing for employee involvement in key decision making processes in the company. For instance, leaders who appreciate, constantly encourage and assist in the improvement of the tasks performed by their subordinates will be able to build a strong and healthy employer-employee relationship. This good relationship instils the traits of confidence in employees and motivates them to enhance their performance. Excellent leaders commonly try to develop a dialogue or establish open communication with their subordinates. Employees who are well

    Read More

  • Delegation

    1143 Words  | 3 Pages

    Delegation in itself can be considered one the most misunderstood functions in management responsibilities. Even though there are many of us who find ourselves in this position, the task of delegating responsibilities still has its purpose. When delegating in the military, it is done in a slightly different manner which is not always the same as that of the civilian world.

    Read More

  • Politics and Power in Today’s Corporate World

    2233 Words  | 5 Pages

    Power is not without influence. One has influence when one has power. Power and influence are key components when a person is trying to achieve organizational goals. Power is divided into two categories; position and personal (Schermerhorn, Hunt, and Osborn, 2003). Power-based on a person’s position has six bases: coercive, reward, legitimate, process, information and representative (Schermerhorn, et al., 2003). The coercive power base is defined as being dependent on fear. A person will react to this power out of fear of the negative results that might occur. A manager has the power to suspend or terminate an employee this gives the manager coercive power over the employee. The opposite of coercive power is reward power. People comply with the wishes or directives of another because doing so produces positive benefits. In the organization context it can apply to promotions or favorable performanc...

    Read More

  • Essay On Psychological Empowerment

    2294 Words  | 5 Pages

    Thus, to be effective in the empowerment process, empowerment requires that managers and staff members, who play a critical and essential role in the entire empowerment process, must define their empowerment, not assume or guess at their roles. Managers should never permit ambiguity about the power or its exercise. The consequences of its expression (both positive and negative) should also be clearly defined at the outset of the empowered relationship between managers and staff (Rapp, et al., 2006; Porter, 1998). The core of employee empowerment process is: show people what they have to know, teach them how to do it, give them the tools they need, and they will do a job that will meet, and often exceed, expectations. The key words here are "show," "teach" and "give." So if you want empowered employees, you have to prepare them for the job. This means that empowerment is a process of things linked with each other to form empowerment at the end (Gresham,

    Read More

More about Delegation

Open Document