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Delegation is the power
Delegation is a simple but complex concept
State the barriers to effective delegation
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Recommended: Delegation is the power
15. Delegation
Is the act of empowering or giving authority to another person to complete a work task. It provides the crew member with the capacity to make decisions and to complete the task with minimal supervision.
15.1 Why you don’t delegate to other crew members
Before we work out how to delegate, we need to understand reasons people avoid it. Quite simply put is that it takes a lot of effort up front.
Which is easier? Doing an INX, or having other crew members of your crew do it? You know how to complete the INX yourself. It would be straightforward for you to enter the INX but is it a good use of your time?"
It would be far easier to do an INX yourself rather than training a crew member on how to complete the task
You have other work
…show more content…
Some ways to help you delegate successfully:
1. Learn to trust your crew members.
2. Be clear with the desired objectives. Explain clearly what the desired result is.
3. Be mindful of what you can and can’t delegate. Understand that by delegating some responsibility, you will still be accountable for the end result. The buck stops with you!
4. Provide support and be available to guide them.
5. Provide them with the required time frame to complete the task in a timely manner.
6. Remember that everyone does things differently and that it doesn’t mean that your way is the best way. Focus on the end outcome.
7. Be patient with your crew member while they are learning.
8. Ensure that the crew member is being accountable for the task and do not allow them to shift the blame. Help them to come up with solutions. Guide them to the answer don’t give them the answer.
9. Provide recognition where deserved and thank them for their input
In thoroughly considering these key points prior to and during the delegation process you will find that you delegate more successfully.
16 Take action to resolve conflicts either directly, where a positive outcome can be immediately achieved, or by referral to appropriate
I found working within a team enabled us to spread responsibility and we determined ...
...ated tasks and actions items. By doing so, we were all clear of our responsibilities, goals and her expectations. There were many instances where co-workers offered assistance to other co-workers when they had capacity, because they were aware of everyone’s progress.
...e I don’t have the confidence in other to delegate work to them. It is the ability to gain personal insight like this, which makes me really appreciate this module. When working as part of a group within my degree I can now look back to this class and from that knowledge evaluate if I can improve my team working skills for the benefit of the group.
The professional world is a very diverse form of organization and precision. Without company confidence, company respect cannot be achieved. Success is the key to productive company but it is the steps that each company takes that can make or break the life of their company. Most companies are striving to stay ahead of the technology curve while others are just simply trying to meet the demands of their current prospects. Within each organization there is a median of control. Without control there would be no function. This control can be achieved in many different ways and the most efficient way is of course delegation. Delegation can be complicated or it can be very simple. This all depends on the process of delegation and how it is enforced within the company and within the employee population as a whole. The "span of control", plays a very vital part in the process of delegation. It has become very apparent that control is key in regards to delegation. Without control there is a sense of chaos that can be very detrimental to the success of the business. Delegation is a very common term within the company that I currently work for. My company has worked very hard in order to prefect a delegation process that has proven to work for the better of the company and the employees.
There are several ways delegation can by more effective with regards to planning, leading or controlling. One of the very first measures that must be in place is good checklists. With the constant demands to get more out of your work force with the fewest dollars spent on overhead, it is essential that one has a checklist at every level in order to ensure that nothing goes undone. To those who are in charge, there is nothing more negligible that mismanagement of labor; waste. The most difficult task, if not properly controlled and managed, can be the difference in having one's job and ultimate termination. Here is an example. At UPS, it is the responsibility of the part-time unload supervisor to check the yard to make sure that there are no trailers that are due for our particular destination that go unprocessed.
Theodore Roosevelt was quoted as having said, "The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it." Delegation is a skill that incorporates analysis, planning, awareness and self-confidence. It requires a manager that is able to incorporate the four functions of management: planning, organizing, leading, and controlling. Planning involves formulating a systematic process for delegating tasks to other employees. Organizing involves arranging the resources your employees may need in order to accomplish the delegated task. Leading involves the guiding, leading, and overseeing of employees in order to achieve the task. Controlling involves verifying that the employee’s performance matches the action plan.
The main purpose of delegation is to get the job done by someone else so that you, the manager, have more time for other, more difficult, tasks. To effectively delegate, you must give the entire authority of the task to the staff member you have selected to get the job done. This means not only reading instructions and filling out paperwork, but also the “decision making and changes which rely upon new information”. The staff member should be able to make decisions, whether good or bad, without referring back to the manager. By leaving the decisions to the delegated staff member, they use their own knowledge and initiative.
Analyze the problem - identify the root causes of the problem and use charts and diagrams as needed.
When instructing a person to follow your instruction, you heard the term if you want something right do it yourself. You have to ask yourself how would you want that person to achieve your goal without little doubt or question especially if you are not able to be there or train them, but I have expectation that must be met. I will act as if I own a small restaurant and give my example. I just hired a new Manager his responsibility is managing my restaurant and have the full responsibility to make sure it becomes profitable.
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).
The reasons shown above are all spurious, and most managers who are reluctant to delegate feel that way because delegation reduces their direct control and relies on other people to perform effectively. They believe that the risks of delegation outweigh the potential rewards. There is no doubt that delegation does increase the risk of a task not being done properly. The answer is to control that risk, not to refuse to
First, let’s discuss tools I obtained during the Facilitative Leadership class which I will utilize when I return to the unit. One important aspect I will implement is the delegation of duties during a meeting to keep the group involved. According the “Performance Improvement Guide” an effect meeting group should be comprised of a Timekeeper, Scribe, Recorder, Co-Facilitator,
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
5. Define clearly the responsibilities being delegated to each person. Explain what is expected of the person and the bounds of their authority. Be sure agreement is reached where the person can function freely.
In the military, this type of delegation often occurs, but is under a different title. In the military, this process of delegating is called "being given a direct order". Giving direct orders is how the transaction of delegating is passed down from commissioned officers to non-commissioned officers to junior enlisted members. Delegating authority is not an easy task, but is still a necessary part of any good business. It is another way for a manager and/or supervisor to build confidence in his/her subordinates.