As a supervisor I have learned several things throughout this year I been in the position. But one of my biggest challenge during my training has been delegating work to my team. A supervisor role can be stressful because of the workload that need to be done in a certain time. But to achieved and maintain a successful productivity in an area, they can be many ways but the most successful is delegation. Delegating in many situation can be easy or can be difficult. In my case learning to delegate to my team has been a challenge because I fear rejection, I have no experience in delegating to others, and that’s has cause frustration at time because of the workload. Delegating is the hardest skill for a manager or supervisor to learn.
As supervisor of a department there is large amount of responsibility. My responsibility requires persistence and dedication in order to achieve a well outcome and productive job. Within that much responsibility, planning comes along. In order to accomplish any work there must be some delegation plan that organize each employee to know and understand the duties in order to get the job done. In the article “Delegation in practice” it states that “The code requires registrants to 'practise effectively ', and 'be accountable for your decisions to delegate tasks and duties to other people.” (Bryant E 22-25). My responsibility is to give specific jobs to my employees. In my job employees are divided in different department but still work together in order to bring a great and unique outcome. As example in my company we have the jewelry department, every month the department has an event that has a cost goal to meet. The responsibility of the supervisor is to plan the event and delegate each employee an in...
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...s” it states “Understand that your team is made up of human beings. No one can work nonstop, so get your timing right. Know what each employee can handle, and avoid overworking them. Most people perform at their best when they are consistently busy but not rushed or pressured” (Andrews). I have learned that the delegation is part of a process and that it doesn’t matter the company problems I should not fear delegating task to my team. Having a team help day a day with task is a beneficial for them and for me because we are both learning, can save time, less frustrations of trying to get everything done by itself and I cannot be afraid, what’s done is done and nobody can’t take away. The key is to understand that one can only achieve a certain scale and working with other people is growing scale. Delegation is a task that cannot be learned from one day to the other.
Assigning responsibility, the duty to perform an assigned task. Granting authority, the power to make the decisions that are necessary to complete the task. Creating accountability, the obligation that employees have for the successful completion of a task.
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
However, in management, this type of situation is commonly referred to as delegating. Here, the employees do not require a lot of supervisions. They follow directions and instructions given by their managers and supervisors to the letter. However, in delegating, there is a low relationship level between the employee and their
I found working within a team enabled us to spread responsibility and we determined ...
The next chapter in part two is, “David Doesn’t Delegate”. This chapter highlights an experienced manager, David, who is an ineffective delegator because of his immunity to delegating. When a leader has a staff that they supervise one would think they would relish the power to be able to delegate. Delegation takes some of the responsibilities off the plate of the leader. However, the authors admit that leaders often say their goal is
It is imperative for supervisors to focus on what is required in order for his/her employees to accomplish their job. They must be supportive of their employees and provide continual feedback on their job performance .Supervisor need to include their employees when making changes that effect they way they perform their jobs or finding new way to do things that were problematic. Supervisors should give their employees more responsibly to make them feel more valued and powerful. There is also a major need for promotion, pay increase and compensation system (educational reimbursement, vacation incentives etc.
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
Every manager wants nothing more than to see their organization succeed and an important part of their organizations succeeding is that their employees are completing their duties to their fullest potential. If for some reason the responsibilities’ of the employees are not getting accomplished, then it is up to the manager/supervisor to step in and resolve the situation. It is stated in the textbook that, “It is the supervisor’s responsibility to ensure that his or her unit meets its goals, ad that means ensuring that employees perform their tasks effectively.” (Werner & DeSimone, Pg. 327).
I delegated some of the work that I don’t have the appropriate skills to the p...
Leonard, Edwin C., Jr. Supervision Concepts and Practices of Management. 12th ed. N.p.: SouthWestern Cengage Learning, 2013. Print.
“Effective delegation leverages the manager’s energy and talent and those of his or her subordinates. It allows managers to accomplish much more than they would be able to do on their own. Conversely, lack of delegation, or ineffective delegation, sharply reduces what a manager can achieve. The manager also saves one of his or her most valuable assets—time—by giving some of his or her responsibility to somebody else.
According to him, there are two skills necessary for supervision, one is leadership skills and other is managerial skills. While giving perfect examples, he has explained how one needs to go past their comfort zone to learn more to be successful alongside positive hierarchical development (Sargent, 2003).
Teamwork is becoming more important in the work place, because of the leaders and the fact that it allows full participation with all employees. In order to complete several different tasks, managers and supervisors usually perform teams and assign different tasks to complete one major assignment. Team work starts at the top (Smikle, 2009). When supervisors or managers are willing to administer teamwork, they are enabling the employees to follow. Managers or supervisors set good examples when they delegate tasks, but more importantly express to the employees how teamwork is productive. Employees work by example, more so now than by demands.
The fourth implication is recognizing that performance counts (p.65). The outcome of the performance of the leader contributes to many important elements of their leadership, such as the credibility and trust developed, ability to establish power, and the positive effects on the followers. Middle school and high school students are susceptible to influence, and as an adult they look up to, it is important to be aware of my action and words when I’m leading.
The team members not only share expectations for accomplishing group tasks, but trust and support one another and respect one another's individual differences. Your role as a team builder is to lead your team toward cohesiveness and productivity. A team takes on a life of its own and you have to regularly nurture and maintain it, just as you do for individual employees. Teambuilding is important for several reasons. It facilitates better communication and it motivates employees. The more comfortable your employees are to express their ideas and opinions, the more confident they will become. This will motivate them to take on new challenges. Team building also promotes creativity and develops problem solving skills. It also breaks the barrier because team building increases the trust factor with your employees. The first rule of team building is an obvious one: to lead a team effectively, you must first establish your leadership with each team member. Communication should be clear and manager should describe team values and goal. Trust and cooperation is also important when building effective team. Opinions of all group members are important and all of them are equal. One of most important thing is encourage listening and