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... Discuss the merits of well-planned delegation and the consequences of poor or lack of it.
If management is defined as the achievement of corporate objectives through the performance of people, then delegation is an essential part of the process.
Delegation can be difficult and is probably one of the hardest things a manager has to do. ...
In order for effective delegation to occur the manager must ensure that their subordinates know what is required of them, that they have been given the authority to make decisions and that they have the correct knowledge and skills to enable them to fulfil the task. ...
Delegation is essentially “ a power-sharing process in which individual managers transfer part of their legitimate authority to subordinates, but without passing on their own ultimate responsibility for the completion of the overall task which has been entrusted to them by their own superiors”(Cole,1996 p. ...
The objective of delegation is to get the job done by someone else. ... With delegation, staff have the authority to react to situations without referring back to the manager. ...
Delegation is not task assignment. ... Delegation is seen as the manager giving someone the responsibility and authority to do something that is part of the manager’s job.
Before delegation occurs it is important to understand the differences between authority and responsibility. ...
As stated earlier delegation needs to be planned and carried out correctly. ... Work undertaken by Smith, (2003) states there are basic guidelines to enable effective delegation to take place. ... The process of delegation can be slow in the early stages and it is important that the manager acknowledges this as frustration can become damaging to the subordinate (Adair,1993).
Finally, it is desirable to stick to the delegation programme. ...
If delegation is avoided both management and staff suffer. ...
The biggest barrier to delegation is the manager, which can be for a number of reasons. ...
Getting the balance of delegation right is equally important. ... All of these attitudes have to be recognised and tackled if effective delegation is to be achieved. The effects of under or over delegation can lead to major disruption in the organisation, often resulting in recruitment and retention problems (Adair,1993).
Approximate Word count = 1773
Approximate Pages = 7.1
(250 words per page double spaced)
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