Discuss the importance of delegation and the forces which
influence delegation. Describe how delegation improved the effectiveness of an
organisation with an example.
Ans :
Delegation of authority is a process in which the authority
and powers are divided and shared amongst the subordinates. When the work of a
manager gets beyond his capacity, there should be some system of sharing the
work. This is how delegation of authority becomes an important tool in
organization function. Through delegation, a manager, in fact, is multiplying
himself by dividing/multiplying his work with the subordinates. The importance
of delegation can be justified by –
- Through delegation, a manager is able to divide the work and allocate it to the subordinates. This helps in reducing his work load so that he can work on important areas such as - planning, business analysis etc.
- With the reduction of load on superior, he can concentrate his energy on important and critical issues of concern. This way he is able to bring effectiveness in his work as well in the work unit. This effectivity helps a manager to prove his ability and skills in the best manner.
- Delegation of authority is the ground on which the superior-subordinate relationship stands. An organization functions as the authority flows from top level to bottom. This in fact shows that through delegation, the superior-subordinate relationship become meaningful. The flow of authority is from top to bottom which is a way of achieving results.
- Delegation of authority in a way gives enough room and space to the subordinates to flourish their abilities and skill. Through delegating powers, the subordinates get a feeling of importance. They get motivated to work and this motivation provides appropriate results to a concern. Job satisfaction is an important criterion to bring stability and soundness in the relationship between superior and subordinates. Delegation also helps in breaking the monotony of the subordinates so that they can be more creative and efficient. Delegation of authority is not only helpful to the subordinates but it also helps the managers to develop their talents and skills. Since the manager get enough time through delegation to concentrate on important issues, their decision-making gets strong and in a way they can flourish the talents which are required in a manager. Through granting powers and getting the work done, helps the manager to attain communication skills, supervision and guidance, effective motivation and the leadership traits are flourished. Therefore it is only through delegation, a manager can be tested on his traits.
- Delegation of authority is help to both superior and subordinates. This, in a way, gives stability to a concern’s working. With effective results, a concern can think of creating more departments and divisions flow working. This will require creation of more managers which can be fulfilled by shifting the experienced, skilled managers to these positions. This helps in both virtual as well as horizontal growth which is very important for a concern’s stability.
Delegation is a two-sided pattern of authority. It needs adjustments and sacrifices from both delegator and the delegant to accomplish organization's goals. Few Factors affect the delegation of authority. They are-
Delegation is a two-sided pattern of authority. It needs adjustments and sacrifices from both delegator and the delegant to accomplish organization's goals. Few Factors affect the delegation of authority. They are-
Delegation is a two-sided pattern of authority. It
needs adjustments and sacrifices from both delegator and the delegant to
accomplish organization's goals. Few Factors affect the delegation of
authority.
Delegating means giving or conferring. When a manager grants
authority to subordinates to accomplish a task, the process is delegation of
authority in an organization. Managers tend to allocate a considerable amount
of their workload to their subordinates. This establishes an
authority pattern between subordinates and superiors. Delegating
authority is necessary for efficiency in an organization.
Delegator or superior's view (aspect)
Subordinate or Delegant's aspect of view
Organizational aspect
Delegator's aspect
If manager loves his authority, he may not be effective in
granting authority to subordinates. He will fear the advancement of
subordinates.
Love for Authority
Manager with autocratic nature might not want to delegate authority
to subordinates. He will like to feel important and force subordinate employees
to come to him frequently for decision approvals. Such managers will not want
to share workload or delegate authority.
Fear of Subordinate Advancement
Manager may not have interest in delegation of authority if
he fears subordinate having good performance and competence. He may also oppose
authority delegation, fearing that he may lose a good subordinate. Manager may
also fear that the subordinate may be a contender for manager's post if he gets
more authority.
Fear of Exposure
Superior may not delegate enough authority for fear of
exposure of his shortcomings as a manager. Hence, managers refrain from best
practices in order to maintain their authority.
Attitude towards Subordinates
Delegating authority needs adequate amount of trust between
the subordinates and superiors. Lack of confidence among subordinates can
negatively affect delegation of authority.
Superior's Experience and Personality
Superior who works his way through the corporate ladder
will be more efficient in delegating authority to subordinates than autocratic
managers.
Delegant's Asp ect
If subordinates lack responsibility, it also negatively
affects delegation of authority. Here are factors pertaining to the delegant.
Fearing Criticism
If subordinate thinks that the manager will take away all
credit, he may not have interest in taking the authority.
Lack of Resources
Without proper information and resources, subordinates will
hesitate in taking up authority given by the superiors. With scarcity of
resources, unclear information, subordinates will not take up the authority for
fear of doing an inefficient job.
Lack of Self-confidence
When subordinates fear criticism or loss of job, they will show
poor self-confidence and that is not a positive aspect for delegation of
authority.
Lack of rewards and Incentives
Without motivating factors like rewards and incentives,
subordinates will have no interest in taking authority delegated by superiors.
Organizational Asp ect
At times, organizational factors also play a key role in
authority delegation. Companies with centralized authority will not encourage
delegating authority to subordinates whereas a decentralized management
encourages delegation of authority.
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