Analysis Of Mullen Rhoadsrmgt7110-8-2 : Assess Challenges Of Leading

When delegating work within one’s area of responsibility, following process can be tracked for appropriate process (UK’s NMC’s Council, 2007) -

Explain the reason why the task needs to be done, its importance, and possible complications that can occur.

Delegation is one of the most important management skills as it empowers the team member to make decisions. However, the person who delegated the work remains accountable for the outcome of the delegated work.

These tasks include the following: right task, right circumstance, right person, right directions and communications, and last right supervision and evaluation. It is important to know what task can be delegated and what must be done by you. It is important to understand if the task can be done by a delegatee. It is important the delegatee is allowed to perform the specific nursing activity, skill, or procedure being delegated. This is the key in preventing poor patient outcome, (National Guidelines for Nursing Delegation,

For the busy manager, there never seems to be enough time in one day to do everything. You can create “To Do” lists, plan ahead, abide by a calendar, but in healthcare, an industry that is constantly changing, new tasks arise in response to external and internal environmental changes very quickly. In order to adapt to these changes, a skilled manager must know how to delegate. Merriam-Webster defines delegation as “the act of giving control, authority, a job, duty, etc. to another person”. The National Council of the State Board of Nurses defines delegation as "the transfer of authority to perform a nursing task from one person to another, while retaining accountability for the outcome.”Definitions may vary, but the significance of strategic delegation within an organization is tantamount to the very people who work within it. Delegation is a layered process that has implications for employees, managers, and the greater organization. Empowering staff through delegation is a such a challenge, that a leader with effective delegation skills is essential to the success of any organization. Effective delegation has the potential to boost staff morale, develop more competent employees, and gives managers time to address management level duties. In this paper we will discuss the basic, and most important elements of delegation and the impact it has in the workplace.

1. Abudi, Gina. (August 26, 2011). The 5 Types of Power in Leadership. The Fast Track. September 30, 2012. Retrieved From http://quickbase.intuit.com/blog/2011/08/26/the-5-types-of-power-in-leadership/.

Delegation is the responsibility of the knowledgeable and educated nurse. The nurses understanding of the level of skill the person posses is imperative to the successful act of delegating. Once the skill is performed it is the responsibility of the professional nurse to evaluate if it was completed and documented accurately. “Professional nurses use nursing judgment in delegation” (CNN, 2015).

Delegating decision making is when a manger allows employees to help with all of those tons of little assignments. It is hard for managers to do this because mangers have fears in many ways. One of the fears a manager may have with delegating is that one of their employees will do better than the manger. Another one of the fears is trusting their employees with the manager’s assignments. A few reasons that they need to try because it makes a manager look more trust worthy towards their employees.

In addition to power established because of organizational hierarchy or role, power is also established based on the level of influence or status one holds in an organization (Anichich, Fast, Halevy, Galinsky, 2016). “Status is the outcome of an evaluation of attributes that produce differences in respect and prominence” (Ketner et al, 2003 p. 266) They co-exists but are not co-dependent on each other. It’s possible to have status without power and power without status (Ketner et al, 2003). Whether one’s control comes through status or positional power, lauding control or significant influence over another inevitably leads to conflict.

This paper will attempt to show what skills are necessary for effective delegation, and how the managers of the author 's organization uses delegation in his or her management responsibilities. The paper will also attempt to show how delegation could be used more effectively within the four functions of management in that same organization. Through delegation managers combine task responsibilities and the authority needed to carry out tasks in the organization. The author will also discuss some advantages of delegation as well as the issue of poor delegation.

26. Shane wants to delegate a task to one of his followers. What guidelines should he follow? (p. 255)

The company can increase employee responsibility through delegation. If they are responsible for a task a person is more likely to ensure that it gets done and done well, even more so if the task contributes to a team effort and they can expect to receive recognition for their contribution.

Delegation and empowerment involve authority to complete a task or accomplish a goal; they do not assign or transfer responsibility in any way. Management must always take care to remember they are ultimately responsible for tasks they delegate. As tasks are completed the manager must review the delegated work and ensure that it is complete, done properly, and meets your high standards. If you as the manager are satisfied then recognize those who accomplished the task but if it not acceptable then do not accept the work and do it yourself (Mind Tools, 2007). When managers delegate or empower their staff they must clearly articulate the

Delegating frees up managers to tackle the truly important aspects of business project. It saves time as it allows concentrating on the on the big picture of the project instead of wasting time on small details. Training someone will involve more time in the short term which saves in future working hours for a manager. It’s an investment in the future that will pay compound interest.

Delegation of tasks was surprisingly easy as all the team members were very supportive and passionate. (Prive, 2012) Identifying the strength of my team is also a key factor in placing trusts in delegating tasks to the right person. It was also my duty to be fair to all group members of the workload they were handling. For an example, we would as a group evaluate and assess sub-tasks to see it needed more than one person to work on it.