'That's Not My Job' – Learning Delegation at Cin-Made

Delegation is widely acknowledged to be an essential element of effective management (Yukl, G. 1994). Delegation is basically a process of assigning responsibility, sharing authority, and producing accountability in organizations. It is a managerial instrument that allows managers to nurture subordinates to capitalize the subordinate’s potential and ability to meet organizational goals and objectives. As a form of employee involvement in decision-making, delegation describes a category of leader behavior that entails assignment of new responsibilities to subordinates and additional authority to carry them out (Yukl, G. 1998). Managers usually find it easier to speak about delegation of

AC.1.1 Explain the importance of making effective and efficient use of people’s skills while planning a team’s work to achieve an objectives.

Herzberg showed that to truly motivate an employee a business needs to create conditions that make him or her feel fulfilled in the workplace.

Family owned paper company, New England Paper Tube (NEPT), was facing bankruptcy and was on a verge of being shut down after over 100 years of service. Bill Kirby was sent to the rescue. He was a career banker for over 15 years and knew exactly what this company needed to do to turn their business around. They started of by figuring out why the company was not making any profit and actually losing money. The following were some of the reasons: new technology was introduced, foreign competition, domestic recession, and the product was being sold for way less than it cost to make. Things started to turn around when Kirby invested some money in the company and they decided to make the product that they had comparative advantage

3. The great deal of bargaining power of supplier and customers cut down the margin of metal can manufactures.

Knowledge, skill, and independent decision making. The purpose of delegation was put into perspective when Corazzini et al.

This particular case depicts the history and issues faced by a relatively small company active in the custom architectural millwork industry for the past 25 years. The new owners wanted the newly-acquired company to grow even further.

According to Finzel (2007), everyone wants to feel needed, which can be an issue with delegation. At times, leaders may not have enough projects to delegate to everyone on staff. This may be viewed as loss of value. However, the value of the leader is to coach and lead – not micromanage. In addition, to dispel any thoughts of supervisors devaluing staff (Finzel, 2007).

After reviewing the O*NET website I came up with the below information about my interests, skills, and information on the jobs that matched these specific items.

Synopsis and Objectives The owner of a midsize folding carton printer is considering the replacement of an old machine for cutting sheets of paper from rolls (a sheeter) with a new one. This standard capital budgeting analysis, which requires identification of both the relevant cash flows and the relevant discount rate, is enhanced by an alternative that is not explicitly stated but can be readily identified and analyzed—to outsource all sheeting and close down the sheeting operation. This alternative, which turns out to be financially optimal based on quantifiable case facts, forces students to consider strategic and other nonquantifiable

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.

Being able to increase productivity and revenues has always been the greatest challenge of any manager, and the manager of RL Wolfe, a plastic pipe manufacturer, was not an exception. Because of the low-efficiency percentage RL Wolfe had in comparison to their its competitors, John Amasi, director of Production and Engineering , had no other choice then came up with a new way of improving RL Wolfe production methods.

Peter Browning’s job is to revitalize a mature business in the face of serious competitive threats, but without discouraging the loyalty and morale of a family style culture. Market share of plastic bottles was growing fast and White Cap is losing customers due to that, so a change is necessary. However, few managers or employees at White Cap acknowledged the need for change and were resistant to change. Employees have been accustomed to a culture of little change, and consisted of years of rituals, ceremonies and traditions set by the White family. They are extremely loyal due to their expectation of job security and generous benefits. Browning was asked by Continental to

To successfully achieve her goal of a more profitable company Helen must rely on the support of the workforce. As resistance to change is common human behavior the

The Eastman Kodak Company was established in the 1880’s as a film business, set on establishing its brand name in the marketplace through customer-focused advertising and growth through research and development and low cost mass production. The founder, George Eastman, described Kodak’s competitive philosophy by commenting that “nothing is more important than the value of our name and the quality it stands for. We must make quality our fighting argument” (Gavetti, Henderson & Giorgi, 2005).