The Art of Delegation

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

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.

of the internal stakeholders best suited to address any concerns they may have. They will also be

Delegation of authority is the act of assigning powers or authority to another entity. In this paper, I will summarize a situation where I experienced delegation of authority, and explain how it correlates to the content of Chapter Six, (Bagley & Savage, 2010).

The one who will delegate or prioritize tasks must be knowledgeable, skilled and competent in knowing their staff. Delegation consists of knowing the team members scopes of practice and appropriately assigning tasks for those in the team to complete in a given situation. Delegation entails knowing who can be delegated what task, proper communication of said task, and more importantly follow up of assigned task. In nursing, delegation requires the nurse to have knowledge of what he/she can delegate and to whom they can delegate. Effective delegation requires clear, concise and direct orders.

Delegation…. Having the knowledge to know how to delegate efficiently is the key to advantaging yourself and increasing your importance to any company. Transferring responsibility permits you to shift from what you can do yourself to what you can supervise. Delegating tasks is one of the utmost significant and efficient managerial tools there is today. Lacking the capability to delegate efficiently and effectively, is unmanageable for you to progress in a supervisory position to an even advanced position of accountability.

Looking through the delegation checklist, I would say I under delegate. I do recognize that I assume the responsibility of the outcome of the delegated assignments, which is why I hesitate to have someone else do it. I really need to trust my assistants to do the work that I am responsible for. I do feel I acknowledge my staff when I follow up with feedback to the delegated tasks. I feel I am approachable so the assistants are not afraid to ask questions. I do delegate novice RNs to do task to help them gain better skills and always offer myself as a resource for help.

All internal stakeholders want to be part of this development and are motivated to make it work

To start off, one must explain what a full Democracy entails. The Greek word meaning demo means citizen while kratos means ruled, therefore, the full meaning of democracy is ruled by the citizen(s). With that being said, a complete democracy would entail citizens directly voting on every piece of legislation. When citizens can partly vote of legislation and/or they vote in representatives to represent their interest, it is no longer a pure democracy but rather a democratic republic. A bureaucracy is not consistent with a democratic republic in one regard: the citizen did not vote to elect him/her into employment within the government. On the contrary, the citizens did have a right to vote the representatives that chose to delegate tasks to an agency, which brings me to my next point: the Non-Delegation Doctrine (Administrative Law book). The Non-Delegation Doctrine is a strict ideological belief system that entails that elected officials cannot delegate powers to non-elected officials, thereby making the creation any sort of bureaucratic agency not possible. In a 1928 Supreme Court case named “J. W. Hampton, Jr. & Co. v. United States” (Administrative Law book)”. The Supreme Court decided that elected officials cannot delegate power to an unelected source unless they provide an intelligible principle to regulate by. Even with the Supreme Court upholding the characteristics of the decision of the 1928 Supreme Court case, in an absolute, pure Democracy, a bureaucratic agency

They are the team leaders, which requires management and delegation skills. Delegation is one of the crucial aspect in effective teamwork; therefore, it is very important for nurses to lean and improve their delegation skills. To delegate successfully nurses need to follow five main rights of delegation: • The right task. •

Managers and employees used to delegate important decisions about new organizational projects. They exchanged and shared knowledge and skills, and that made them achieve optimal performance.

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.

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

I believe you learn about leadership by acting as an example. You should be prepared to do the things you are asking others to do by getting on your hands and knees, if need be, and get your hands dirty. This engraves a picture into the mind of an employee or subordinate to what type of a manager you are. In this paper, I will cover the role a manager plays in an organization describing four functions of management: planning, organizing, leading, and controlling. I will then describe three traits: conceptual, human, and technical, which an individual must possess to become a successful manager within an organization and how they fit in with the four functions.

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.