The Importance of Delegation Essay

Currently healthcare is changing, “from the hospital into the community setting, shorter hospital stays, and an increase in day surgery procedures and an ambitious public health agenda have all increased demands on the workforce” (Carr & Pearson, 2005, p. 72). Therefore, the health care teams are now trying to adjust to the changes as well as meet the new demands (Carr & Pearson, 2005). As with most health care setting, there is a wide variety of health care workers with different skill sets. The diverse level of skills and roles in the health care system allows the increased workload to be spread appropriately when utilized correctly; this is called delegation. As with any situation if not performed correctly it could lead to

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

I feel like you made some really good decisions in this week’s discussion post. How a registered nurse delegates tasks to those on her floor can either make or break patient satisfaction. “Delegation provides a means of increasing unit productivity. It is also a managerial tool for subordinate accomplishment and enrichment” (Marquis & Huston, 2015, p. 480). Learning more about delegation this week really opened my eyes to how hard it can be. I feel like in a large hospital I would go crazy trying to assign everyone the proper jobs. The role of delegating is not a job for everyone, but it definitely is a job that needs to be done right so a facility can function properly and give great care.

Delegation is the process of giving direction to another nurses, or to a patient care tech (PCT). That does not mean the nurse is not in charge anymore of that task, he or she still needs to make sure the task is completed in a reasonable time frame and that the task is done right. The nurse must ensure safety of the patient when delegating. He or she cannot delegate what is not in the scope of the delegatee. The nurse is responsible to know what can be delegated.

Empowerment and delegation are differentiated in the way that a supervisor must be empowering in relationships with employees by delegating properly to the fullest extent of his or her capabilities. Empowerment is no more than that old standby delegation.

In any professional practice, it is easy to become overwhelmed with the amount of work required on a daily basis. If you hold a higher-level position, in addition to the regular required care, you are often also given added many tasks to take care of that you may not always have time for. Although nurses in the past have not considered delegation a skill to be learned, it is now considered crucial not only to learn how to delegate, but also to learn common errors and obstacles that can arise. Delegation is defined as “transferring to a competent individual the authority to perform a selected nursing task in a selected situation” (Joseph, 2014, p. 242). This skill is important for nurses to acquire because it can help them to balance their workload and save time on treating their patients effectively.

Delegation is when an individual who is responsible and has authority over a task transfers the responsibility of the task to another person who is qualified and agrees to perform such task (Sullivan, 2012, p.132). Delegation is a leadership skill because the person who delegates the task is using judgement to transfer the task to someone whose skills are better matched and it empowers other health care members. For example, when a registered nurse (RN) delegates to a certified nursing assistant (CNA) to start an IV this is freeing up time so the nurse can perform discharge instructions to another patient. “Effective delegation contributes to job satisfaction, empowerment, responsibility, productivity, professional growth, and effective patient care” (Kærnested & Bragadóttir, 2012).

Managers should explain to employees what empowerment is and how it could have an impact personally. Managers need to be able to provide examples of what kind of authority the employee now has in making decisions. Will it include the ability to resolve customer complaints or determine work and vacation schedules? Alternatively, will empowerment be

Empowerment is based on the idea that giving employees skills, resources, authority and opportunity, as well as holding them responsible for their own actions, will contribute to their competence and satisfaction. ' http://mystarjob.com/articles/story.aspx?file (last accessed 3/12/13)

According to Hellriegel and Slocum (as cited in Blais & Hayes, 2011) empowerment is described as a form of responsibility handed down from a leader to a team / individual, which allows one to be a part of the decision-making process. For example, when the healthcare facility began to experience an increase in-house pressure ulcers, management empowered the nursing staff to create a proposal to address the issue. Personally, I suggested initiating a turn schedule for physically dependent patients. The schedule promotes appropriate turning and provides measurable accountability. In this case, empowerment of the nursing staff led to potentially improving a substantial issue.

“Employee empowerment: from managerial practices to employees’ behavioral empowerment” (Boudrais, Gaudreau, Savoie, and Morin, 2009, p. 625) is the first of two articles researching the relationship of empowerment and leadership. The second article, “Employee empowerment, employee attitudes, and performance: testing a causal model” (Fernandez and Modogaziev, 2013, p. 490), published a few years later, adds to the growing research on the subject.

Empowerment in an organization Empowerments is the process of enabling or authorizing an individual to think, behave, take action, and control work and decision making in autonomous ways. It is the state of feeling self-empowered to take control of one's own destiny. In an organization, empowerment is the redistribution of power and decision making responsibilities, usually to employees, where such authority was previously a management prerogative. Empowerment is based on the recognition that employee abilities are frequently underused, and that, given the chance, most employees can contribute more. Empowered workplaces are characterized by managers who focus on energizing, supporting, and coaching their staff in a blame-free environment

Empowerment has a variety of definitions. It 's often described as the process of giving power and control to nonmanagerial members of an organization. Although this definition has merit, it may not be the most useful way to view the concept.

Employee empowerment can be described as giving employees ' accountability and ability to make choices about their work without managerial authorization. Good managers are expected to

What is an Empowerment ? Basically empowerment means giving the employee the ability to do their work, i.e. through the right training, the right environment, the right information, the right tools and the authority that they need.