5020: Delegating Work

Empowered Delegation Leads to the Following Consequences

-Delegated tasks are readily accepted by subordinates. -Delegated tasks are successfully completed. -Morale and motivation remain high. -Workers' problem-solving abilities are increased. -Managers have more discretionary time. -Interpersonal relationships are strengthened. -Organizational coordination and efficiency are enhanced.

International Caveats

-Empowerment is not a popular alternative in many cultures where an emphasis on universalism, individualism, specificity, and ascription are dominant. -Most people have the need for, and perform better when they are exposed to, and environment in which they, feel capable, confident and competent, experience freedom, discretion, and choice, believe they can make a difference, have an impact, and achieve a desired result, sense meaning, value, and a higher purpose in their activities, and trust that they will not be harmed or abused, but honored and respected.

Advantages of Empowered Delegation Includes

-Time: increases the discretionary time of the manager. -Development: develops knowledge and capabilities of delegates. -Trust: demonstrates trust and confidence in delegates. -Commitment: enhances commitment of delegates. -Information: improves decision making with better information. -Efficiency: enhances efficiency and timelessness of decisions. -Coordination: fosters work integration by manager coordination.

Work Within the Organizational Structure

Another general rule of empowered delegation is to delegate to the lowest organizational level at which a job can be done.

Deciding to Whom to Delegate

Having decided to delegate a task, managers must then consider whether to involve only a single individual or a team of subordinates.

Delegation

Involves the assignment of work to other people, and it is an activity inherently associated with all managerial positions.

Behind with the End in Mind

Managers must articulate clearly the desired results intended from the delegated task.

Delegate Completely

Managers must clearly specify the constraints under which the tasks will be performed. There are at least five levels of initiative possible: -Wait to be told what to do. -Ask what to do. -Recommend, then take action. -Act, then report results immediately. -Initiate action, and report only routine.

Avoid Upward Delegation

Managers must conscientiously resist all so-called upward delegation, in which subordinates seek to shift responsibility for delegated tasks back onto the shoulders of the superior who did the initial delegating.

Provide Adequate Support for Delegated Tasks

Managers must provide as much support to them as possible.

Deciding When to Delegate

Need to ask these questions: -Do subordinates have the necessary (or superior) information or expertise? -Is the commitment of subordinates critical to successful implementation? -Will subordinates' capabilities be expanded by this assignment? -Do subordinates share with management and each other common values and perspectives? -Is there sufficient time to do an effective job of delegating? Empowered Delegation - Depends on positive answer to each of the preceding questions.

Focus Accountability on Results

Once tasks are delegated and authority is provided, managers generally should avoid closely monitoring the way in which subordinates accomplish tasks.

Deciding How to Delegate Effectively

Positive outcomes of empowered delegation are contingent on managers' following 10 proven principles throughout the process: begin with the end in mind, delegate completely, allow participation in the delegation of assignments, establish parity between authority and responsibility, work within the organizational structure, provide adequate support for delegated tasks, focus accountability on results, delegate consistently, avoid upward delegation, clarify consequences.

Allow Participation in the Delegation of Assignments

Subordinates are more likely to accept delegated tasks willingly, perform them competently, and experience empowerment when they help decide what tasks are to be delegated to them and when.

Clarify Consequences

Subordinates should be made aware of the consequences of the tasks being delegated to them.

Establish Parity Between Authority and Responsibility

The oldest and most general rule of thumb in delegation is to match the amount of responsibility given with amount of authority provided.

Delegate Consistently

The time for managers to delegate and authority is provided, managers generally should avoid closely monitoring the way in which subordinates accomplish tasks.

Delegate Consistently

The time for managers to delegate is before they have to. Managers must delegate both pleasant and unpleasant tasks.