What Does Delegate Responsibility Mean To You Essay

Here is a compilation of essays on ‘Delegation of Authority’ for class 11 and 12. Find paragraphs, long and short essays on ‘Delegation of Authority’ for school and college students.

Essay on the Delegation of Authority

Essay Contents:

  1. Essay on the Meaning of Delegation of Authority
  2. Essay on the Main Elements of Delegation of Authority
  3. Essay on the Principles of Delegation of Authority
  4. Essay on the Importance of Delegation of Authority
  5. Essay on the Difficulties or Obstacles in the Process of Delegation of Authority

Essay # 1. Meaning of Delegation of Authority:

It is the assignment of duties, authority and responsibility to others. If they accept the assignment, then they become a delegate of manager and are responsible for the assigned work. If it is not accepted, delegation is only attempted. It is the key to organisation.

Some important definitions of authority are as follows:

1. According to E.F.L. Brech, “Delegation means, in brief the passing on to other of a share in the four elements of the management process.”

2. According to Louis A. Allen, “Delegation is the dynamics of management, it is the process of a manager follows in dividing the work assigned to him so that he performs that part which only, he, because of his unique organisational placement, can perform effectively and so that he can get others to help him with what remains.”

3. According to Theo Haimann, “Delegation of authority merely means the granting of authority to subordinates to operate within prescribed limits.”


Essay # 2. Main Elements of Delegation of Authority:

The main elements of delegation of authority are discussed in the following ways:

1. Assignment of Duties:

As a manager cannot do all the work he must allocate a part of his work to subordinates for the purpose of accomplishment by them. To delegate duties, the manager has to decide what part of his work he will keep for himself and what parts will be transferred to his subordinates.

2. Granting of Authority:

In the process of delegating authority, the executive gives permission to the subordinates to use certain rights, such as the right to spend money, to use raw materials, etc. Effective delegation requires that the limits of authority should be made clear to each subordinate.

3. Creation of Accountability or Obligation or Responsibility:

It creates an obligation on the part of the subordinates to perform duties satisfactorily. The subordinate, by accepting the assignment, takes on an obligation to his superior to complete the work and perform it well.


Essay # 3. Main Principles of Delegation of Authority:

The main principles of delegation are given below:

1. Principle of Delegation or Results Expected:

Duties of subordinates become clear to them only when they understand what activities they must undertake and what results they must show. By spelling out duties in terms of goals or expected results, advance notice is given to the subordinates as to the criteria on which their performance will be judged. Consequently subordinates make efforts for the realisation of goals and avoid aimless activity.

2. The Principle of Absolute Responsibility:

Once a subordinate has accepted the job assigned to him the power of carry out, his responsibility to the superior is absolute.

3. The Principle of Parity of Authority and Responsibility:

There should be equality between authority and responsibility, otherwise many undesirable effects may arise in the organisation. If, for example, authority exceeds responsibility the subordinate may be tempted to misuse it. On the other hand, if a subordinate accepts responsibility without authority to use resources, he will not be able to perform the task assigned to him.

4. The Principle of Unity of Command:

Command orders or guidance should always flow from a single superior, otherwise there are chances of shirking duties, of abusing authority and evading accountability. Hence subordinates should always be placed under the control, guidance and supervision of one superior who will set up work priorities and will arrange for co-operation.

5. The Scalar Principle:

A clear understanding of the scalar principle is necessary for proper organisation functioning. Every subordinate must know who delegate’s authority to you and to whom matters beyond his own authority must be referred.


Essay # 4. Importance of Delegation of Authority:

The main points of importance of delegation of authority are discussed below:

1. Facility for Business Expansion:

As delegation provides the means of multiplying the limited personal capacity of the superior, it is instrumental for encouraging expansion and diversification of the business. So delegation provides facility for the expansion of the business.

2. Reduction of Manager’s Burden:

Delegation enables the managers to distribute their workload. Thus they become free to concentrate more effectively of their management functions.

3. Vehicle for Co-Ordination:

As the primary purpose of delegation is to establish structural relationships throughout the organisation, it results in securing co­ordination and achieving company unity.

4. Development of Subordinates:

Delegation permits the subordinates to enlarge their jobs, to develop their capacity and to broaden their understanding. By forcing subordinates to assume greater responsibility and make important decisions, the superior insists on the development of subordinates, executive talents.

5. Fundamental of Organisation:

Delegation of authority is the key to organisation and no organisation structure can exist without delegation of authority.


Essay # 5. Difficulties or Obstacles in the Process of Delegation of Authority:

Many difficulties arise in the way of delegation of authority.

The following can be held liable for the failure of delegation:

1. Superior

2. Subordinate.

1. Superior:

The delegation of authority fails because of superiors.

Some of the reasons are given below:

(i) The superior or executive feels that he can do a job better himself. He sticks to the old cliche, “If you want a job done well, do it yourself.”

(ii) It is fact that risk is involved in delegating a job to a subordinate. The superior may have temperamental aversion to taking a chance. Such a superior will not delegate anything to anyone.

(iii) If a superior is not competent, the procedure and methods designed by him are likely to be faulty. For fear of exposure, he keeps all the authority to himself.

(iv) The superior who lacks ability to direct, cannot direct however much he may wish to do so.

(v) Superior or executive feels that his subordinates are not dependable. So a superior, who has no confidence in his subordinates does not delegate.

2. Subordinates:

The subordinates are responsible for the failure of delegation because of following reasons:

(i) The subordinates do not want to take pains and moreover they do not want to put themselves into trouble.

(ii) Subordinates may hesitate to accept the assignment if they believe that they lack the necessary information to perform a good job.

(iii) Some superiors are in the habit of criticising actions taken by a subordinate, This discourages initiative, causes resentment and destroys subordinate’s self-confidence.

(iv) Subordinates are not given adequate incentives by way of promotion, etc. for the good job performed by them.


Why Delegation is Important

Delegation is important for 1) efficiency and 2) development. As shown in the introduction to the module, the chairman of the senior retreat committee involved his committee. This involvement led not only to the team’s efficiency, but also to the contribution of every team member, increasing everyone’s development.

Efficiency

Delegation improves efficiency when it allows work to be transferred to people whose skills are a better match for the work. You are in charge of planning and strategizing the next steps for your team. When your teammates are able to carry out most of the routine activities required of your team, it will allow you the time and effort needed to plan for your team’s next move. As experienced by the leader of the LL2, this efficiency may also lessen your stress.


Development

As a team leader, you possess important skills and abilities that you can pass on to your team members. The best way of doing this is to coach them in the new skills and then delegate tasks to them so that they may use those new skills. Delegating is a great way of encouraging your team members to develop themselves and for you to develop coaching and mentoring skills.

 

Definition of Delegation

Delegation is assigning responsibility and authority to someone in order to complete a clearly defined and agreed upon task while you retain ultimate responsibility for its success. Delegation incorporates empowering your teammates through effective leadership, and may be directed in any direction and used in any organization.

Empowerment

Empowerment means letting others become the experts, even if this means that they will surpass your abilities. In this way, you will encourage your team members to take a personal interest in their own development and your team’s success. The senior retreat chairman empowered the committee, which led to the success of the retreat.

Leadership

In the director's introduction, the leader for the LL2 did not realize that becoming a leader meant that she had to give up some of her identity since she was going to be planning and coaching instead of doing. That leader tried to accomplish every task without the help of her team. It is important that your team members learn how to accomplish tasks on their own. When they successfully complete their assigned task, it will encourage them to take on new tasks with confidence.

Delegating Up

As a Park Scholar, you will frequently work with faculty members, administrative staff, and community leaders. You must learn to delegate tasks to them and follow up on their progress. Delegation is not just directed downward. Whichever direction you will be delegating tasks, follow the process discussed in this training module in order to best prepare your team for success.

Definition of “Organization”

In this training module, the use of the term ‘organization’ serves to describe any type of team, committee, class, service organization, program, or company for which you are volunteering or working. You can use delegation in any of these settings.

 

Training Outline and Learning Objectives

This training module will guide you through the process of delegation, including:

  • Why people typically do not delegate.
  • Why delegation is important.
  • What should and should not be delegated.
  • To whom you should delegate.
  • How to prepare to delegate.
  • How to choose the right task to go with the right team member.
  • How to provide helpful and effective feedback.


Upon completion of this training, you should be able to:

  • Recognize when and why you should delegate.
  • Know what types of tasks are best to pass on to your team.
  • Make a list of tasks and the right people to do them.
  • Give clear instructions to your teammates.
  • Provide support, encouragement, and valuable feedback.
  • Feel comfortable allowing others to take on tasks for which you are ultimately responsible while allowing them the freedom to complete the task in their own way.

The first step in the delegation process is to recognize the common barriers to delegation. These barriers can come from you, your teammates, or your situation. The next section will teach you how to identify these barriers in order to overcome them and reap the full benefits of delegation.

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