Translating the dream “The vision” of the organization into a realty requires the involvement of each and every member in that organization. One man cannot perform all the tasks. After setting the objectives that are aligned with the overall vision and mission, those objectives are broken down and assigned to people. In other words, tasks delegation.
Delegation is the process of assigning responsibilities from one level to a lower level within the organization where those who delegate remains accountable for the outcomes (Wikipedia).
Delegation is a management skill, when effectively applied, gain the advantage of saving time, developing people, motivating and preparing for successors. On the other hand, ineffective delegation creates frustration and demotivation.
When to delegate?
In principal, the outcome for a delegation should result in a win-win situation. This is true when we become aware when to delegate. To answer this question, it is critical to have clear answers for the below:
- Is there any one with the required skills and knowledge to perform the task or I should do it by myself?
- Are there any opportunities of growth and development for the person delegated to?
- Does the delegator have the time to delegate effectively? Does he have the time to train and answer the questions? Does he have the time to follow up and check the outcomes?
Elements of delegation
Delegation has three elements: Responsibility, authority and accountability.
Responsibility includes the mental and physical activities used by the individual to complete a task assigned to him. It flows from bottom to top and should be accompanied by an adequate level of authority.
Authority is the power of taking decisions and allocating resources. Hence, when delegating responsibilities, managers should share some of their authorities which are matching to the responsibilities delegated. Authority flows from top to bottom and the delegator remains accountable for the...