Delegation Process and Recommendations

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Table of Contents

Introduction
Purpose of Delegation
Conclusion
References

Introduction

In management, delegation can be defined as assigning other members of staff responsibilities and authority to complete certain tasks. It can be differentiated from dumping tasks or abdicating duty because delegation shows that the leader trusts the employees, which enhances teamwork (Akinola et al., 2018). Another aspect is that how to delegate effectively is an important core competency for all leaders. Leaders who apply delegation of tasks demonstrate that they care, which is essential in developing the work environment. Therefore, delegation can be considered as the process of allocating employees’ responsibilities and authority to work on certain tasks.

Purpose of Delegation

Delegation is a common occurrence in most workplaces as it serves different objectives. One of the purposes of delegating is that it frees time for other tasks, which enables the leader to deal with other crucial issues. Another purpose is that it helps develop management skills because leaders learn more about people management. The delegation also assists employees to enhance their skills when they handle different tasks at the workplace. Managers can handle the workload at the workplace by delegating tasks to staff members (Akinola et al., 2018). Delegation encourages open communication and trust, which increases motivation and builds morale in the work environment.

Delegation also encourages and stimulates the creativity of employees, which allows them to take initiative. The employees contribute to the success of the company by being assigned different responsibilities and authority. The use of delegation ensures the creation of an efficient and confident team and retains skilled employees at the workplace, which saves resources. Employees who receive responsibilities at the workplace are more inclined to remain at the workplace (Akinola et al., 2018). Another purpose of delegation is that it maximizes the potential of employees by ensuring that staff members are involved in the collective success of the organization.

Conclusion

One of the ways to delegate effectively is to understand the tasks to delegate. For example, activities such as performance reviews and recruitment should not be delegated. Another aspect is that delegation should be based on the strengths and goals of employees. This is because employees are motivated to pursue goals that enhance their skills. Managers need to provide employees with the desired outcomes and ensure they have the right level of authority and resources to complete the tasks (Akinola et al., 2018). For example, tasks involving access to confidential company information cannot be delegated to junior staff without providing them with access. Leaders are also required to allow failure, provide feedback, and recognize the success of employees. For example, if a task is not completed successfully, the manager can offer constructive criticism to the employee and encourage them to develop their skills.

References

Akinola, M., Martin, A. E., & Phillips, K. W. (2018). To delegate or not to delegate: Gender differences in affective associations and behavioral responses to delegation. Academy of Management Journal, 61(4), 1467- 1491. Web.

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Delegation Process and Recommendations

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