1.
Through delegation, a manager is able to divide the work and allocate it to the
subordinates. This helps in reducing his work load so that he can work on important areas
such as - planning, business analysis etc.
2. With the reduction of load on superior, he can concentrate his energy on important and
critical issues of concern. This way he is able to bring effectiveness in his work as well in
the work unit. This effectivity helps a manager to prove his ability and skills in the best
manner.
3. Delegation of authority is the ground on which the superior-subordinate relationship
stands. An organization functions as the authority flows from top level to bottom. This in
fact shows that through delegation, the superior-subordinate relationship become
meaningful. The flow of authority is from top to bottom which is a way of achieving
results.
2 advantages of delegations for the person who has been deligated
Delegation of authority develops among the subordinates a feeling of status and prestige. It helps
to improve their working efficiency.It also promotes a sense of initiative and responsibility
among them. This ultimately leads to maintenance of high morale on the part of subordinates.
1. Minimize Work Load Of Managers
Delegation of authority minimizes the workload of managers.They can assign regular and routine
nature of work to their subordinates while they concentrate more effectively in managerial and
creative functions. In this way, delegation of authority helps in improving managerial efficiency
and effectiveness.
2.Motivation And Morale
Delegation of authority develops among the subordinates a feeling of status and prestige. It helps
to improve their working efficiency.It also promotes a sense of initiative and responsibility
among them. This ultimately leads to maintenance of high morale on the part of subordinates.
This motivation and morale of subordinates encourages them to develop their effort towards the
achievement of common goals.
3. Training And Development
Delegation of authority provides a background for training and development of subordinates.
The manager delegates some of his authority as well as responsibility to the subordinates in
accordance with their ability. The subordinates have to perform a task on behalf of the superior
and in the same situation they have to take decisions by using their own ideas and knowledge.
This environment provides a framework for the development of managerial ability among the
subordinates.
3 risk of manegers who are reluctant to delegate
d elegation is one of those aspects of leadership that all leaders want to think they do well. Most
leaders have discovered the necessity of delegation. But many view delegation as just that: a
necessity. Something we have to do. We don’t view delegation as something that is good for the
organization or for us, personally. It’s something that we should do because .None of us can do it
all. But there are many reasons why leaders are reluctant to delegate.
1. The challenge of time
One of the biggest challenges I have personally faced which has made me reluctant to delegate is
the challenge of time .By the time I explained the task to someone else, I could have done it
myself many times over!
2. The issue of fear
The fear of failure is a barrier that many leaders face which makes them reluctant to delegate.
What if they make a mistake or If they mess up or What if they don’t do it the way I want it
done. I’ll just have to go back and fix the mistakes they have made, so I might as well just do it
myself.
Failure is one of the possible outcomes in any given situation. Proper preparation will reduce the
possibility of failure. Of course, we can never eliminate failure as a possibility. But leaders are
risk-takers by nature. The desired result is not found in eliminating risk, but in minimizing it. So
start by identifying your fear. Then minimize the risk that is the root of that fear.
3. Pride comes before a fall
Some leaders love the adulation that comes with a job well-done so much that they are reluctant
to delegate tasks to others. They fear that if they delegate, they won’t get the credit for doing it.
All of us enjoy a little praise. We like recognition for our hard work. We love the recognition
that comes from doing a good job. Finally, we want others to see us as the hard-working,
responsible, capable people that we are. The problem comes when that becomes the goal of
doing something. If your highest goal is the praise you will receive for doing it, then what you’re
really saying is I’m more important than the team I have surrounding me.
Ultimately, this is a sign of insecurity. Insecurity is not what we want to portray as leaders.
4 attributes of managerial role model
Managers are on stage every day. Employees, customers, vendors, and many others are watching
your every move and learning from your behavior. To be an effective role model, you must
exemplify these characteristics every day:
Hard work-
Effective role models work hard and pitch in when their staff needs help, always demonstrating
a commitment to company goals. No task is below you as a manager. If the floor needs to be
mopped and there is no one available to do it, do it yourself, and do it well. Not only does that
ensure critical tasks are completed, it also shows employees that the “it’s-not-my-job” mentality
isn’t allowed.
Trust-
Trust isn’t given, it’s earned. Show your team that you can be trusted by always being fair,
honest, and consistent. Don’t engage in gossip, and don’t tolerate it within your staff. Employees
need to know you have their backs, and you should take every opportunity you can to prove it.
Accountability-
Role models take responsibility for their actions and inspire others to do the same. If you make a
mistake, admit it and let the team know how you plan to correct the situation. Never blame
others or make excuses.
Respect.-
Always show respect for all individuals; customers, employees and vendors. Respect is
paramount in every situation, and is especially important during situations when you have to
correct behavior. Never criticize an employee in public, and keep your feedback focused on the
task at hand.
