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Delegating Authority in a Large Organization

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Introduction

Delegating Authority in a Large Organization Management 330 Delegating authority in any large organization is required to keep a steady workflow within the organization. Delegation is the process of distributing the workload in a top-down flow within an organization. Managers have a responsibility to delegate for the benefit of themselves and their subordinates but should not abuse the power of delegation by using it to make others take responsibility for their mistakes. Delegation allows managers to relieve some of their workload and allows subordinates a chance to learn the management field through on the job training. There are various ways to delegate within an organization and proper and improper ways to do it. Delegation was accomplished at my previous employer through weekly assignment meetings or direct tasking. Because I stay at home now with the children, who are one and four years old, delegation consists of minor tasking such as making a bed or cleaning toys up. Rules for delegation stay the same at any home or organization, someone is passing work along to a subordinate so they can accomplish their own tasking or teach the subordinate what they need to learn. ...read more.

Middle

The manager who effectively delegates frees their time so they can attend to planning activities, setting objectives and monitoring performance within their area of responsibility. Delegation is also an excellent opportunity for lower level managers and subordinates to receive some training toward advancing themselves within their organization. It allows on the job training of what higher-level managers must accomplish in order to do their job effectively. Some managers are reluctant to distribute their workload or have less than adequate delegation skills. Delegation is a skill that subordinates should learn by having tasks delegated to them prior to becoming managers or upper level management. If a manager is reluctant to delegate work they may feel that they should not need to depend on someone else to get the job done or that they do not need to pass off responsibility. They have to realize that they are not passing off responsibility or depending on someone else to get the job done, they are freeing themselves to do managerial tasks. Managers who delegate should always follow the proper steps to delegate. ...read more.

Conclusion

Whether to make the subordinate feel like part of the team or gain insightful knowledge, which the subordinate may very well have, this step can help everyone involved to understand the tasking that is to be done. Allotting the resources needed to complete the project can make or break the project. If proper resources are not allowed then the project can either not be done or will only be done to the limit of the resources that were allowed, which in most cases is unsatisfactory. Scheduling checkpoints for review to make sure that goals are being met and following through on those checkpoints to make sure that satisfactory progress is being made are the final steps in the delegation process. Not following the steps of proper delegation can lead to poor or inadequate goals being achieved and dissatisfaction among management and workers alike. Delegation should be used in some stages of management more than others. The planning and organizing stages of management require the most delegation for research into how to accomplish them and put plans into action. The leading stage of management requires some delegation to thin a managers workload. The controlling stage of delegation should require little to no delegation by a manager. Delegating Authority 1 ...read more.

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