DELEGATION OF AUTHORITY

A concept related to authority is delegation. Delegation is the downward transfer of authority from a manager to a subordinate. Most organizations today encourage managers to delegate authority in order to provide maximum flexibility in meeting customer needs. In addition, delegation leads to empowerment, in that people have the freedom to contribute ideas and do their jobs in the best possible ways. This involvement can increase job satisfaction for the individual and frequently results in better job performance. Without delegation, managers do all the work themselves and underutilize their workers. The ability to delegate is crucial to managerial success. Managers need to take four steps if they want to successfully delegate responsibilities to their teams.

 Steps in Delegation of authority

1. Specifically assign tasks to individual team members.
   The manager needs to make sure that employees know that they are ultimately responsible for carrying out specific assignments.
   
2. Give team members the correct amount of authority to accomplish assignments.
   Typically, an employee is assigned authority commensurate with the task. A classical principle of organization warns managers not to delegate without giving the subordinate the authority to perform to delegated task. When an employee has responsibility for the task outcome but little authority, accomplishing the job is possible but difficult. The subordinate without authority must rely on persuasion and luck to meet performance expectations. When an employee has authority exceeding responsibility, he or she may become a tyrant, using authority toward frivolous outcomes.
   
3. Make sure that team members accept responsibility.
   Responsibility is the flip side of the authority coin. Responsibility is the duty to perform the task or activity an employee has been assigned. An important distinction between authority and responsibility is that the supervisor delegates authority, but the responsibility is shared. Delegation of authority gives a subordinate the right to make commitments, use resources, and take actions in relation to duties assigned. However, in making this delegation, the obligation created is not shifted from the supervisor to the subordinate — it is shared. A supervisor always retains some responsibility for work performed by lower-level units or individuals.
   
4. Create accountability.
   

Team members need to know that they are accountable for their projects. Accountability means answering for one's actions and accepting the consequences. Team members may need to report and justify task outcomes to their superiors. Managers can build accountability into their organizational structures by monitoring performances and rewarding successful outcomes. Although managers are encouraged to delegate authority, they often find accomplishing this step difficult for the following reasons:

• Delegation requires planning, and planning takes time. A manager may say, “By the time I explain this task to someone, I could do it myself.” This manager is overlooking the fact that the initial time spent up front training someone to do a task may save much more time in the long run. Once an employee has learned how to do a task, the manager will not have to take the time to show that employee how to do it again. This improves the flow of the process from that point forward.
  
• Managers may simply lack confidence in the abilities of their subordinates. Such a situation fosters the attitude, “If you want it done well, do it yourself.” If managers feel that their subordinates lack abilities, they need to provide appropriate training so that all are comfortable performing their duties.
  
• Managers experience dual accountability. Managers are accountable for their own actions and the actions of their subordinates. If a subordinate fails to perform a certain task or does so poorly, the manager is ultimately responsible for the subordinate's failure. But by the same token, if a subordinate succeeds, the manager shares in that success as well, and the department can be even more productive.
  
• Finally, managers may refrain from delegating because they are insecure about their value to the organization. However, managers need to realize that they become more valuable as their teams become more productive and talented.

Elements of delegation

The process of delegation involves three basic actions whether expressed or implied. They are

The delegator should assign duties to subordinates.

He has to grant authority to subordinates to the delegated part of his work.

Delegation should create obligation on the part of subordinate to complete the job.

Merits

1. Relieves manager’s workload.
2. Leads to better decisions.
3. Speed up decision – builds up morale.
4. Train subordinates and
5. Helps to create formal organization structure.

Barriers to delegation.

On the manager’s side:

1.                  Fear of loss of power

2.                  Lack of confidence in subordinates.

3.                  Fear of being exposed.

4.                  Difficulty in briefing.

On the subordinates side:

1.                  Fear of criticism

2.                  Lack of adequate information

3.                  Lack of self confidence and initiative and resources.

4.                  No positive personal gain.

Guidelines for Effective Delegation

1.                  Clarity in assigning the task

2.                  Proportionate authority.

3.                  Limits of subordinates authority.

4.                  Positive incentive for accepting responsibility.

5.                  Proper training of subordinates.

6.                  Create climate for mutual trust and goodwill

7.                  No over laps or slips in delegation.