Delegation of authority
A manager alone cannot perform all the tasks assigned to him. In order to meet the targets, the manager should delegate authority. Delegation of authority means the division of authority and powers downwards to the subordinate. Delegation is about entrusting someone else to do parts of your job. Delegation of authority can be defined as subdivision and sub-allocation of powers to the subordinates in order to achieve effective results.
According to Koontz and O’Donnel, “Authority is delegated when organization power is vested in a subordinate by a superior”.
There are some factors that determine the delegation of authority. In fact, the delegation of authority depends upon the willingness of managers and subordinates, the level of confidence of managers on subordinates, and the competence of subordinates as well. The components of the delegation of authority are; assigning duties, granting authority, and finally creating duties. The managers should also consider the following principles while delegating authority:
- Authority should commensurate with responsibilities
- Unity of command
- Absoluteness of authority
- High motivation of employees
- Delegation by results expected
Features of the delegation of authority
The major features of the delegation of authority are as presented below:
1. Allow much authority to managers to pursue tasks independently and ensure trust for the accomplishment of the project.
2. Provide necessary guidance, training, and facilitation whenever required in the light of delegated tasks.
3. Delegation should be conducted on the basis of the personal attitudes and interests of employees.
4. It grants access of information and other resources to employees for the accomplishment of delegated jobs.
5. Establish anticipated results and performance standards in mutual agreement for the delegated tasks.
Advantages of the delegation of authority
Delegation of authority is followed as per the need of the organization and prevailing situations. The advantages of the delegation of authority are as mentioned below:
1. Empowering employees:
Delegation is a way of empowering employees. This is a promising advantage.
2. Increase productivity:
It helps for the efficient use of time and talent of subordinates and gets more work done. Thus delegation of authority helps to increase the productivity of employees.
3. Effective decisions and control:
It helps in making quick decisions and effective control at the right time. It helps to save time for managers and results in inefficient use of resources.
4. Increase motivation:
It also helps to increase the motivation and morale of employees. The entire teamwork can boost up.
5. Easy in expansion:
The expansion of the organization becomes easier and benefits in raising capital.
Barriers to Delegation of Authority
Delegation of authority also turns out to be ineffective due to several problems confronted in the course of delegation and operations some of the problems of the delegation of authority are as mentioned below:
1. Possibility of Ineffectiveness:
If delegation is not followed up with review the work delegated may not be done correctly.
2. core jobs neglected:
Another disadvantage of delegation is employees may focus more on their work than the company as a whole.
3. Confusion:
Another disadvantage of delegation is there may not be a clear structure of authority, and employees may not be sure whom to report.
4. Fear and reluctance:
Managers are reluctant to delegate work to their employees for fear of job security and ego.
5. Unshared accountability on shared jobs:
The delegation also increases fear on managers for being accountable to work that has been delegated.
