Fourtypes of delegation
Fourtypes of delegation
Delegationis a very important aspect in organizations as it allows for transferof decision making authority and responsibilities from the employeesof upper levels to those who are in the lower levels. Effectivedelegation has significant benefits for the employees, employers, andthe organization at large. How the personnel manager delegates a dutydetermine how well or bad the subordinates handle it (Whisenand,2011). Therefore, it is important for us to understand differentstyles of delegation, which includes the following
Inthis type of delegation, Whisenand (2011) states that the superiorsentrust part of their duties to lower employees but they keep ongiving descriptions of how the job is to be done, ask what has beendone all the time, and if the job has been completed. For example,the personnel manager might ask one of the IT specialists to manageother personnel when he is not around. While he is away, he keeps oncalling the IT specialist to describe how the he or she should handleother employees.
Thistype of delegation occurs when duties and responsibilities are passedwithout explaining their scope, expectations, and deadlines (Rowan,2012). For example, a company supervisor might instruct one of theemployees to help in the production process without giving anysupport or guidance on how to go about it.
Thisincludes the high level employees delegating the right level ofauthority and responsibilities on low level employees (Rowan, 2012).For example, a farm manager might delegate a supervising job to acasual laborer in his farm and give support and guidance whenever theworker needs it. Also, the laborer is given the freedom of owningthe task given to him or her.
Inthis type of delegation, an individual is given one duty at a timewithout being granted an opportunity or right to understand the wholepicture (Rowan, 2012).
Stewardshipdelegation empowers employees because it allows them the freedom tomake effective decisions for the sake of the organization as they areallowed an opportunity to own the jobs assigned to them, are givenclear goals, expectations, and deadlines (Whisenand, 2011). On theother hand, gopher delegation does not empower employees as they donot feel valued. Delegation by abdication does not offer empowermentbecause employees might feel like they are neglected because nosupport or guidance is given to them when performing the assignedtask. The work might also be done in an ineffective way since noclear information on how to go about the job. Micromanaging also doesnot empower employees since they develop a feeling that their managerdoes not trust them.
Thetype of delegation that best fits me is stewardship delegationbecause it gives the employees clear deadlines, job descriptions,expectations, and reporting techniques. Therefore, the employees getan opportunity to work on the job as if it was their own. To be amore appropriate delegate, it is important for managers to give clearinformation about how the delegated tasks fits into the big picture(Rowan, 2012). Also, a successful delegate not only ensures that heor she clarifies an individual’s decision making authority, butalso the tasks and responsibilities to be delegated.
Rowan,C. (2012). Stewardship Delegation Makes a Difference. Retrieved fromhttp://www.tac focus.com/article/stewardship-delegation-makes-difference#.VJQfJsDJBiA
Whisenand,P. M. (2011). Supervisingpolice personnel: The fifteen responsibilities(7th ed.). Upper Saddle River, NJ: Pearson Education.