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Delegation: Benefits and Essential Stages
Five potential benefits of delegation
Delegation is beneficial to an individual or groups of people in some ways. Delegation benefits the team members, the manager, and the processes of the organization as a whole. For team members, delegation initiates and sustains the development of skills and enhancement of the same. Delegation enables a worker, not always working within the new task or jurisdiction, to engage in it while learning what it takes to complete this task. Delegation increases loyalty among the members and the manager since there are opportunities for career growth. When delegation occurs, the members who serve within a delegation process will develop trust in the delegator or the manager, and vice versa. Such is an opportunity for these members to work on new challenges and hence acquire opportunities in the future. Delegation aids in decreasing the occurrences of delays and increase quality delivery. Instead of waiting for an absent worker, someone else can be tasked to work on the same (Luecke & McIntosh, 2009).
The process occurs with selection based on competence on a certain task. When a highly skilled individual is meant to work on a delegated duty, there is likely to be increased effectiveness and efficiency hence improving...
Likewise on the side of the team members, delegation helps to increase and better motivation together with satisfaction from the job in that the team members will have a free feeling to serve in any field they are competent when they are called upon. They are motivated and satisfied knowing that they are useful across the board within an organization. For managers and other stakeholders, delegation is significant because it brings out an open-door policy where more strategic thinking and opportunity development for the manager, together with the team and the organization. Delegation involves challenging the workers to attempt other challenging fields from where they can apply their skills and hence better the strategic thinking and opportunity development (Luecke & McIntosh, 2009).
Part B: Seven Guidelines for Good Delegation
The following are the guidelines for a good delegation:
1. Being patient:
It is important for the manager to be patient since, at some time, when a task is delegated; it might take a longer time unlike normally. Sometimes it takes a shorter time. The quality of the task also varies at the start, and the manager should be patient always
2. Avoiding over-delegating
Delegation should not…
References
Holroyd, K. (2002). Real-Time Delegation: How to Get People to Do Things for You - And Do Them Well. London: Prentice Hall Business.
Luecke, R., & McIntosh, P. (2009). The Busy Manager's Guide to the Delegation. New York: AMACOM/American Management Association.
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