DELEGATION
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DELEGATION

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A PRESENTATION OF P.P.M

A PRESENTATION OF P.P.M

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DELEGATION DELEGATION Presentation Transcript

  • IS FAILURE IN EFFECTIVE DELEGATION OFTEN DUE TO PERSONAL ATTITUDE?
  • DELEGATION OF AUTHORITY
    • Delegation of authority is one vital organizational process. It is inevitable along with the surrender of authority by the higher level manager. It only means transfer of certain expansion and growth of a business enterprise. along Delegatin omeans assigning of certain responsibilities with the necessary authority by a superior to his subordinate managers . Delegation does not mean responsibilities to subordinates and giving them the necessary authority, which is necessary to discharge the responsibility properly. Delegation is quite common in all aspects of life including business. Even in the college, the principal delegates some of his authority to the vice-principal.
    • Delegation is not a process of abdication. The person who delegates does not divorce himself from the responsibility and authority with which he is entrusted. He remains accountable for the overall performance and also for the performance of his subordinates. Delegation is needed when the volume of work to be done is in excess of an individual's physical and mental capacity.
  • DEFINATIONS
    • According to F.C Moore , "Delegation means assigning work to the others and giving them authority to do so.“
    • According to O. S. Miner , "Delegation takes place when one person gives another the right to perform work on his behalf and in his name and the second person accepts a corresponding duty or obligation to do that is required of him.“
    • According to Louis Allen , "Delegation is the dynamics of management, it is the process a manager follows in dividing the work assigned to him so that he performs that part which only he, because of his unique organizational placement, can perform effectively, and so that he can get others to help him with what remains."
  • ELEMENTS
    • Assignments of duties to subordinates.
    • Granting the authority to enable the subordinates to perform the duties assigned.
    • Creation of obligation on the part of subordinate to perform duties in an orderly manner.
  • OBJECTIVES
    • To reduce the excessive burdens on the superiors i.e executives & managers functioning at different levels.
    • To provide opportunities of growth & self development to junior executives.
    • To create a team of experience & matured managers for the organisation. It act as a technique of management & human resource development.
    • To improve individual as well as overall efficency of an organisation.
  • PROCESS OF DELEGATION OF AUTHORITY
  • ADVANTAGES OF DELEGATION OF AUTHORITY
    • Relieves manager for more challenging jobs.
    • Leads to motivation of subordinates.
    • Facilitates efficency & quick actions.
    • Improves employee morale.
    • Develops team spirit.
    • Maintains cordial relationships.
    • Facilitates management development.
  • PRINCIPLES
    • Knowledge of Objectives.
    • Parity of Authority & Responsibility.
    • Unity of Command.
    • The Scalar Principle.
    • Clarity of Delegation.
    • Absoluteness of Responsibility.
    • Use of Exception Principle.
    • Completeness of Delegation.
    • Effective Communication Support System.
    • Reward for effective delegation.
  • BARRIERS ON THE PART OF MANAGERS
    • Unwillingness of the Manager to Delegate Authority.
    • Fear of Competition.
    • Lack of Confidence in Subordinates.
    • Lack of Ability to Direct.
    • Absence of Controls that Warn of coming troubles.
    • Conservative & Cautious Temperament of the Manager.
    • Desire to Dominate Subordinates.
  • EXAMPLES
  •  
  • BARRIERS ON THE PART OF SUBORDINATES
    • To much Dependence on Manager for Decision.
    • Fear of Criticism.
    • Lack of Information.
    • Absence of Positive Incentives.
    • Absence of Self-Confidence.
    • Difficulty in Decision-Making.
    • Poor Superior-Subordinates Relations.
    • Undue interference of Superior.
    • Fear of being Exposed.
  • EXAMPLES
  •  
  • DIFFERENCE IN PERSONAL ATTITUDES (COMMUNICATION EFFECTIVELY)
    • EFFECTIVE
    • Encourages others to share their views, takes time to understand & consider these views.
    • Keeps others informed of key & relevant issues.
    • Speaks & writes clearly, in a structured, logical & credible way.
    • INEFFECTIVE
    • Interrupts & confronts others rather than to understand their views does not listen actively.
    • Does not share useful information with others.
    • Lacks coherence in structure & overlooks key points; uses unsuitable terminology.
  • INTERACTING WITH OTHERS
    • EFFECTIVE
    • Works well with people of different cultures,gender or background.
    • Considers issues from perspective of others.
    • Identifies conflicts early & facilitates their resolution.
    • INEFFECTIVE
    • Makes judgments & find it difficult to work with people of different cultures , gender & background.
    • Is unwilling to view issues from the perspective of others
    • Avoids dealing in conflicts in which one is involved.
  • PROMOTING INNOVATIONS & LEARNING
    • EFFECTIVE
    • Promotes change & innovation for continuous improvement.
    • Encourages a sense of responsibility & seeks to empower subordinates.
    • Creates opportunities for learning & professional development.
    • INEFFECTIVE
    • Is strongly resistant to change & prefers to maintain the status quo.
    • Maintains a culture of bureaucracy & hierarchical power within the organization.
    • Does little to promote learning & professional development.
  • SHOWING TEAM SPIRIT
    • EFFECTIVE
    • Collaborates with colleagues to achieve results.
    • Supports & acts in accordance with team decision.
    • Shares knowledge, information & expertise with the team.
    • INEFFECTIVE
    • Seems more focused on achieving personal goals, without considering or contributing to the teams objectives.
    • Does not accept the teams decision & keep on doing things differently.
    • Does not share knowledge, information or experience with the team.
  • CHARACTERISTICS OF INEFFECTIVE TEAM
    • Conformity & Mind Protection.
    • Low Tolerance for Diversity.
    • Lack of Management Support.
    • Team members who lack commitment to the goal.
    • Lack of Openness & Trust.
  • CONCLUSION
    • Thus, We Agree that Personal attitude is an hindrance to effective delegation as it lacks team work, leadership which effects growth of organization.
  • THANK YOU