On October 23rd, 2014, we updated our
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1. Delegation is not a system that reduces responsibility. It is the way to make responsibility meaningful .
Nurse manager delegate responsibility for bedside care to appropriate staff.
RN have authority to carry out nsg orders, supervise asst personnel
RN responsible to patient care & out come
RN sets limits within which she have authority to use appropriate resources
Allow the care giver to decide how to achieve the goal
what kind of care needed ?
who need additional work?
what assistance needed?
what outcome expected?
Empowerment requires assertiveness
It involves making people to do critical issues, autonomy over the task and resources.
Providing visibility of others & recognition of their efforts
ASSIGN RESPONSIBILITY GIVE AUTHORITY CREATE ACCOUNTABILITY ASSESS DETERMINE FIT YES NO ASSIGN TASK MONITOR ASSIGNMENT DON’T ASSIGN EDUCATIVE & SUPERVISE SEEK & REPORT DEVIATION & ISSUES KNOWLEDGE, SKILL, ATTITUDE NEED & TASK
ASSIGN A TASK PROVIDE A RATIONALE EXPLAIN EXPECTED OUTCOMES FULL DELEGATION EMPOWERMENT ACHIEVED
Create envt of trust & co operation
Create envt of teaching & learning
Promote client satisfaction
Provide feedback, follow up,
Know the need/ patient
Know the staff member
Know the task to be delegated
Explain the task & expected
Expect responsible action from the delegatee
Assess and supervise job performance
Evaluate & followup
Suggest 6 cultural phenomeneon:
1. Fear Of Being Disliked
2. Inability to give up any control of the situation
Inability to prioritize
Lack of confidence over employee
Tendency to isolate oneself & choosing to complete all task alone
Lack of confidence to delegate
Inability to communicate effective
Inability to develop relationship with other team members
Thinking of oneself as the only one who can complete the task
Lack of knowledge about staff capability
venue: surgical step down unit (staffed with all RNs)
On a particular day the unit was short staffed and a technician from the emergency room was called to assist with care. The technician was assigned to assist an RN with her heavy assignment. The RN delegated a patients hourly output measurement to the technician and asked him to inform her if the urine output dropped below 50ml an hr. After 4hrs of no communication the RN asked the technician if there were any problems.
He replied “ her hourly output is fine but there is a great deal of blood in the bag”. The RN became angry with technician b’cos he had not told her about the blood. When she questioned his failure to report the blood he said
“ you said to let you know if her output dropped below 50ml an hr, you didn’t say anything about looking for blood, I assumed that you knew that there was blood in her urine”.
Manager over worked & overwhelmed
Cause : misinterpretation of himself
desire of do the whole job by myself
I can do job faster than any one
lack of trust over the sub ordinates
Fear of subordinates wont like me
Effects: subordinates become bored, lazy and ineffective
Manager – poor monitor of time
spend more time to just trying to organised
Cause: feel insecure in their ability to performa task
The nurse manager fails to recognize and in corporate the principles of effective delegation
The nurse manager don’t recognize the habits ingrained from old practice patterns prevent improvement in delegation skills
The nurse manager are unwilling or unable to view delegation from the perspective of the delegation
1. ORGANIZATIONAL LEVEL
unstable & changing nature of works
Size & location of organization
Lack of means of coordination & communication
LACK OF ESTABLISHED METHODS & PROCEDURES
Upward delegation: asking boss in one way of shifting/ sharing his burden
Symptoms of poor delegation
Long line of employee before boss room
Boss is always busy..
Always delay in work
Having office work in home too
10 essential elements related to delegation
CRITERIA IN NURSE PRACTICE
Items that cant be delegated
Items that cant be routinely delegated
Guidelines to RN about what can be delegated
Description of professional nursing practice
Description about each level regarding delegation
Degree of supervision required
Guidelines for decreasing the risks associated with delegation
Warning about inappropriate delegation
A simple delegation rule is the SMART acronym , or better still, SMARTER.
It's a quick checklist for proper delegation. Delegated tasks must be:
It serves as a vehicle of co-ordination.
It develops increase sense of responsibility.
It reduces the executive burden.
It minimizes delay.
It ensures effective control (by providing authority).
It multiplies the limited personal capacity of the supervisor.
It permits subordinates to develop their capacity.
It increases subordinates job satisfaction.
Frailty of human life
Eye wash delegation
Unfamiliarity with art of delegation
Incapacity of subordinates
EFFECTS OF DELEGATION
saves you time,
develops you people,
grooms a successor,
Poor delegation will cause you
confuses the other person
fails to achieve the task or purpose itself.
when delegating work give the person a whole task to do
staff person understands exactly what you want them to do
If you have a picture of what a successful outcome share your picture with the staff person
Identify the key points of the project or dates when you want feedback about progress
Identify the measurements or the outcome you will use to determine that the project was successfully completed
Determine, in advance, how you will thank and reward the staff person for their successful completion of the task
Even "Super-You" needs help and support. There is no shame in asking for assistance. Push aside the pride and show respect for the talent others can bring to the table. And, remember that there is no such thing as a single-handed success: When you include and acknowledge all those in your corner, you propel yourself, your teammates and your supporters to greater heights. - Author Unknown