The Power Of Delegation Essay

The Power of Delegation Essay
The Power of Delegation
Delegation is a management tool that can be used to empower or when abused can be a detrimental force in a company. Delegation can aid
employee growth and development while getting the job done efficiently. The true purpose of delegation is to accomplish the task by
assigning it to someone else (Blair, 1992). Many misunderstand the concept of delegation and therefore either will not delegate or improperly
apply the principle which provides unsuccessful results.
The primary reason to delegate tasks is to get the work done. The manager must be wise enough to know that he or she cannot be everywhere
and do everything. A manager must also realize that along with the assignment of the job to the subordinate, ... Show more content on
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Both methods usually end in frustration of mid–level staff who attempt to complete assignments without being able to follow through to the
end because it must return to the CEO for final approval. In many cases when the CEO has communicated to the CLT her wishes on how a
project is to be completed, that person fails to precisely communicate the direction to the manager who is the end delegate. One solution to
this problem would be more direct communication between the CEO and the final delegate. In the past this has occasionally happened with
successful results.
The larger problem that exists is the inability of the CEO to relinquish authority and empower her staff to prove their competence and
abilities. One result of this unfortunate situation is the constant loss of exceptional staff. The turnover rate in some positions within the
organization is a directly tied to personal frustration due to the perceived lack of trust in the individual's skills and abilities to do the job.
Another issue arises because there is the constant request for status reports; one sometimes feels that more time is spent reporting on what one
is doing than actually doing the job. There is a policy of providing one's immediate supervisor with a weekly report; however most mid–level
employees are of the opinion that these reports are not read by the (CLT) supervisor. This thinking arises because we are often called upon to
meet with the supervisor, prior to his or her meeting
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Essay On Delegation In Nursing
Complexities of Delegation by the Registered Nurse Rebecca Rynders College of Southern Maryland Complexities of Delegation by the
Registered Nurse Among the professional skills that a registered nurse (RN) must possess; the skill of delegation is vital. Both the nursing
shortage and the need for more cost effective care has resulted in the use of more unlicensed staff and licensed practical nurses (LPNs) in the
healthcare setting. This increase has led to the need for the RN to possess delegation skills. This necessity then leads to a requirement of
definition and regulation of the delegation that occurs in order to keep it safe and effective. The guidelines are set forth by the American
Nursing Association [ANA] (2006) and the National Council of State Boards of Nursing [NCSBN] (2006) in a Joint Statement on Delegation.
The statement is one combined from papers adopted by the two organizations with recommendations on how delegation may be performed in
an effective and safe manner. The paper also states the importance of referring to a state's own Nurse Practice Act to establish legal parameters
(ANA and NCSBN, 2006, Policy Considerations section). In order to fully understand the complex nature of delegation by the RN, this paper
will explore the Joint Statement on Delegation (ANA and NCSBN, 2006), the Maryland State Nurse Practice Act, scholarly articles published
on the subject of nursing delegation, and the text Contemporary Nursing: Issues in Trends and Management

My Overall Team Experiences During The Managing...
Outline
This is the reflective essay of my overall team experiences during the Managing organisations and people course this trimester. Reflecting
upon the past and its experiences will enable me to broaden my communication, ability in solving conflicts and enrich my future expertise. To
look back at my group work all this while helped me in gaining the knowledge to face the real world. Frankly saying never did I work in a
group or a team before, so it was a different experience altogether. This paper will give me an opportunity to explore through various aspects
of my role in our team. My role being a key speaker perfectly suited my personal character. I found this job interesting as matching our
personal traits with profession will ... Show more content on Helpwriting.net ...
In contrast diversity in a group will help the members come up with non–identical ideas and views thereby finishing the task with better
efficiency (Leonard, Graham, & Bonacum, 2004). All the members started feeling important in the team, which therefore overpowered the
negatives arising due to the diversity. According to Waller (2004), Gupta (2004) & Giambatista (2004), proper communication without any
deviations play a key role in boosting the productivity of the overall team. Nixon (2014), Johnson and Wiggs (2011) claimed that effective
speaking is key for a good team. Also the research (Wu & Xiao, 2011; Peterson, 2012) supports my argument. It says that the individuals in a
team should be frank in their approach and should stand by their own arguments until completely convinced by the logic. Hence I tried not to
give up on my opinion as Danks (2012, p24) categorized 'a clear and reasoned thinker and communicator'. Clear communication and open
expression of views and ideas will build up the cohesiveness of team. This in turn also develops a better understanding which is a must to
work together.
Later on, the work was delegated within us 'to improve the self, show courage, persistence and effective determination' (DuPont 2013, p.69).
Here I should also mention about the challenges and the way we handled them. However improper

Effective Delegation
Introduction This paper will attempt to show what skills are necessary for effective delegation, and how the managers of the author 's
organization uses delegation in his or her management responsibilities. The paper will also attempt to show how delegation could be used
more effectively within the four functions of management in that same organization. Through delegation managers combine task
responsibilities and the authority needed to carry out tasks in the organization. The author will also discuss some advantages of delegation as
well as the issue of poor delegation.
Delegation
What is delegation? According to Bateman, delegation "is the assignment of authority and responsibility to a subordinate at a lower level."
(Bateman ... Show more content on Helpwriting.net ...
The fifth step is to to schedule checkpoints for reviewing progress. This is done to make sure everything is on track. To make sure that no one
is slacking off. The final step is for the manager to follow through by discussing progress at appropriate intervals. Delegation is considered a
key aspect of leadership. To quote Woodrow Wilson "I not only use all the brains I have, but all I can borrow." (Blair, 1996) This quote
effectively describes delegation.
Advantages of Delegation There are also some advantages to delegation. These "positive aspects of delegation include: higher efficiency,
increased motivation, develops the skills of your team, and better distribution of work through the group." (Blair, 1996). If there is an
increased motivation among the group or team there is an increase in productivity. With the work being more evenly distributed throughout
the group, the team is more efficient.
Poor Delegation Now the author will discuss signs of poor delegation. The first sign is team motivation or morale is down. If a member of the
group has no motivation to work either
Effective Delegation 5 with the manager or the rest of the team it is usually a good sign that morale is low. The second sign is the manager is
always working late. In these instances the manager feels that only he or she can get the job done properly. The third sign of

Planning a Delegation Guide
Planning A Delegation Guide
Purpose
One of the most foundational elements of effective management is delegation, combined with the four foundational elements of planning,
organizing, leading and control. Empirical studies indicate that delegation is the single most effective means of galvanizing the four functions
of management together into a foundation of leadership (Vickers 1985). Delegation is also one of the most effective means of infusing a high
level of accountability, transparency and trust throughout an entire organizational culture (Sengul, Gimeno, Dial, 2012). Trust and
transparency are accelerators of organizational accomplishment, attainment and make the orchestration of complex processes and systems
possible. All of these strategic benefits accrue from a solid foundation of delegation, unifying the four functions of management.
In defining a delegation guide, the nature of delegation itself needs to be defined. The context and role of delegation in organization is to
define the roles, responsibility and serve to guide the dominant cultural and leadership styles of the business (Willis, 2007). Delegation varies
significantly by management and leadership style throughout an organization however. Having a guide to delegation however serves to define
the span of control, cultural, system and process–based constraints, and the situational aspects of how the four functions of management are
used in a given company (Cunningham, 1979). From the highly autocratic

Essay on The Delegation of Managers
The Delegation of Managers
The Oxford English Dictionary defines Delegation as "The action of delivering or assigning a thing to a person or to a purpose." Delegation is
very important in the Air Force and military in general. When managers do not delegate, they can become overwhelmed. The concept of
delegation can be difficult to master. I was a Contracting Officer for 6 years. During that time, I not only saw delegation within the military
structure but also to the contractors we employed.
Delegation seems like an easy concept, but not everyone understands it and completes it with confidence. Some managers use delegation to
ensure that they are not the only ones to blame in a failure. Some managers will delegate the difficult jobs ... Show more content on
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After market research was completed, we took over until the contract was negotiated and awarded to a company. At that point, most of the
responsibility was delegated to the Quality Assurance Advisor on service type contracts. This individual was in charge of inspecting the
contractors and verifying that the work was completed. Each month, the contractor would submit an invoice for payment for that month. The
Quality Assurance Advisor would have to sign off on the invoice to ensure that the work was completed and payment is justified. As a
Contracting Officer, you are too busy with negotiating other contracts and ensuring that the contractual part of all the contracts are being
adhered to. If there are problems, it is usually the Quality Assurance Advisor that brings it to our attention. We can amend the contract or give
the contractor a notice, but we can't be at the site every day. For contracts for supplies, the customer requesting and receiving the supplies
simply let us know when the item is received and correct. Once we are notified that the contract is complete, we release the payment to the
contractor. This type of delegation is necessary for our office. The Quality Assurance Advisors must be recommended by their commander and
go through a lot of training before they can claim that title. Some Quality Assurance Advisors are responsible for million dollar contracts.

The Art of Delegation
The Art of Delegation: Five Behaviors of Effective Delegators Ben F. Soares, Zoua Yang, Thomas Manning, Ziad Shamma MGT/521
September 13, 2013 James Sternieri The Art of Delegation: Five Behaviors of Effective Delegators Managers of companies of all varying
sizes often will have multiple tasks to perform. Good managers need to decide which tasks they will perform themselves and which tasks will
be delegated to others. When managers delegate assignments they must be aware of the five behaviors used by effective delegators. These
behaviors are as follows: 1. Clarify the assignment 2. Specify the employee's range of discretion 3. Allow employees to participate 4. Inform
others that delegation ... Show more content on Helpwriting.net ...
Additionally, Ricky Lee should make sure everyone is aware of Bill's authorities. Some internal stakeholders who should be aware of the
delegation are other employees whose jobs may be affected by the delegation, other managers who would be affected by the delegation, and
Ricky Lee's boss Anne. The external stakeholders may include software vendors as well as other consultants/contractors that Ricky Lee's
company has contracted to assist with this project. Establish feedback channels Establishing feedback channels will enable Ricky Lee to
identify any problems regarding completing the task on time and with the correct specifications. These controls will also identify if correct
policies and procedures are followed. Setting these controls will allow Ricky Lee to get status checks on the project and will enable him to
ensure that Bill is not abusing his authority. Without out setting these controls, Ricky Lee runs the chance of major problems arising.
Conclusion: In conclusion, it is important for managers to understand the five behaviors of delegation, so that any issues involving the project
will be resolved quickly and effectively. Effective delegation means possessing good communication skills. Managers must have good
communication skills so that all parties involved know what their assignment is and understand everyone's authoritative discretion. Finally,
establishing feedback channels are necessary to

Leadership And Logistics : The Art Of Delegating Essay
Leadership and Logistics: The Art of Delegating
By Bryan Heathman | Submitted On May 21, 2015
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Expert Author Bryan Heathman
The saying goes that Management is doing things right, and Leadership is doing the right things. It sounds good on the surface – leaving the
details up to the Managers while the Leaders lead. Or play golf.
But how can you be an effective Leader if you 're not aware of the logistics involved in your enterprise?
At some point – either on the way up in your career, or during on–going operations – you 'll need to understand the nuts and bolts of your
project.
This essential makes the atmosphere ripe for getting a little too involved with logistics, leading to that dreaded syndrome known as
"meddling."
I know it 's not a pretty thought, but if folks are whispering about you as you walk by, it may be time to reassess and loosen your grip on your
team.
Just as in that epic game involving 18 holes and a rambling lawn, business works best when you 're loose. It 's important to know when to
loosen your grip and allow others to assume some responsibility. (Ask me how I know.)
Yes, as a matter of fact, loosening–up does include

Delegation In Nursing
Delegation is fundamental in health care, especially in nursing. Catherine Knox wrote an article "Barriers to Effective Delegation" (2014). In
this article, she states, "Nursing care is delivered in a wide variety of personnel that can range from registered nurse to unlicensed assistive
personnel each profession has a different educational background and scope of practice" (Knox, 2014). The American Nurses Association
(ANA) and National Council of State Boards of Nursing (NCSBN) both define delegation "as the process for the nurse to direct another
person to perform nursing task and activities" (2005). Knox believes many nurses "received little formal training in their education and
employers rarely evaluate and develop nurses' delegation skill as they do other clinical competencies" (Knox, 2014). The ANA identified
barriers to delegation and in the article written by Catherine Knox, she discusses three major barriers; that consist of poor partnership,
attitudes, and RN leadership. Knox states, "It is difficult to delegate when the nurse does not know staff or their capabilities" (Knox, 2014). I
can agree with this statement because I am currently working as a charge nurse and I sometimes find it ... Show more content on
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I understand why attitudes can be a barrier because nurses' can say, why delegate if the nurse will be held accountable if the task does not get
completed or if it is done incorrectly. I realized as a nurse you cannot do everything and you need to work as a team with your colleagues, so
the client can receive the best client care. Therefore, the nurse should delegate appropriate tasks to competent staff and make the staff feel
comfortable to voice concerns if their not competent to complete the task. If this results, the nurse can send the staff member to in service to
gain education on the skill they do not

Delegation in the Workplace
Delegation 1 DELEGATION IN THE WORKPLACE Delegation in the Workplace University of Phoenix Delegation 2 Every company has
assignments that are delegated on every level within a business. Delegating is defined as giving authority and responsibility to a subordinate
or an employee on a lower level. At The Plumbing Warehouse, delegating is a very important part of getting the price changes done on time.
However, when leading and controlling are involved, the delegation process could use a few minor improvements. Every company must have
effective delegation skills in order to be prosperous. The manager in the pricing department of The Plumbing Warehouse keeps the department
alive through the delegation ... Show more content on Helpwriting.net ...
At The Plumbing Warehouse, the manager of the pricing department could definitely get more done by letting go after delegating selected jobs
to the employees. Being a delegator takes the skills to derail all of these issues. Being a person of delegation is not for everyone. Having
confidence in the decision making process is extremely important. The skilled delegator has a clear vision of the results desired and is able to
describe this to the employee. The delegator is able to multiply his effectiveness to benefit the business. He/she can then accurately assess the
capabilities of each employee and assign those tasks that an individual can complete successful. At the same time sufficient authority is
transferred to the employee to get the job done (Sharp, 2002, para. 1). First, the delegator has to know what has to be accomplished before
getting started. Once knowing the goals of the department, the delegating manager should pass the information on to the subordinates. Being a
well–rounded and well–respected individual, the employees, usually, have no problems or issues with the orders given. The delegator is an
asset to the business and that is why he/she is a benefit to the company. The manager who delegates also has to pay attention to the capabilities
of each one of the employees in order to know who can do what. Every employee has strengths and weaknesses and the

DELEGATION AND DECENTRALIZATION
Advantages and Disadvantages of Decentralization
In an organization, centralized way of making a decision entails less autonomy to everyone except the central leadership. In contrast,
decentralization involves delegation of responsibility and the associated decision–making powers across various levels in the organization. Let
us discover the pros and cons of this concept.
A central command structure derives from an autocratic style of management. Autocracy is not necessarily an intention and could be
incidental. For example, typically start–ups and business that have just been founded are naturally autocratic with the founding members
primarily running the show. Gradually, as the business grows and the headcount expands, the ... Show more content on Helpwriting.net ...
The adoption of organizational standards and best practices is also facilitated by a decentralized setup. Transparency in process ensures that it
is easy for the various local teams to emulate and adopt the methods and processes that brought success to a team located elsewhere.
One of the major advantages of decentralized way of taking decisions is witnessed during a sudden change in the local business environment
such as the onset of recession or currency devaluation, etc. Businesses are able to respond and adapt quickly to these changes when authority
is decentralized.
Retail businesses like Walmart and hotel chains often benefit from having a decentralized style of management. Businesses, where quick
decisions amidst fast–paced changes in environment are the order of the day, stand to benefit from decentralization.
Disadvantages of Decentralization
Too much emphasis on localized way of taking decisions may end up blurring the bigger picture. As you go down the corporate ladder,
employees seem to lose sight of the organizational vision.
A highly decentralized organization can be the battleground for unhealthy competition between local managers leading to lack of co–operation
and coordination. As a result, interdependent functions may suffer and resolving interdepartmental conflicts is difficult when authority has
been delegated. In addition, there is costly duplication

DELEGATION AND CONFLICT
HELEN ARIWODO
PRAIRIE VIEW A & M UNIVERSITY, COLLEGE OF NURSING
LEADERSHIP & MANAGEMENT PRACTICUM
NORTH CYPRESS MEDICAL CENTER
NURS 4292
DR. SULE EJIM
MARCH 23, 2017
Delegation
One of the most commonly practiced methods for providing care for patients in a timely manner is the use of delegation in the provision of
patient care. Delegation is the act of assigning specific activities to another person in which the person gains responsibility but not
accountability (Yoder, 2015). Delegation is the process of organizing responsibility to those that can complete the given task.
Usually, delegation requires clinical judgment, responsibility, and accountability for patient care. In order for a nurse to delegate a task ...
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Even though they both seemed complicated, they were both resolved in a professional and timely manner and did not escalate into a bigger
problem. The nurses also used a chain of command to handle the situation.
References
Developing Delegation Skills. (n.d.). Retrieved March 20, 2017, from
http://nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol152010/No2May2010/Delegation–
Skills.html (2011). 5 Styles of Conflict Management & Resolution in Nursing. Retrieved March 18, 2017, from
http://www.americansentinel.edu/blog/2011/07/27/nursing–strategies–common–tactics–for–managing–conflict/
(n.d.). NORTH CYPRESS MEDICAL CENTER – North Cypress Medical Center. Retrieved March 20, 2017, from https://www.ncmc–
hospital.com/
Roy, Vita. "Managing Resource–Related Conflict". Journal of Conflict Resolution (2016): 002200271666920. Web.
Yoder,–Wise, P.S. (2015). Leading and Managing in Nursing (6th Ed). St. Louis:

Nursing Delegation Paper
Nursing Delegation: A Professional Challenge
George S. Diaz
Chamberlain College of Nursing
NR–103: Transition to the Nursing Profession
September 20th 2017
Nursing Delegation: A Professional Challenge
The purpose of this paper is to prove delegating effectively will provide positive patient outcome, but if done ineffectively can lead to errors
resulting in patient harm or death. Nursing delegation brings upon a shared responsibility to the tasks at hand to those who can do the
appropriate work. The one who will delegate or prioritize tasks must be knowledgeable, skilled and competent in knowing their staff.
Delegation consists of knowing the team members scopes of practice and appropriately assigning tasks for those in the team to complete in a
given situation. Delegation entails knowing who can be delegated what task, proper communication of said task, and more importantly follow
up of assigned task. In nursing, delegation requires the nurse to have knowledge of what he/she can delegate and to whom they can delegate.
Effective delegation requires clear, concise and direct orders. Delegation is not as simple as giving out an assignment/task to be done. All
licensed providers have an understanding and are responsible to adhere to policies given to them designated by state governmental
jurisdictions or by hospital protocols. The ... Show more content on Helpwriting.net ...
These tasks include the following: right task, right circumstance, right person, right directions and communications, and last right supervision
and evaluation. It is important to know what task can be delegated and what must be done by you. It is important to understand if the task can
be done by a delegatee. It is important the delegatee is allowed to perform the specific nursing activity, skill, or procedure being delegated.
This is the key in preventing poor patient outcome, (National Guidelines for Nursing Delegation,

Delegation & Decentralization
DELEGATION Delegation is an integral component of the organizing process. Since manager is responsible for the performance of such a
large variety of tasks, activities and functions that he cannot perform them all by himself, he assigns a part of work to his subordinates. In
doing so he keeps with himself those tasks and functions which he consider crucial to his goal accomplishment and transfer to his
subordinates less important work which he need not to do himself. It is through this process of assignments of task and activities to his sub
ordinates that he can devote his time, energies and attention to the basic managerial functions of planning coordinating and controlling. The
next logical step in the delegation process is the ... Show more content on Helpwriting.net ...
If there is need for additional training the supervisor or leader will have to make arrangements for training the employee before the task can be
delegated to him. Determining training needs is an essential aspect of the delegation process so as to enable the employee to perform well and
complete the task successfully. 3. The employee who is to be delegated the task must be well informed about: 1. the goal or objective of the
task, 2. the results to be achieved, 3. performance standards required, 4. quality standards to be observed, 5. the importance and relevance of
the task and 6. the exact procedures to be followed. 4. The next step in the delegation flowchart requires that the leader or the supervisor take
an inventory of the resources that are needed for the successful completion of the task to be delegated. If ample resources are not available, the
required resources should be procured at this step. 5. With all this done, the duties and responsibilities for the task can be delegated. Also, it's
important to establish timelines and deadlines for the task after discussing the same with the employee to whom the work has been delegated.
6. The delegation process doesn't end right here, there is one more important thing to do before the delegation process can be considered as
complete.

Principles of Delegation
Principles of Delegation Introduction Delegation is giving authority to someone else to conduct specific functions. It is also important in the
same context to ascertain that each midwife is responsible and accountable for their own practice. Therefore, a midwife delegating any
functions is accountable for their decision to do so. The delegator is responsible or accountable for making sure that the delegated function is
in order and that the necessary structures are in place for that person. In addition, the midwife to whom function has been given is also
responsible and accountable to perform the delegated function appropriately. The midwives both delegate and delegated need to apply critical
thinking that involves use of knowledge, skills and values so as to make critical decisions that will positively impact patient care. Critical
thinking process therefore uses clinical and professional judgment in all aspects of midwife judgment, and is critical in the delegation to others
care of patients. Midwives must be constantly aware that in delegation, they retain accountability for the results of the process and this cannot
be delegated. Therefore, the midwife delegator, is supposed to be available while the task is under way or if not they should have the ability to
direct the process through optional means of communication either written or verbal or both. Discussion One of the most important principles
of delegation is that it must be done in the best interest of

Health care facilities are institutions which provide numerous types of care and in order to provide care to patients there has to be individuals
willing and eager to pursue careers in the medical fields. We know that there are a variety of physicians associated with medical facilities and
there are also different types of nurses residing in these settings. The duties or roles of these nurses differ in many ways; but the main goal is
to provide the best patient care possible. The understanding of the responsibility, authority, and accountability related to delegation is essential
in the nursing care process (Mueller & Vogelsmeier, 2013). I hope to be able to show how the statutes related to the Nurse Practice Act in the
State of Nebraska can

Nurse Delegation In Nursing
Delegation is an essential nursing skill. In today's health care system, delegating part of your responsibility is essential because of the shortage
of nurses and the increasing numbers of people becoming sick. The use of delegation is regulated by the State "Nursing Practice Act", the
National Council of State Board Nursing and the policies and procedures of the organization the nurse is working for. Some will define
delegation as a transfer of competence from a nurse to another nurse or Assistive personnel, others will say, it is the distribution of work
among personnel. It is the process of transferring the authority and responsibility to another team member to complete a task while retaining
the accountability (ATI). In nursing, delegation ... Show more content on Helpwriting.net ...
According to ANA and NCSBN (2015), "There is both individual accountability and organizational accountability for delegation" (3).
Organizational accountability relates to policy and procedure in place developed with the active participation of nurse and recognizes
delegation as a professional right and responsibility (ANA, 2005). The responsibilities of the organization extend to provide resources to
ensure sufficient staffing, education, and training of the staff, and the documentation of all staff competencies made available to the nurse
(ANA and NCSBN, 2015, p. 6). On the same note, the nurse is liable for the completion of the task, the safety of the patient and the
prevention of factors that hinder the delegation. The nurse role is to serve as the patient advocate to provide the care required based on the
nursing standards that will meet the patient outcome, provide satisfaction and safety. Safety concerns associated with delegation arise from the
concept of handing down tasks to subordinate with the responsibility of performing it on your behalf. To rule out safety concerns, the nurse
most demonstrate her accountability through the evaluation stage of delegation by analyzing the different steps of a delegation, assuring that
the five rights were followed. The surveillance and monitoring of the

Barriers to Effective Delegation
Introduction
Managers frequently complain that they have too much to do and too little time in which to do it. Unchecked, this feeling leads to stress and
managerial ineffectiveness. In many cases, managers could greatly reduce their stress by practicing a critical management skill – delegation.
Delegation is one of the most important management skills. Good delegation saves the time, develops the subordinates, fosters a successor
and motivates. Poor delegation will cause frustration, de–motivation and failures to achieve the task or purpose. Although it is easy to
recognize the benefits that accrue from delegation, many managers still resist actually doing it – why? This article will identify what
delegation is, the common barriers to ... Show more content on Helpwriting.net ...
Actually, the best way to be promoted is to train your replacement. In this way, a supervisor can take a new position or volunteer to take on
more challenging tasks without a loss in productivity. So it is obviously that delegation improves productivity but not makes supervisors out
of their job.
1.6 No Confidence in Team Members
Some supervisors resist delegation because they don't have faith in their team members. . In this case, supervisor should be sure that he
himself does know the capabilities, potential, and limitations of each member so that he could select the most appropriate person for each task.
In addition, supervisor should make sure that they have adequately prepared the team members for the tasks they assign. The more prepared
they are, the less worried supervisor will be.
Supervisors are not the only one that may be wary of delegation. The team members may also have some anxieties of their own. Next, we will
elaborate several barriers to delegation from the employee.
2. Barriers Related to Employee
If supervisors understand their team members' trouble to accept delegated tasks, they can help them realize the benefits in delegation. Once
they begin to succeed, they will be more willing to take on additional responsibilities that supervisors delegate. Here are 6 common barriers
posed by team members.
2.1 Time Consuming
Some of the team members may feel that they are already

THE ART OF DELEGATION Essay
There is a limit to the amount of work that you can do on your own. There is only so much value that you can deliver to your company or
organization without the help of other people. If you are successful in your career, at some stage the demands on you will become greater than
you are able to cope with on your own. When this happens, you are forced to rely on the help of others, you are forced to delegate. Delegation
is a process by which a manager examines the various responsibilities and tasks at hand, and rather than assuming and completing those tasks
and responsibilities on his or her own, that manager decides to assign the work to other employees. Effective managers must be willing to
entrust a task, power or responsibility to ... Show more content on Helpwriting.net ...
Each policy advisor then has an administrative assistant to whom he or she can further delegate tasks if warranted. If not, the administrative
assistant is responsible to assisting the policy advisor in completing the task in order to satisfy the needs of the constituent or Arkansas citizen.
The process within our office illustrates how delegation is the downward transfer of formal authority from superior to subordinate. We all
realize that delegating involves working with an employee to establish goals, granting them sufficient authority and responsibility to achieve
the goals, often giving them substantial freedom in deciding how the goals will be achieved, remaining available as a resource to help them
achieve the goals, assessing their performance (the quality of their effort and attainment of the goals), addressing performance issues and/or
rewarding their performance.
Delegation is primarily about entrusting your authority to others. This means that they can act and initiate independently; and that they assume
responsibility with you for certain tasks. One of the main phobias about delegation is that by giving others authority, a manager loses control.
Even when you delegate the work, you still maintain the accountability. Ultimately, the supervisor retains responsibility for the attainment of
the goals, but

Nurse Delegation
Under the regulations of the California Nurse Practice Act, a Licensed Vocational Nurse has the ability to delegate tasks to unlicensed assisted
personnel (UAP) according to individual facility policy. Delegation as stated in Hill & Howlett is defined as, "transferring the authority to
perform nursing duties that are in the job description of the LVN charge nurse." Prior to carrying out this important nursing duty, it is
important for the LVN to recognize the difference between assigning tasks and delegating tasks. As explained in an article in the Journal of
Nursing regulation titled; National Guidelines for Nursing Delegation. Assigning tasks would involve performing "routine care, activities, and
procedures that are within the authorized scope or practice of the LVN or part of the routine functions of the UAP. Delegating tasks on the
other hand is defined as "allowing a delegate to perform a specific nursing ... Show more content on Helpwriting.net ...
Providing care to clients is more complex than just providing care. It requires the use of the nursing process, knowledge in what to do with
that process as well as being able to adapt and comply with the continuous changes in rules, regulations and standards of care in health care. If
all of those factors are not enough, let us not forget about the changes in the evolving nursing workforce. Many factors will influence the
ability to comply with all regulations and standards. As stated in the National Center for Health Workforce Analysis report from December
2014. Some factors include: "population growth, aging of the population, overall economic conditions, aging of the nursing workforce, and
changes in health care reimbursement. Therefore, delegation should be used as a tool in helping the licensed nurse, as it plays a vital role in
being able to provide appropriate nursing care to the highest

Delegation in Nursing
A Discussion of Various Perspectives on Delegation in Nursing Jessica Abbott University of Central Florida ABSTRACT: Delegation refers to
the practice of a registered nurse assigning certain tasks and activities to other people while still maintaining responsibility for the actions of
the others to whom responsibility has been delegated. The act of delegating assumes that the delegator has a certain amount of trust in the
person to whom they delegate. Additionally, quality communication is paramount in maintaining superior patient care when delegating tasks
to others. One signifigant obstacle to delegation is ensuring that the proper tasks are delegated to the appropriate individuals. The
organizational structure and leadership ... Show more content on Helpwriting.net ...
Resha 's qualms about the particularities of the implementation of delegation don 't detract from her general support for the practice of
delegation as such. Statement of Counter View The main argument against the practice of delegating nursing responsibilities is that
organizational structures often fail to ensure that the people receiving the delegated responsibilities are qualified to accept the delegation.
Resha (2010) discussed this to some extent, but believed that the practice on the whole was worthy. However, it could be argued that by its
very nature, delegation creates a discrepancy between the person performing a nursing action and the person responsible for that action. This
could have negative consequences on quality of care, because if a nurse isn 't responsible for her own actions, then she may perform her role
less effectively than she would if she had to take responsibility for her performance. As Reising and Allen (2007) write, delegation may be
encouraged as a way to decrease costs and deal with low staffing levels, but it can also put the organization at increased risk for law suits if
carried out improperly. Both aspects of this warning are instructive. First, Reising and Allen seem to suggest that delegation primarily emerges
as a result of practical considerations

Rules Of Delegation
Rules of Delegation
In the Texas Board of Nursing "Rules and Regulations" chapter 224 and 225 explain what an RN should delegate and what can be delegated in
certain situations. There are five rights of delegation including the right task, right circumstance, right person, right direction and
communication, and right supervision. These five rights must always be considered before any sort of delegation can occur.
Chapter 224 gives rules on delegating tasks to unlicensed assistive personnel (UAP) in an acute care setting. This involves patients who are
unstable and unpredictable. The RN is responsible for assessing the nursing needs of the patient, creating a plan of action, implementing the
plan, and evaluating the patient's response. The initial assessment must always occur prior to any delegation. After the assessment is done, the
nurse must consider the five rights of delegation to make sure he/she is delegating appropriately. Competency of the ... Show more content on
Helpwriting.net ...
With a stable patient the nurse may delegate insertion or irrigation of a urinary catheter, ventilator or tracheal care, care of broken skin with
low risk of infection, and administration of medication orally, via permanently placed feeding tube, sublingually, topically, vaginally, or
rectally. Insulin may be delegated to a UAP caring for a stable patient, but it is very carefully monitored. An RN must be on call and available
24 hours every day, teaching about the medication must be provided to the UAP and patient, written instructions must be left for the UAP, and
the RN must be able to make supervisory visits to the patient's location at least three times in the first sixty

Delegation Paper
Delegation Paper
Delegation Paper
The definition of delegation, according to the medical–dictionary.com, is delegation of Administrative authority responsibility transfer to a
person of lower license from the person of higher license, while remaining responsible for the actions of the outcome. The RN must have trust
and confidence in the team members they are delegating to be able to delegate effectively and with minimal stress for themselves (Harris,
2007).
With the determining of competence and appropriateness of the task to be delegated, there are many things to consider. According to the
nursing practice act, the RN is authorized to delegate to lower licensed staff with ongoing supervision to help patients receive a quality ...
Show more content on Helpwriting.net ...
The RN must be available for questions and guidance after the staff receiving the delegated patient has accepted the task.
With the right supervision, the lower level staff member should report back to the RN in a timely manner with all progress or the patient
needed more care than lower level staff member could provide. Communication is an important part of the delegating process with the
completion of each task in a timely manner. The RN should be able to complete other tasks, which can be only completed by them, in a timely
manner. The lower level staff member should be held accountable for the work performed with positive and guidance with other aspects that
need growth. With the constructive criticism, it provides both bases for the RN and the staff member to understand the ability of that particular
person [ (Quallich, A Bond of Trust Delegation) ].
With any kind of delegation, there are still barriers. Nurses who are not confident with their own skills may feel that delegating diminishes
their role as an RN and can cause burnout. This causes an ineffective environment for handling care efficiently for good health care. RN's
need to have delegation teaching to ensure they are able to do the appropriate tasks that cannot be delegated. RN's should have skills that
allow them to implement a

Delegations in Nursing
As a supervisor in my facility it is not uncommon to be asked to float a staff member to another area within the hospital due to staffing
shortages. Two weeks ago, I was approached by my director to do just that. However, in this circumstance, I felt the request was inappropriate.
The radiology registered nurse had more tasks to accomplish than normal and had requested that one of my nurses, a former radiology nurse,
insert PICC lines for the afternoon. My nurse had been in the cardiology department for three years and had not placed a PICC line since
leaving the radiology department. In my facility, it is a requirement that the nurse place a minimum of five PICC lines a year to be deemed
competent, so from my perspective, my nurse was fifteen lines too short. However, in an attempt to make every effort to assist the radiology
nurse, I approached my nurse to verify how long it had been since she had placed a PICC line. Much to her surprise, it truly had been way too
long. Despite this fact, she still wanted to help with the line placements. In an attempt to protect my nurse from practicing outside of her scope
and to protect myself from delegating tasks to an incompetent nurse, I refused to send the nurse. I did, however, offer to send her for training
for future possibilities of assistance. This scenario is not an uncommon possibility for the nursing practice. Nursing is a sophisticated
profession that is constantly changing and requires specialized training and

The decision–making process of delegation incorporates critical thinking and clinical decision making; it is a process that requires skillful
nursing judgement (Huber, 2014). Key issues to consider with this patient include: what is in the best interest of the patient, the delegate's
level of experience and understanding, and unique characteristics of the patient's needs at this time. I recognized two problems in this case.
The patient's diagnosis, and lack of verbal communication with James, could indicate characteristics of her emotional status, and the need for
humanizing nursing communication. James's lack of experience with surgical mastectomy patients, compounded by his unfamiliarity with the
hospital's process, would indicate he may

Errors Of Delegation In Nursing
In any professional practice, it is easy to become overwhelmed with the amount of work required on a daily basis. If you hold a higher–level
position, in addition to the regular required care, you are often also given added many tasks to take care of that you may not always have time
for. Although nurses in the past have not considered delegation a skill to be learned, it is now considered crucial not only to learn how to
delegate, but also to learn common errors and obstacles that can arise.
Delegation is defined as "transferring to a competent individual the authority to perform a selected nursing task in a selected situation"
(Joseph, 2014, p. 242). This skill is important for nurses to acquire because it can help them to balance their workload and save time on
treating their patients effectively. However, it is important that the delegate is capable of the task given and that there is effective
communication between the delegate and the ... Show more content on Helpwriting.net ...
Common errors in delegation include under delegation, over delegation, improper delegation, and upward delegation (Joseph, 2014). If a
manager is doing all of the work him or herself, believing it's better because they know what they're doing, they may be under delegating. On
the other hand, if they are apprehensive about doing their own work or would prefer to do as little work as possible, they may be over
delegating their tasks to their underlings. Improper delegation would be a task delegated "at the wrong time, wrong person for a wrong
reason" (Joseph, 2014, p. 243). If a manager were to delegate a task to a nurse outside of their capabilities or at a time when they are unable to
complete it, it would be considered improper delegation. Lastly, there is upward delegation, which would be when a nurse delegates a task to
someone who outranks him or

Delegation In Delegation
Delegation is very important to utilize when a manager is trying to accomplish a task when they cannot do it themselves. Delegation is mostly
used to give someone with authority to assign designated task to another person. However, the person that is delegating the task still assumes
responsibility to make sure that the task gets completed. For example, when the manager delegates a task to you, he or she is likely still
responsible for making sure that task is accomplished. With delegating, an attempt is being made to have meaningful participation and
cooperation from the staff for achieving the required goal. When delegating responsibilities of the manager are reduced. As a result, he or she
concentrates on more urgent and important matters. ... Show more content on Helpwriting.net ...
I believe that managers should put in valued effort to get some of that empowerment feeling into their staff, where staff will see things with
managerial eyes, sometimes managers can over delegate to their staff. I believe that delegation is given in either or depending on the task and
staff. To delegate means to choose or elect a person to act as a representative for another. To empower someone means to give power or
authority to someone else (Gordon & Barry 2009). To delegate something to someone is to only give them enough leash to act on your behalf
as you would for yourself (Gordon & Barry 2009). To empower another means you give them enough power and authority to act on their own
behalf. In both delegations and empowerment the manager is giving the staff the authority to perform a task. Empowering delegation can
improve decision making. It can be used to improve the quality decision making by bringing to allow more information, closer to the source
of the problem, than the manager has alone. A staff member can be a source of information waiting to share with their manager. Delegating
task to those that have direct access to relevant information can enhance efficiency as well as

Effective Delegation In Nursing
Delegation is one of the most complex skills a nurse leader has to face. It requires great judgment (high critical thinking) skills for patient
care. Effective delegation is based on one's state nurse practice act and an understanding on the concepts of responsibility, authority, and
accountability. (as cited by Weydt, Alice, May 31, 2010) The North Carolina State Board of Nursing stated in one of their official Nursing
Bulleting Publication, that nurses are required to provide safe competent nursing care, meaning that all decision related to the delegation of
tasks activities must always be grounded in the protection of the public and the provision of safe competent nursing care. (as cited by
Winstead, Joyce, winter 2013 bulletin). To ... Show more content on Helpwriting.net ...
An effective communication between management and nursing is crucial for an excellent patient outcome without potential care risks. Clear
and very specific guidance related to the daily care responsibilities is important to avoid mistakes. A common mistake relay in the assumption
of instruction clarity, any unclear little detail could end in harm to any patient under the nursing care. The third step involved supervision and
monitoring nursing care performance, important to assurance compliance with standard of practice of the healthcare facility. Factors as:
incorrect care performance, inappropriate time frame care, and lack of attention in patient condition changes put in danger the life of the
patient and the quality of care. Close attention to those details using direct or indirect supervision help with the outcome and security blanket
to protect the integrity of our service. The last step is the evaluation and feedback where the leadership is responsible to evaluate the quality of
the nursing performance. Question that need to be answer are: do the patient care plan in effective, do outcomes are safe with quality service,
do modification for patient care are in place. These types of questions provide the guidance to proof if delegation process is safe and sound or
if modifications need to be in

Essay On Delegation In Nursing
Reyes, J. A. (2016). Nursing Delegation Guidelines for Nurses and Advanced Practice Nurses. Iowa Board Of Nursing Newsletter, 35(3), 1–4.
This article discusses about the process of nursing delegation. For the process of nursing delegation, it must have strong communication,
empowered staff, and organizational support. The guidelines identify 5 rights of delegation, which include right task, right circumstances,
right person, right direction & communication, and right supervision & evaluation. When a delegator, such as a nurse, delegates, they will
remain responsible for the tasks that were delegated. Delegation of an action/task is done based on the patient's safety and their quality of care.
Following the process enables a nurse to appropriately delegate to benefit the care of the patient.
Weydt, A. (2010). Developing delegation skills. Online Journal Of Issues In ... Show more content on Helpwriting.net ...
It points out the differences of delegation and assignment. Delegation is about giving a task to someone from the scope of practice of the
person who's delegating. Assignment is described as giving someone a task that is within their scope of practice. To have successful
delegation, there needs to be good employee relationship and communication. A unit base scenario is when nurses are delegating tasks to
various UAPs who are at the same time are completing other delegations from nurses. There is lack of communication and poor delegation
skills in a unit base scenario. Delegation with pairing, is about having one person that they're able to delegate to. With pairing, the nurse
during a shift will have one designated person whom they'll delegate to. Partnering is the best way for delegation. Partnering allows for
organized delegated patient cares. In partnering, a nurse is only delegating to one UAP, where they'll be together every shift they work. Being
partnered with the same person UAP builds trust, strong communication, and meets delegation

Nurse Delegation Essay
Delegation is transferring to a competent individual the authority to perform a selected nursing task in a selected situation. (The National
Council of State Boards in Nursing, 1995). Registered nurse may delegate a task or elements of care within her scope of practice, and the
delegation may be made to a licensed practical nurse or nursing assistant. The Nurse Practice Act regulates and provides the requirements for
legal delegation (Neumann, 2010). Nurses accountable for the nursing processes and outcomes of patient care, and can't delegate it. They are
the team leaders, which requires management and delegation skills. Delegation is one of the crucial aspect in effective teamwork; therefore, it
is very important for nurses to lean and improve their delegation skills. To delegate successfully nurses need to follow five main rights of
delegation:
The right task.
The right circumstances.
The right person.
The right directions/communication.
The ... Show more content on Helpwriting.net ...
Some nurses lack self–confidence and trust, the other ones consider it more time consuming; therefore, they prefer to carry out tasks
themselves. It is not easy to delegate, it is difficult leadership skill. However, to maintain high quality of care nurses must delegate routinely
and effectively. Delegation is a skill that can be and needs to be learned. There is not a lot of studies were done on delegation. Nordic Journal
of Nursing Research & Clinical Studies published artic about delegation which was based on study conducted in 2005. According to
Kærnested and Bragadóttir, "The purpose of this study was to identify the attitudes of registered nurses (RNs) towards delegation, their
preparedness to delegate effectively, and to determine whether attitude and preparedness are related to age, experience, education in
delegation, workload, and job satisfaction". The participants of this study were RNs from five acute care medical

Delegating Responsibility Essay
Learning Team Skills Exercise
This week, the Learning Team read and discussed the Skills Exercise at the end of Chapter 10 in the text. This exercise deals with learning
how to delegate, or assign authority, to another person in order to carry out specific duties. In other words, delegation allows employees to
make decisions. This is a summary of the points we covered:
The first behavior discussed deals with clarifying the assignment. The situation in the scenario is far too often a common occurrence in the
daily functions of work. Ricky Lee did the right thing by getting approval from his boss Anne Zumwait before passing the assignment to Bill
Harmon. Ricky now understands that reassigning the project to Bill means that ... Show more content on Helpwriting.net ...
In this case, Rick the manager, has previous responsibilities he has to achieve and has to make a decision on how to get his next task from his
boss completed the best way possible. He must relay particular information from his boss to Bill to assure this task meets Anne's projects
credentials. As stated above there are pro's to this procedure but also a very important con. If the information that Rick supplies Bill with is
inaccurate or not fully described the whole project can go awry.
Obviously the project has been clarified and specified to Rick. All the requirements have been set and also allow him to participate, another
delegating technique, in the decision to incorporate other qualified employees, which is Rick, to accomplish the project's achievements. If he
does not inform Rick appropriately with all the different parameters Anne has described this could fall back on Rick. Therefore he must
discuss all the requirements to his subordinate precisely. As a precaution he also tells Rick what has been delegated to him so he knows the
importance of the task at hand. Anne has established a feedback channel with Rick which allowed him to acquire Bill to complete the project
successfully. It is Rick's job to follow the same delegating techniques with Bill so there is an understanding. This includes an agreement with
Bill on certain requisites which

Executive Level Leader's Use Of Delegation Analysis
Explain three principles that should guide an
Executive Level leader's use of delegation.
1. Choose what tasks you are willing to delegate.
Executives should be using their time on the most critical tasks for the business, and the tasks that only they can do. Delegate what you can't
do, and what doesn't interest you. You should have surrounded yourself with the best employees, so make use of their talents. For example,
non–technical types should consider delegating IT solution based ideas to the IT department, and let them present you with solutions.
Marketing ideas that need to be thought out from many social angles, should be given to an individual or department that is gifted in creative
thinking.
2. Trust those to whom you delegate.

Delegation
Employees are the most valuable resource for the organization. Managers can work more effectively by empowering employees who perform
delegated jobs with the authority to manage those jobs. Successfully training gives the employees the skills, experience, and the resulting
confidence to develop themselves for higher positions. Good delegation provides better managers and a higher degree of efficiency. The
objective of delegation is to get the job done by someone else. Not just the simple tasks of reading instructions and turning a lever, but also the
decision making and changes which depend upon new information. With delegation, the staff has the authority to react to situations without
referring back to you.
Delegation authority from ... Show more content on Helpwriting.net ...
They think that if they ask a lot of questions about an assignment you'll think they are not bright enough to handle it.
3. Instead, when you delegate, ask the employee to write you a brief memo outlining his or her understanding of the job.
Leading refers to the management process of providing direction and involvement in every area of the organization's development. The
leading function provides them with a support system to ensure their success. Leaders are always there for the staff, not the staff for the
leaders. Leading involves vision–the understanding and articulation of the mission and culture of the organization in a way that empowers the
people. Leading involves delegation–the assignment of responsibility and authority to persons so that they might lead within the organization.
Leading involves motivation and coaching–the inspiration and encouragement of people to accomplish their assignment. Leading involves
coordination. It maintains a network of relationships among the people of the organization. Leading involves service. Leaders make a
commitment to the well being of the organization, the achievement of its mission, the development of its people and the impact it has on the
community in which it serves. It is important to note that power and authority are given by the organization (by its people) to be given to the
people to enable them to carry out their assignment. The leader is there to serve the follower. It is not unusual to hear the

Delegation In Nursing Essay
According to the National Council of State Board of Nursing (NCSBN), "Delegation is the act of transferring to a competent individual the
authority to perform a selected nursing task in a selected situation, the process for doing the work. Assignment describes the distribution of
work that each staff member is to accomplish in a given time period" (NCSBN, 2005). The nurse retains accountability for the delegation.
According to the regulation of NCSBN, the nursing assistants should receive adequate basic training that includes, how to perform as a team
member, how to receive delegation and accomplish the assigned task. They will be certified upon completion of the required training and
passing the competency exam. As nurses we need the assistance ... Show more content on Helpwriting.net ...
Four years ago, I worked in a Skilled Nursing Facility for about eight months and held a position of the Supervisor at night shift. While I was
getting my orientation, I watched the attitudes of the Certified Nursing Assistants (CNAs) and some Licensed Vocational Nurses (LVNs). I
was afraid that I may not be able to work with them. They were rude, talk back, and would not care for losing the job. They would show up
late and would not care for getting the write–ups. They would call in every weekends. When I start working independently, I tried to make a
friendly relationship with them, I would bring food for them every night, and give them incentives from out of my pocket for doing the nice
job or, for working hard in the shift when I had short of staff. I would help them with turning and repositioning the patients and taking their
vital signs. I applied my firm and polite behavior alternatively. In a few days, I noticed their attitudes were changed. They started supporting
me, and listening to me. When I left the facility, for a different position in a hospital, they were all very sad. They told me, "please come visit
us, we will miss you". Delegation is a skill that is learned overtime with experience. It is a management tool that should be used effectively. In
a successful delegation, a two–way communication, initiative, appreciation and willingness to help each other is very important. It helps in
building trust and a

Delegation in Business Organizations
Delegation is the assignment of authority and responsibility to another person; normally from a manager to a subordinate to carry out specific
activities. It is one of the core concepts of management leadership. The delegated person remains accountable for the outcome of the delegated
work.
But how important is delegation and what role it plays in the success of business organization ?
Delegation empowers a subordinate to make decisions; it is a shift of decision–making authority from one organizational level to a lower one.
Delegation is very important in business success; if properly done can save money and time, help in building skills, and motivate people while
poor delegation, on the other hand, might cause frustration and confusion to all the involved parties. Being the delegated self motivated, it
pushes him from inside to give more to the company and accept more tasks to improve his ability to be an ideal employee and builds a strong
community in company in general and between the manager and his delegate specially. It is a way of strengthen the loyalty of the delegate.
Delegating frees up managers to tackle the truly important aspects of business project. It saves time as it allows concentrating on the on the
big picture of the project instead of wasting time on small details. Training someone will involve more time in the short term which saves in
future working hours for a manager. It's an investment in the future that will pay compound interest.
Additional

Employment and Delegation
In the scenario given there were five behaviors of delegation used. They were: clarifying the assignment, specifying the employee's range of
discretion, allow the employees to participate, inform others that delegation has occurred, and establish proper feedback channels. In this
paper, each behavior will be discussed as used in the scenario, and will give specific detail of how we as managers would have handled the
delegation. Clarity of the assignment, is providing clear expectations of an assignment with details, deadlines, an audience, and the importance
of the assignment being done on time. This is the first step in the delegation process of the project. If we ask someone to complete one of our
assignments, we would want to ... Show more content on Helpwriting.net ...
I remember an old saying form a manager I had who would say, "inspect what you expect!" We are tasked to ensure what we empower our
workforce to accomplish is completed the way we expect it to be done. However, if we do not adequately communicate our expectations to
the employee, than how will we be able to hold them reliable for the job. Now, am I saying we should micro–manage? Never! And i'm sure no
body wants to spend time micro–managing. What we do want to ensure though is task completion and work from a decentralized form of
management so the employee doesn't get frustrated in their job. Bottom line, we empower people everyday, the question is how much do we
trust them?
"Allow the employee to participate." We have that found the employees participation is the best means to empower them not only in their job,
but it gives them personal satisfaction. Now, this can be somewhat dangerous because you never want to give them an unchecked decision
machine. As the section mention, you allow the employee to participate in that decision and then a set limit of authority is transferred to them
for the project. We know, from experience that you must maintain that channel of communication with the employee so to keep them on the
right

Delegation : A Complex Process
Delegation According to Weydt (2010) Delegation is a complex process in professional practice requiring sophisticated clinical judgment and
final accountability for patients' care. Registered Nurse are always responsible to delegate when it come to the patients care .in order to deliver
the high quality of care and reach the best outcome for patients it a responsibility of registered nurse to assess patient and find out they need
,level of independence then designate the perfect care giver . Effective delegation is not benefit only the patient but even staff. If you assign
appropriate staff to the appropriate patients. It bring staff satisfaction, improve quality of care and patient safety. According to Weydt (2010)
the variability and complexity of each patient situation requires RN assessment to determine what is appropriate for the LPN, nursing
assistant, and/or other assistive personnel, or even another RN, to perform. Then use the five right of delegation to assign appropriate patients
and task to the staff. When doing delegation Register Nurse use critical thinking making sure that, all assignment is right task, right under
right circumstances, to the right person, with right direction and communication and under the right supervision and evaluation. (ANA) As a
charge nurse and a leader I have been practicing by using critical thinking and professional judgment to make sure that I'm making the right
delegation and right task to the staff who work under

The Delegation is Here
Ms Loren stood in front of a single elevator illustrating an "out of service" sign. Ms Loren glanced at the notice and questioned the Bellman,
"It's not working?" as she pointed to the elevator. "No, Ma'am. It has not operated in years. Parts are impossible to find. Everyone takes the
stairs. Good exercise," retorted the Bellman. Coach Russell walked in front of Ms Loren, and took the first step up to address the students,
"Okay, everyone. Looks like we got some climbing to do. Thankfully, we're all on the third floor." Coach Russell begun heading their up
towards the guest rooms. "Students, you heard Coach Russell," Ms Loren addressed with a hint of spite saying Coach Russell. She had been
with Minister Mike longer than him, yet Coach Russell took control of most situations. Coach even blocked her from the students view. This
was not tolerable in her book. Ms Loren approached the stairs with vigor. Ms Loren wanted a word with him away from the others. "Giselle,
Let's not delay the Ambassador," said Minister Mike to his wife as Giselle stayed behind with Daniel at the front desk. "Michael, I want to get
a list of the student's rooms, and Daniel wants to make sure the billing is in order," replied Giselle. "Okay. Just don't take all day, you two,"
Minister Mike proclaimed upon reaching the first step, as he headed upwards with the majority of his students and chaperones ascending with
him. Giselle heard her husband say, "Russell, I need a moment with

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