this is about delegation

2. DELEGATION- DEFINITION-
• According to American Nurses Association:
Delegation is defined as: “The transfer of
responsibility for the performance of an activity
from individual to another while retaining
accountability for the outcome".
• According to the National Council for State
Boards of Nursing (NCSBN) 1995 Delegation is
defined as “transferring to a competent
individual the authority to perform a selected
nursing task in a selected situation.”

3. • According to Sullivan & Decker, 2001 Delegation is
defined as “Responsibility and authority to perform
a task, function, activity, or decision is transferred to
another individual who accepts the responsibility
and authority. The delegator retains accountability
for the task.”
• Definition -Delegation Achieving performance of
care outcomes for which you are accountable and
responsible by sharing activities with other
individuals who have the appropriate authority to
accomplish the work (Yoder-Wise, 2008).

4. DIMENSIONS /ASPECTS/ELEMENTS OF
DELEGATION
• Assignment of duties and tasks:
• Grant of authority, power, right or permission
• Creation of obligation or accountability

5. 5 RIGHTS OF DELEGATION
• Right task:
• Right circumstances:
• Right person:
• Right directions and communication
• Right supervision and evaluation

6. PRINCIPLES OF DELEGATION
• Principle of Delegation in terms of expected Results:
• Principle of Competence
• Principle of Trust and confidence
• Principle of Adequate authority for the Responsibilities
• Principle of Unity of Command
• Principle of Absolute Responsibility
• Principle of Adequate Communication
• Principle of Effective control
• Principle of reward
• Principle of receptiveness

7. PROCESS OF DELEGATION
• Define the task (Confirm in your own mind that
the task is suitable to be delegated. Does it meet
the criteria for delegating?)
• Decide on the delegate
• Determine the task
• Reach an agreement
• Monitor performance
• Provide feedback

8. STRATEGIES FOR EFFECTIVE
DELEGATION
• Plan ahead
• Identify necessary skill and levels
• Select most capable person
• Communicate goal clearly
• Empower the delegate
• Set deadlines and
• monitor progress
• Model the role:
• provide guidance
• Evaluate performance
• Reward accomplishment

9. DELEGATION GUIDELINES FOR NURSES
• The nursing profession defines and supervises the
education, training and utilization for any assistant
roles involve in providing direct patient care.
• The RN takes responsibility and accountability for
the provision of nursing practice.
• The RN directs care and determines the appropriate
utilization of any assistant involved in providing
direct patient care.
• The RN accepts aid from nursing assistive personnel
in providing nursing care for the patient.

10. ADVANTAGES OF DELEGATION
▫ Delegation permits the subordinates to enlarge
their jobs , to broaden their understanding and to
develop their capacity
▫ Delegation raises subordinates position in stature
and importance and increases their job
satisfaction
▫ Improved Quality of Work
▫ Personal benefits
▫ Delegation serves as a vehicle of coordination.
Various levels of organization are used
appropriately.

11. DISADVANTAGES
• • Managers lack the motivation or knowledge to
delegate effectively
• • Many managers believe that "if you want it done
right, you have to do it yourself”
• • Lack of trust in subordinates, fear of being seen as
lazy, reluctance to take risks, and fear of competition
from subordinates.
• • Improper delegation can cause a host of problems,
primary of which is an incorrectly completed task,
which may hurt the overall productivity of the
organization.

12. BARRIER TO EFFECTIVE DELEGATION
• The belief that “I can do it better myself” Lack of confidence
and trust in workers Low self confidence, insecurity Vague job
description Inadequate training Lack of adequate recruitment
and selection Time involved in explaining the task.
• Reluctance to take the risks involved in depending on others.
• Fear of loss of power
• Subordinate resistance to delegation
• Failure of the delegator to see the subordinates perspectives
• Workload assigned are highly challenging both physically and
mentally
• Belief of employees that they are incapable of completing the
delegated task.
• Inherent resistance to authority due to over delegation

13. COMMON DELEGATION ERRORS
• Under delegating
• Over delegating
• Improperly delegating

14. Common Delegation Mistakes
• Strategic Mistakes :
▫ • Competing resources
▫ • Right task/wrong person
▫ • Right person/wrong task
• Implementing Mistakes :
▫ • Inadequate authority
▫ • Inadequate control
▫ • Insufficient information
• Monitoring Mistakes :
▫ • Too little or too much structure/control
▫ • Taking back initiative

15. HOW ONE SHOULD DELEGATE
• • Deciding what to delegate
• • Select capable, willing people to carry out jobs
• • Delegate complete jobs
• • Explain why the job is done, and what results
are expected
• • Then let go!
• • Give help and coach when requested
• • Accept only finished work
• • Give credit when a job has been successfully
completed

16. WHY PEOPLE DO NOT DELEGATE
•Lack of time perfectionism
•Fear of mistakes
•Fear of surrendering authority
•Fear of becoming invisible
•Belief that staff 'are not up to the
job