Delegation in Nursing for Nursing Administrators and Nursing Educators

2. IS PRIMARILYABOUT ENTRUSTING
YOUR AUTHORITY TO OTHERS.
- RAPHEL M BARISHANSKY

3. DELEGATION
By;
Mr. MANULAL. V.S
FACULTY
CACEE, University of Kerala,
Thiruvananthapuram, Kerala, India .

4. DELEGATION
• Delegation ( Deputation ) is the assignment of
authority to another person ( normally from a
manager to a subordinate ) to carryout
specific activities .
• Delegation is the downward transfer of
responsibility and authority at individual level.

5. DELEGATION
Definition
• Delegation is the manager’s
ability to share his burden with others .
• Delegation is the transferring
to a competent individual the authority to
perform a selected nursing task in a selected
situation .
- NCSB ( National Council of State
Boards of Nursing . ) .

6. ELEMENTS OF DELEGATION .
• Responsibility.
• Authority.
• Accountability .

7. PURPOSES OF DELEGATION
• For assigning routine work .
• For problem solving .
• To reduce workload .
• For the changes in nurse manager’s own job
emphasis .
• For capacity building .
• Assigning task for which the nurse manager does
not have time ( time management. ) .
• Time Saving .
• For quality improvement .

8. PRINCIPLES OF DELEGATION
• Select the right person to
whom the job is be
delegated.
• Delegate both interesting
and uninteresting tasks .
• Provide subordinates with
enough time to learn.
• Delegate gradually.
• Delegate in advance.
• Consult before delegating.
• Avoid gaps and overlaps.

9. PROCESS OR STEPS OF
DELEGATION
• Determination of
results expected .
• Assignment of tasks .
• Delegation of
authority for
accomplishing the
tasks .
• Responsibility and
accountability .

10. STRATEGIES FOR SUCCESSFUL
DELEGATION .
• Plan ahead.
• Identify necessary skill and
education levels to complete the
delegated task .
• Select capable personnel.
• Communicate goals clearly.
• Empower the delegate.
• Set guidelines and monitor
progress.
• Monitor role and provide
guidance.
• Evaluate performance.
• Reward accomplishment .

11. Types of Delegation
• FORMAL DELEGATION =
Is found in the exercise
of authority defined by
organizations role.
Downward delegation is
effective to the extent of
the acceptance and
respect for formal
authority.

12. Types of Delegation
• INFORMAL DELEGATION =
Occur because people want
to do something not they
are told to you. It is
something that is not
formally required to be
done. Bottom up delegation
and lateral delegation
mostly occurs in informal
organizations .

13. COMMON DELEGATION
ERRORS

14. COMMON DELEGATION ERRORS
UNDER-DELEGATING :
Under-delegating frequently stems
from the individual’s false
assumption that delegation may
be interpreted as a lack of ability
on his/her part to do the job. In
fact, delegation can be
empowering , both to the person
delegating and to the person
being delegated to .
Another cause of under-delegating is
the individual’s desire to complete
the whole job personally due to
lack of trust in subordinates .

15. COMMON DELEGATION
ERRORS
• Over delegating : Some
managers over delegate ,
burdening their subordinates.
Some Managers over delegate
because they are poor managers
of time, spending most of it just
trying to get organized. Others
over delegate because they feel
insecure in their ability to
perform a task.
It is critical that the
Manager is sensitive to the
workload constraints of his or
her staff

16. COMMON DELEGATION
ERRORS
• Over delegating :
Staff should always
have the right to refuse a
delegated task. Managers
must be also careful not to
over delegate to exceptionally
competent employees,
because they may become
over worked and tired , which
can decrease their
productivity .

17. COMMON DELEGATION
ERRORS
• Improper Delegating : Include
such things as delegating at the
wrong time, to the wrong person
or for the wrong reason . It also
may include delegating tasks and
responsibilities that are beyond
the capability of the person to
whom they are being delegated
or that should be done by
someone with greater expertise ,
training or authority .

18. BARRIERS TO DELEGATION
• Barriers in the delegator /
Supervisor
1. Personal perfectionism .
2. Lack of faith in subordinate .
3. Fear of subordinate .
4. Love for authority .
5. Strict control .
6. Lack of organizational skill in
balancing work loads .

19. BARRIERS TO DELEGATION
• Barriers in the delegate
/ Subordinate
1. Lack of experience
2. Lack of competence
3. Lack of self confidence
4. Lack of incentives
5. Fear of harsh criticism
from supervisor
6. Over dependence on
the boss
7. Overload of work

20. BARRIERS TO DELEGATION
• Barriers in the
situation / organization
1. Small size of the
organization
2. Decreased team spirit
3. Lack of proper
communication
4. Confusion in
responsibility and
authority
5. Urgency , having no
time to explain
6. Criticality of decisions

21. PRE REQUISIITES OF
EFFECTIVE DELEGATION
• MOTIVATION
• TRAINING
• EFFECTIVE
CONTROLLING
• GOOD
ORGANIZATIONAL
CLIMATE
• CLARITY IN OBJECTIVES
AND GOALS
• RESPONSIBILITY AND
AUTHORITY
• CENTRALIZATION Vs
DECENTRALIZATION

22. Remember …….
• Centralization and decentralization are two
methods of organizing extend of delegation.
• Delegation refers to downward transfer of
responsibility and authority at individual level ,
whereas the same process is done at organizational
level in a systematic way is known as
decentralization.

23. Advantages and disadvantages of delegation
Advantages
 Serves as a vehicle of co
ordination.
 Time saving.
 +se sense of responsibility and
+ se the potential capacity of
individual employee
 Minimizes delay in decision
making
 Permits subordinates to
enlarge their jobs
 +se job satisfaction
 +se work productivity
Disadvantages
 Incapacity of delegation
 Chance of malpractice
 Delegation with incapable
delegator
 Frailty of human life
 Eye wash delegation

24. ROLE OF NURSE ADMINISTRATORS
IN DELEGATION
• Functions as a role model ,
supporter and resource person in
delegating tasks to subordinates .
• Encourage the followers.
• Communicate clearly when
delegating tasks .
• Plans ahead and delegates
proactively , rather than waiting
until time urgency is present and
crisis response are required .
• Conveys feeling of confidence
and encouragement.

25. ROLE OF NURSE ADMINISTRATORS
IN DELEGATION
• Is sensitive to how cultural
phenomena affect trans-
cultural delegation .
• Works to establish a culture of
mutual trust, team work and
open communication.
• Create job descriptions and
scope of practice statements
for all personnel .
• Is knowledgeable regarding
legal liabilities of subordinate
supervision.
• Accurately assess the
subordinates’ capabilities and
motivation when delegating .

26. ROLE OF NURSE ADMINISTRATORS
IN DELEGATION
• Develops and implements
a periodic review process
for all delegated tasks .
• Avoid overburdening
subordinates by giving
them permission to refuse
delegated tasks .
• Provide recognition or
reward for the completion
of delegated tasks .
• Provide formal education
and training opportunities
on delegation principles
for staff .

27. THANK YU VERY MUCH