Delegation of authority
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Delegation of authority allows someone to act on another's behalf to perform tasks or access resources. It involves assigning roles or attributes to users that provide access permissions. Using a delegation issuing service centralizes the record of delegations according to an organization's policy, simplifying privilege checking and removing the need for individual user signing keys. It provides an efficient audit trail of who has delegated what privileges to whom.
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Delegation of Authority
Delegation of Authority We Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
This document discusses delegation of authority and decentralization. It defines delegation as assigning work to others with adequate decision-making authority. Delegation provides advantages like saving time and developing subordinates. Effective delegation requires determining what to delegate, clear communication, and accountability. Decentralization means different sections perform activities independently within a department, providing benefits like efficiency but risks like duplicate work. Both delegation and decentralization involve distributing authority throughout an organization.Delegation.ppt
Delegation involves assigning responsibility and authority to subordinates to complete clearly defined tasks while retaining ultimate responsibility. Effective delegation improves management efficiency by allowing managers to focus on more important tasks, develops employees' skills, and motivates employees by giving them a sense of belonging and trust. For delegation to be successful, responsibility must be accompanied by equal authority and accountability through regular feedback. Potential barriers to delegation from managers include lack of time, losing credit, control or enjoyment from tasks, and lack of confidence or experience in subordinates. Overall, delegation aids organizations by improving efficiency when the right tasks are assigned to the right people.
Delegation msc
This document discusses the concept of delegation. It defines delegation as sharing or transferring authority and responsibility from a superior to a subordinate. The document outlines reasons for delegating such as using existing skills and developing new leaders. It also discusses potential barriers to delegation for both managers and subordinates. Finally, the document provides steps and best practices for effective delegation, including introducing tasks, demonstrating expectations, and supporting delegates.
Line and staff organization
This document discusses different types of organizational structures. It begins by describing a line or scalar organization, where authority flows vertically from top to bottom. It then explains functional organizations, where work is divided by specialized functions. The document also covers line and staff organizations, where line officers have decision-making authority and are assisted by staff officers who provide advice. It provides details on each type of organization, including their characteristics, advantages, disadvantages, and suitability for different business contexts.
Delegation
Delegation involves assigning tasks or responsibilities to other competent individuals. The document defines delegation and discusses its benefits, barriers, and effective process. It also addresses potential pitfalls like loss of control, micromanagement, and lack of support. The key steps to delegation outlined are: introduce the task, demonstrate what needs to be done, ensure understanding, allocate authority and resources, let go, and support and monitor progress. Overall, the document provides guidance on how to properly delegate work to maximize productivity while developing employees' skills.
Delegation
With so many challenges faced by the managers everyday, the best way to handle and excel in one's task is DELEGATION.It not only proves to be one of the best way to manage your work but helps groom your subordinates and polish them to be as do as you.And only when you have sum one to take up your task that you can move forth taking up your boss's
Deligation
- Delegation involves transferring authority and responsibility for selected nursing tasks to competent individuals. It allows managers to achieve organizational goals and save time and costs while promoting professional growth.
- There are common delegation errors like under delegation, over delegation, improper delegation, and upward delegation. Principles for proper delegation include selecting the right person for the right task, clear communication of expectations, monitoring progress, and providing feedback.
- Barriers to delegation can exist at the organizational, managerial, and subordinate levels and include lack of trust, ineffective communication, and fear of criticism. Nurses must follow legal authority and standards of care when delegating responsibilities.
Npa and delegation
The document defines delegation as transferring responsibility for performing a task from one person to another while retaining accountability. It discusses principles of effective delegation including clear communication, limits of authority, and unit of command. It also outlines strategies for delegating including selecting the right person, communicating goals, monitoring progress, and evaluating performance. Common delegation errors like under delegating, over delegating, and improper delegation are explained. The document emphasizes the importance of delegation in nursing and outlines appropriate delegation to unlicensed assistive personnel, interdisciplinary teams, and culturally diverse work teams.
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Delegation of Authority
Delegation of Authority We Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
This document discusses delegation of authority and decentralization. It defines delegation as assigning work to others with adequate decision-making authority. Delegation provides advantages like saving time and developing subordinates. Effective delegation requires determining what to delegate, clear communication, and accountability. Decentralization means different sections perform activities independently within a department, providing benefits like efficiency but risks like duplicate work. Both delegation and decentralization involve distributing authority throughout an organization.Delegation.ppt
Delegation involves assigning responsibility and authority to subordinates to complete clearly defined tasks while retaining ultimate responsibility. Effective delegation improves management efficiency by allowing managers to focus on more important tasks, develops employees' skills, and motivates employees by giving them a sense of belonging and trust. For delegation to be successful, responsibility must be accompanied by equal authority and accountability through regular feedback. Potential barriers to delegation from managers include lack of time, losing credit, control or enjoyment from tasks, and lack of confidence or experience in subordinates. Overall, delegation aids organizations by improving efficiency when the right tasks are assigned to the right people.
Delegation msc
This document discusses the concept of delegation. It defines delegation as sharing or transferring authority and responsibility from a superior to a subordinate. The document outlines reasons for delegating such as using existing skills and developing new leaders. It also discusses potential barriers to delegation for both managers and subordinates. Finally, the document provides steps and best practices for effective delegation, including introducing tasks, demonstrating expectations, and supporting delegates.
Line and staff organization
This document discusses different types of organizational structures. It begins by describing a line or scalar organization, where authority flows vertically from top to bottom. It then explains functional organizations, where work is divided by specialized functions. The document also covers line and staff organizations, where line officers have decision-making authority and are assisted by staff officers who provide advice. It provides details on each type of organization, including their characteristics, advantages, disadvantages, and suitability for different business contexts.
Delegation
Delegation involves assigning tasks or responsibilities to other competent individuals. The document defines delegation and discusses its benefits, barriers, and effective process. It also addresses potential pitfalls like loss of control, micromanagement, and lack of support. The key steps to delegation outlined are: introduce the task, demonstrate what needs to be done, ensure understanding, allocate authority and resources, let go, and support and monitor progress. Overall, the document provides guidance on how to properly delegate work to maximize productivity while developing employees' skills.
Delegation
With so many challenges faced by the managers everyday, the best way to handle and excel in one's task is DELEGATION.It not only proves to be one of the best way to manage your work but helps groom your subordinates and polish them to be as do as you.And only when you have sum one to take up your task that you can move forth taking up your boss's
Deligation
- Delegation involves transferring authority and responsibility for selected nursing tasks to competent individuals. It allows managers to achieve organizational goals and save time and costs while promoting professional growth.
- There are common delegation errors like under delegation, over delegation, improper delegation, and upward delegation. Principles for proper delegation include selecting the right person for the right task, clear communication of expectations, monitoring progress, and providing feedback.
- Barriers to delegation can exist at the organizational, managerial, and subordinate levels and include lack of trust, ineffective communication, and fear of criticism. Nurses must follow legal authority and standards of care when delegating responsibilities.
Npa and delegation
The document defines delegation as transferring responsibility for performing a task from one person to another while retaining accountability. It discusses principles of effective delegation including clear communication, limits of authority, and unit of command. It also outlines strategies for delegating including selecting the right person, communicating goals, monitoring progress, and evaluating performance. Common delegation errors like under delegating, over delegating, and improper delegation are explained. The document emphasizes the importance of delegation in nursing and outlines appropriate delegation to unlicensed assistive personnel, interdisciplinary teams, and culturally diverse work teams.
My authority
This document discusses authority and delegation of authority within organizations. It defines authority as the power to give orders, make decisions, and enforce obedience. There are three main types of authority: line authority based on superior-subordinate relationships; staff authority which advises and assists line personnel; and functional authority which exists temporarily to complete specific tasks. The delegation of authority is the transfer of responsibility and associated authority from a manager to a subordinate. The delegation process involves assigning duties, transferring adequate but not excessive authority, obtaining the subordinate's acceptance of the assignment, and making the subordinate accountable for performance.
Delegation
Delegation involves assigning authority and responsibility to subordinates to carry out tasks. It empowers others to make decisions and should follow six steps: clarify goals, decide what can be delegated, select the right person, organize tasks, provide clear instructions and feedback, and set deadlines. Delegation saves time, increases productivity and morale, creates hierarchy, helps development, and maintains efficiency and harmony. Managers play interpersonal, informational, and decisional roles and the management process consists of planning, organizing, leading, and controlling functions.
Delegation and its importance
Delegation is the process by which managers grant authority to subordinates to handle tasks. It allows managers to focus on higher priority work as the organization grows. Effective delegation saves time, enhances skills, creates leadership depth, and builds team spirit by distributing work. However, delegation requires trust in subordinates' abilities, clear allocation of authority and accountability, overcoming managers' reluctance to give up control or blame others for failures, and providing subordinates with adequate resources and confidence.
Delegation and decentralization
1. Delegation of authority involves dividing tasks and responsibilities downward within an organization so managers can focus on more important duties while ensuring work gets done.
2. Key aspects of delegation include defining authority, responsibility, and accountability so tasks are properly assigned and oversight remains.
3. Delegating appropriately allows for multi-tasking, faster decision-making, better coordination, and developing managerial skills, while also increasing employee morale and enabling business expansion.
Delegation
This document discusses delegation, which refers to a manager entrusting some of their authority to subordinates for defined tasks. Delegation allows managers to distribute work, focus on more important tasks, push decision-making to those closest to the work, and develop subordinates' skills. However, delegation must follow principles like clearly defining responsibilities, having a single line of reporting, matching authority and accountability, and not avoiding responsibility. Potential barriers to delegation include organizational culture, psychological factors in managers like feeling indispensable, and risk avoidance.
Art of delegation
The document discusses the art of delegation and provides guidance on how to delegate tasks effectively. It defines delegation as investing others with authority to act for another. Delegating allows leaders to focus on more important tasks, develop new skills in others, and prevent burnout. Proper delegation involves introducing the task, demonstrating what needs to be done, ensuring understanding, allocating authority and resources, letting go while supporting and monitoring progress. Common barriers to delegation include thinking no one can do it as well or that it takes too much time, but with practice delegation becomes easier and allows the workload to be shared.
Unit 4 organising
The document discusses various topics related to organizing as a management function:
1. It defines organizing as getting resources arranged in an orderly way to accomplish goals. Various organizational structures are discussed like functional, divisional, line and staff structures.
2. Span of control, delegation, and centralization vs decentralization are explained. Span of control refers to the number of direct reports, delegation assigns authority to subordinates, and centralization reserves authority at the top vs decentralization which distributes it throughout levels.
3. Guidelines for effective delegation include clear assignments, objectives, authority, support and feedback. Factors like trust and competence determine centralization or decentralization.
Delegation, Decentralization and centrlization
to know what is delegation decentralization and centralization and their advantages and disadvantages
Delegation and decentralisation
Delegation involves assigning tasks and responsibilities to subordinates while maintaining overall accountability. It allows managers to overcome limitations and accomplish more. There are three types of delegation - downward, upward, and sidewise. Successful delegation requires clear communication of expectations, authority, and responsibilities. While it can improve efficiency and development, some managers resist delegating due to control issues, lack of trust, or preference to do tasks themselves. Centralization and decentralization refer to how authority is distributed within an organization.
Obstacles of delegation vaibhav
This document discusses delegation and obstacles to effective delegation. It defines delegation as conferring authority from a superior to a subordinate to complete a task. Effective delegation benefits managers, employees, and the organization by freeing up managers' time and developing subordinates' skills. However, there are obstacles on both the superior and subordinate side that can prevent delegation. For superiors, obstacles include lack of confidence in subordinates, fear of competition or criticism, and love of authority. For subordinates, obstacles are dependence on the boss and lack of defined assignments. The document recommends overcoming these obstacles through proper selection of delegates, defining assignments clearly, and open communication.
Delegation In Nursing
Delegation
اعداد حمزة جميل الحرايزة العبادي
كلية التمريض- جامعة العلوم والتكنولوجيا الاردنية
مساق الادارة في التمريض
Delegation
This document discusses delegation in nursing. It defines key terms like delegation, delegator, and delegate. It outlines the process of delegation, including assessing factors like risk, task complexity, and predictability of outcomes. It describes the "Five Rights of Delegation" - right task, circumstance, person, direction/communication, and supervision/evaluation. It also discusses organizational principles and a delegator's checklist. Finally, it examines common delegation pitfalls like reluctance to delegate or fear of losing authority, and potential reasons delegates may avoid responsibility.
problems with Delegation authority ...
This document discusses problems with delegation of authority in organizations. It notes that executives often fear losing control when delegating authority and lack confidence in subordinates' abilities. There are also psychological barriers like fear of better performance from subordinates. Effective delegation requires increasing job security, creating awareness of its benefits, clearly defining responsibilities, choosing the right people, and linking it to planning. Delegation involves assigning duties and granting authority while also creating accountability.
Authority and deligation
Here are 5 techniques for supporting/monitoring a delegated task:
1. Check-in meetings: Schedule weekly check-in meetings to review progress, discuss any challenges, and answer questions.
2. Progress reports: Ask the delegate to submit brief written progress reports on a set schedule (e.g. weekly).
3. Feedback: Provide constructive feedback to the delegate on their work and suggest areas for improvement.
4. Resources: Make sure the delegate has all necessary resources and contacts; offer to connect them with subject matter experts.
5. Recognition: Formally recognize the delegate's accomplishments and contributions to boost confidence and morale.
Delegation
This document discusses delegation as a management function in nursing. It defines delegation as assigning authority and responsibility to another to carry out tasks while retaining accountability. The document outlines the delegation process, including defining the task, selecting the delegate, communicating goals, monitoring performance, and evaluating. It also discusses strategies for effective delegation, potential barriers, and concludes that delegation is a vital tool for nurses when used appropriately to ensure safe, competent patient care.
8 Cs of Delegation of Authority:Essential Skill for Public Management
Explains the concept,need and benefits of delegation of authority in public service as well as the its elements and then concludes with 8 Cs of delegation-the author's own framework
Effective delegation
The document discusses effective delegation in organizations. It notes that delegation allows managers to focus on other initiatives while developing employees. The benefits of delegation include increased productivity, flexibility, trust and morale. However, delegation often fails when managers do not follow steps to define tasks clearly, communicate expectations, and provide feedback. The key is for managers to delegate responsibilities appropriately while maintaining accountability. Overall, the document advocates that delegation, when done correctly, can improve outcomes for individuals, teams and entire organizations.
Delegation
This document discusses nursing delegation, including defining delegation as transferring responsibility for performing tasks from one person to another. It outlines principles of delegation such as assigning duties according to expected results. The document also discusses strategies for effective delegation, the five rights of delegation, the delegation process, common delegation errors, and advantages and disadvantages of delegation.
Delegation - the art of managing
The document discusses delegation theory and how to effectively delegate tasks. It defines delegation as assigning responsibility to another person to carry out specific job duties. The key aspects of delegation theory are agency loss, where an agent's decisions differ from the principal's goals, and information asymmetry, where the agent has more expertise. Effective delegation requires clearly communicating expectations to the agent, providing authority and resources, then monitoring progress while allowing the agent autonomy. Regular check-ins and feedback are important to support the agent and ensure goals are met. Overall, delegation benefits managers by reducing workload and employees by gaining new skills, but it requires trust and clear processes to be successful.
Delegation Skills
This document provides guidance for managers on how to successfully delegate tasks. It discusses the importance and benefits of delegation, including reducing stress, improving time management and increasing productivity. Potential obstacles to delegation like fear of loss of control and micromanagement are addressed. The document outlines a systematic process for delegation, referred to as the IDEALS model, which includes introducing the task, demonstrating what needs to be done, ensuring understanding, allocating authority and resources, letting go, and supporting and monitoring progress. Specific techniques for each step, like using what-why statements and scheduling follow-up meetings, are presented to help managers delegate effectively. Overall, the document promotes delegation as a way for managers to get more work done while developing employees.
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it is a full information for the students according to thrir examinations point of view about monetary policy and objectives,nature, instruments of monitary policy
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My authority
This document discusses authority and delegation of authority within organizations. It defines authority as the power to give orders, make decisions, and enforce obedience. There are three main types of authority: line authority based on superior-subordinate relationships; staff authority which advises and assists line personnel; and functional authority which exists temporarily to complete specific tasks. The delegation of authority is the transfer of responsibility and associated authority from a manager to a subordinate. The delegation process involves assigning duties, transferring adequate but not excessive authority, obtaining the subordinate's acceptance of the assignment, and making the subordinate accountable for performance.
Delegation
Delegation involves assigning authority and responsibility to subordinates to carry out tasks. It empowers others to make decisions and should follow six steps: clarify goals, decide what can be delegated, select the right person, organize tasks, provide clear instructions and feedback, and set deadlines. Delegation saves time, increases productivity and morale, creates hierarchy, helps development, and maintains efficiency and harmony. Managers play interpersonal, informational, and decisional roles and the management process consists of planning, organizing, leading, and controlling functions.
Delegation and its importance
Delegation is the process by which managers grant authority to subordinates to handle tasks. It allows managers to focus on higher priority work as the organization grows. Effective delegation saves time, enhances skills, creates leadership depth, and builds team spirit by distributing work. However, delegation requires trust in subordinates' abilities, clear allocation of authority and accountability, overcoming managers' reluctance to give up control or blame others for failures, and providing subordinates with adequate resources and confidence.
Delegation and decentralization
1. Delegation of authority involves dividing tasks and responsibilities downward within an organization so managers can focus on more important duties while ensuring work gets done.
2. Key aspects of delegation include defining authority, responsibility, and accountability so tasks are properly assigned and oversight remains.
3. Delegating appropriately allows for multi-tasking, faster decision-making, better coordination, and developing managerial skills, while also increasing employee morale and enabling business expansion.
Delegation
This document discusses delegation, which refers to a manager entrusting some of their authority to subordinates for defined tasks. Delegation allows managers to distribute work, focus on more important tasks, push decision-making to those closest to the work, and develop subordinates' skills. However, delegation must follow principles like clearly defining responsibilities, having a single line of reporting, matching authority and accountability, and not avoiding responsibility. Potential barriers to delegation include organizational culture, psychological factors in managers like feeling indispensable, and risk avoidance.
Art of delegation
The document discusses the art of delegation and provides guidance on how to delegate tasks effectively. It defines delegation as investing others with authority to act for another. Delegating allows leaders to focus on more important tasks, develop new skills in others, and prevent burnout. Proper delegation involves introducing the task, demonstrating what needs to be done, ensuring understanding, allocating authority and resources, letting go while supporting and monitoring progress. Common barriers to delegation include thinking no one can do it as well or that it takes too much time, but with practice delegation becomes easier and allows the workload to be shared.
Unit 4 organising
The document discusses various topics related to organizing as a management function:
1. It defines organizing as getting resources arranged in an orderly way to accomplish goals. Various organizational structures are discussed like functional, divisional, line and staff structures.
2. Span of control, delegation, and centralization vs decentralization are explained. Span of control refers to the number of direct reports, delegation assigns authority to subordinates, and centralization reserves authority at the top vs decentralization which distributes it throughout levels.
3. Guidelines for effective delegation include clear assignments, objectives, authority, support and feedback. Factors like trust and competence determine centralization or decentralization.
Delegation, Decentralization and centrlization
to know what is delegation decentralization and centralization and their advantages and disadvantages
Delegation and decentralisation
Delegation involves assigning tasks and responsibilities to subordinates while maintaining overall accountability. It allows managers to overcome limitations and accomplish more. There are three types of delegation - downward, upward, and sidewise. Successful delegation requires clear communication of expectations, authority, and responsibilities. While it can improve efficiency and development, some managers resist delegating due to control issues, lack of trust, or preference to do tasks themselves. Centralization and decentralization refer to how authority is distributed within an organization.
Obstacles of delegation vaibhav
This document discusses delegation and obstacles to effective delegation. It defines delegation as conferring authority from a superior to a subordinate to complete a task. Effective delegation benefits managers, employees, and the organization by freeing up managers' time and developing subordinates' skills. However, there are obstacles on both the superior and subordinate side that can prevent delegation. For superiors, obstacles include lack of confidence in subordinates, fear of competition or criticism, and love of authority. For subordinates, obstacles are dependence on the boss and lack of defined assignments. The document recommends overcoming these obstacles through proper selection of delegates, defining assignments clearly, and open communication.
Delegation In Nursing
Delegation
اعداد حمزة جميل الحرايزة العبادي
كلية التمريض- جامعة العلوم والتكنولوجيا الاردنية
مساق الادارة في التمريض
Delegation
This document discusses delegation in nursing. It defines key terms like delegation, delegator, and delegate. It outlines the process of delegation, including assessing factors like risk, task complexity, and predictability of outcomes. It describes the "Five Rights of Delegation" - right task, circumstance, person, direction/communication, and supervision/evaluation. It also discusses organizational principles and a delegator's checklist. Finally, it examines common delegation pitfalls like reluctance to delegate or fear of losing authority, and potential reasons delegates may avoid responsibility.
problems with Delegation authority ...
This document discusses problems with delegation of authority in organizations. It notes that executives often fear losing control when delegating authority and lack confidence in subordinates' abilities. There are also psychological barriers like fear of better performance from subordinates. Effective delegation requires increasing job security, creating awareness of its benefits, clearly defining responsibilities, choosing the right people, and linking it to planning. Delegation involves assigning duties and granting authority while also creating accountability.
Authority and deligation
Here are 5 techniques for supporting/monitoring a delegated task:
1. Check-in meetings: Schedule weekly check-in meetings to review progress, discuss any challenges, and answer questions.
2. Progress reports: Ask the delegate to submit brief written progress reports on a set schedule (e.g. weekly).
3. Feedback: Provide constructive feedback to the delegate on their work and suggest areas for improvement.
4. Resources: Make sure the delegate has all necessary resources and contacts; offer to connect them with subject matter experts.
5. Recognition: Formally recognize the delegate's accomplishments and contributions to boost confidence and morale.
Delegation
This document discusses delegation as a management function in nursing. It defines delegation as assigning authority and responsibility to another to carry out tasks while retaining accountability. The document outlines the delegation process, including defining the task, selecting the delegate, communicating goals, monitoring performance, and evaluating. It also discusses strategies for effective delegation, potential barriers, and concludes that delegation is a vital tool for nurses when used appropriately to ensure safe, competent patient care.
8 Cs of Delegation of Authority:Essential Skill for Public Management
Explains the concept,need and benefits of delegation of authority in public service as well as the its elements and then concludes with 8 Cs of delegation-the author's own framework
Effective delegation
The document discusses effective delegation in organizations. It notes that delegation allows managers to focus on other initiatives while developing employees. The benefits of delegation include increased productivity, flexibility, trust and morale. However, delegation often fails when managers do not follow steps to define tasks clearly, communicate expectations, and provide feedback. The key is for managers to delegate responsibilities appropriately while maintaining accountability. Overall, the document advocates that delegation, when done correctly, can improve outcomes for individuals, teams and entire organizations.
Delegation
This document discusses nursing delegation, including defining delegation as transferring responsibility for performing tasks from one person to another. It outlines principles of delegation such as assigning duties according to expected results. The document also discusses strategies for effective delegation, the five rights of delegation, the delegation process, common delegation errors, and advantages and disadvantages of delegation.
Delegation - the art of managing
The document discusses delegation theory and how to effectively delegate tasks. It defines delegation as assigning responsibility to another person to carry out specific job duties. The key aspects of delegation theory are agency loss, where an agent's decisions differ from the principal's goals, and information asymmetry, where the agent has more expertise. Effective delegation requires clearly communicating expectations to the agent, providing authority and resources, then monitoring progress while allowing the agent autonomy. Regular check-ins and feedback are important to support the agent and ensure goals are met. Overall, delegation benefits managers by reducing workload and employees by gaining new skills, but it requires trust and clear processes to be successful.
Delegation Skills
This document provides guidance for managers on how to successfully delegate tasks. It discusses the importance and benefits of delegation, including reducing stress, improving time management and increasing productivity. Potential obstacles to delegation like fear of loss of control and micromanagement are addressed. The document outlines a systematic process for delegation, referred to as the IDEALS model, which includes introducing the task, demonstrating what needs to be done, ensuring understanding, allocating authority and resources, letting go, and supporting and monitoring progress. Specific techniques for each step, like using what-why statements and scheduling follow-up meetings, are presented to help managers delegate effectively. Overall, the document promotes delegation as a way for managers to get more work done while developing employees.
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8 Cs of Delegation of Authority:Essential Skill for Public Management
8 Cs of Delegation of Authority:Essential Skill for Public Management
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- 1. 1 Delegation of Authority SUMITTED BY NOUFAL N
- 2. 2 What is Delegation of Authority? • Allowing someone to act on your behalf to perform tasks (consume resources) that are available to you • Delegator should be empowered to delegate to anyone he needs to, subject to certain organisation controls (i.e. the organisation’s Delegation Policy)
- 3. 3 How do you delegate to others today? • To enter your house and fetch something – If your house if locked? • To use your PC – If it is protected by a username and password? • To withdraw money from your bank account – Using an ATM?
- 4. 4 Role Based Access Control • Users are given roles (or attributes) • Holders of attributes are given access permissions • Examples • Ed and Jake are Students at Kent University • Students at Kent University can read the exam results file on the website • Jo and Zoe are Tesco Clubcard holders • Tesco Clubcard holders get 10% discount when shopping electronically at Tescos
- 5. 5 Advantages of the Delegation Issuing Service • Users don’t need to have signing keys since the DIS signs the Attribute Certificates on their behalf • The DIS keeps a central record (audit trail) of who has delegated what to whom • The DIS has a Delegation Policy to control who can delegate what to whom • The process of privilege checking is very efficient since all ACs are issued by the DIS (and not by lots of different users)
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