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.

1. Problems With
Delegation of
Authority
Welcome to my
presentation

2. Abstract
• There is a fear in delegation which plays a dominant
executives knows for certain that once authority is delegated
they will loosen the grip over their subordinates and also
control over the operations.
• It is natural that the executives may not like to lose either the
grip or control over the operation. But most important
psychology is that their nature executives have no confidence
is their subordinates.
• They feel that the subordinates are not capable of shouldering
responsibility hence the question of delegation authority does
not arise.

3. According to Louise A. Allan Delegation is –
1. Dynamics of management
2. Process in an organization
3. Entrustment of responsibility and authority
4. Creation of accountability for performance and
5. Either formal and informal delegation

4. Types of delegation
• Formal-
A formal delegation of
responsibility and authority
refers to ensuring
responsibility and authority
to an official position in the
organization structure.
• Informal-
An Informal delegation does
not create any obligation.
Here delegation is not
entrusted the work neither
he is given the
responsibility and authority
formally.

5. AUTHORITY
 The right in a position to exercise discretion in
making decisions affecting others.
or
Its an Power in An Organization
 It is a relationship between two individuals
 Superior frames & transits decisions with the
expectation that these will be accepted by the
subordinate
 Basic objective behind authority is to influence
the behavior of subordinates

6. Types Of Authority

7. POWER
The ability of an individuals or groups to induce
or influence the beliefs or actions of other
persons or groups

8. TYPES OF POWER

9. Responsibility
• Responsibility is defined as the duty to which a
person is bound by reason of his status or task
• Obligation of an individual to perform activities or
duties which are assigned to him

11. 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)

12. Delegation of authority is the base of superior-subordinate
relationship, it involves following steps:-
1.Assignment of Duties
2.Granting of authority
3.Creating Responsibility and Accountability

13. Problems With Delegation of
authority

14. Types of fear while delegating the authority
• Problem with delegation is fear
of losing the control over the
operations.
• Fear not a better performance
by the subordinate
• Fear of better performance by
the subordinate
These problems with delegation arise out of.
•Lack of mutual confidence
•Nonexistence of atmosphere of team
work
•No independence in thinking and
behavior
•No proper and unambiguous definition
of common goals to be achieved
•No interchange of ideas and suggestions
•No favorable management climate
•Existence of element of fear and
frustration and
•Incapable hand manning the executive
positions.

15. Barriers To Delegation
Of Authority
The following are the common barriers in
delegation of authority:
1. Reluctant To Delegate
2. Fear Of Losing Importance
3. Loss Of Control
4. Mutual Distrust
5. Fear Of Subordinates
6. Incompetent Subordinates
7. Lack Of Motivation

16. Measures or Recommendations for
effective delegation
• Increasing the security of jobs
• Creating awareness for need of delegation
• Determining decisions and tasks to be
delegated
• Choosing the elegant wisely
• Delegating authority for whole job
• Linking delegation with planning

17. Resource
Owner
“I authorise this Privilege Holder to use
this resource in the following ways”
signed The Resource Owner
Privilege
Holder
“I delegate authority to this End User
to use this resource in this limited way”
signed The Privilege Holder
End User
(Privilege
Holder)
Assigns
privilege to
Delegates privilege to
“Can I use the
Resource”
Assigning and Delegating Privileges
in Organisations

18. Thanks to all