Disadvantages Of Delegation

Delegation
A manager can gain an employee’s trust by delegating tasks to him or her. Delegation can impact the employee positively. When asking an employee to provide support for a specific task or project, the manager shows he or she has trust in the employee to participate and complete the task at hand. The employee gains a boost of confidence when selected. The employee makes a conscious decision of the involvement he or she will contribute to the project. An employee can impact a future project based on the outcome of his or her contribution.
New tasks brings new challenges to the employee and an opportunity to develop news skills. Working with other individuals on a project also presents the opportunity to incorporate team building

Forming introduces the anxiety an employee has when beginning a new job or position and the expectations involved. Once the honeymoon stage is past the employee enters a comfort zone. Discussion takes place on the opinions and suggestions offered by the employee. Not all projects run smoothly and at times the project starts over again with the forming stage for the employee to feel accepted again. Norming validates the employee as a team player, working for the cause of the organization. The employee’s efforts directed toward the organization’s mission and team building skills are apparent. Performing reflects a team working toward the goal of the organization and putting a stamp of approval on the tasks completed. Adjourning indicates the project is

An individual should treat others just as how he or she expects treatment. All individuals deserves the same level of respect. There are two different areas of managing employees. The first area consists of an employee having the need to have constant contact with the manager. The manager is micromanaging the employee. The employee is looking for validation from the manager for the processes he or she performs and that they are being performed correctly. The employee is simply unsure of what he or she is doing and needs confirmation from the manager that the functions are being performed correctly. Those employees who look for approval from the manager are Theory X individuals. The other area of managing employees is Theory Y individuals. These employees are self-starters and motivated to work independently of the manager. The employee is not afraid to brainstorm and try new concepts to complete his or her work and complete the task with minimal input from a manager. At the end of the day, the employee is motivated to return to work the next day as he or she has a sense being appreciated by the organization and accomplishing something on his or her