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Recommended: Delegation in the workplace

“Delegation is the assignment of authority to another person to carry out specific duties” (Robbins & Coulter, 2010, p. 282). In a fast paced environment, it is important to delegate to meet deadlines, and encourage employee development. Proficient delegation can be the determining factor in the success of the project and reduce operating cost by eliminating redundancy. According to Robbins and Coulter (2010), there are five (5) effective delegation behaviors, clarifying the job, specifying the employees’ range of direction, allowing the employee to participate, informing others that delegation has occurred, and establishing feedback channels (p.282). Clarify the Assignment A key managerial responsibility is to clearly present the expectations of any delegated assignment. This includes but is not limited to, internal and external deadlines, project perimeters, and available resources. An effective way to fully entrust an employee with delegated responsibility would be to obtain an agreement with the employee. This will afford the employee with the opportunity to determine how to approach the task. Clarifying the assignment and obtaining an agreement relieves the manager from having to take full ownership if the outcome is unsuccessful. Specify Employee Range of Discretion Setting parameters when delegating is a vital step in the delegation process. According to Robbins and Coulter (2010), “although you are delegating to an employee the authority to perform some task or tasks, you are not delegating unlimited authority” (p. 282). When delivering the work to Bill, Ricky would need to clarify the specifics that cannot be manipulated such as the exact procedures and steps to negotiating a contract. As an experienc... ... middle of paper ... ...ion. Conclusion After determining a qualified candidate, there are five (5) behaviors typically used by effective delegators. These behaviors include, clarifying the assignment, specifying the employees’ range of discretion, allowing employee participation, informing others that delegation has occurred, and establishing feedback channels. Managers that entrust special projects to their employees should not negate clarifying the parameters of the project. Managers should be willing to serve as resources when needed. However, managers should also be willing to empower their employees with limited authority, follow up on the status periodically and communicate effectively. Works Cited Robbins, S. P., & Coulter, M. (2010). Management (11th ed.). Retrieved from The University of Phoenix eBook. http://online.vitalsource.com/books/9781269357937/id/ch10lev4sec2

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