You are on page 1of 4

Asian J. Nursing Edu.

and Research 4(2): April- June 2014

www.anvpublication.org ISSN-2231-1149

RESEARCH ARTICLE

Delegation in Nursing Management: Common Errors
Hepsi Bai J.*
Lecturer, Department of Pediatric Nursing, Sree Gokulam Nursing College, Venjaramoodu, Trivandrum, Kerala
*Corresponding Author Email: hepsijoseph@gmail.com

ABSTRACT:
Delegation is the use of personnel to accomplish a desired objective through allocation of authority and responsibility.
Delegation is not merely distributing care. It is a path to and a significant success factor for professional practice.
Delegation is a link that joins organizational concepts with the management process; it is that which allows a manager
to manage. Educational programme has emphasized primary nursing as the dominant method of delivering nursing
care which focuses on the skill of individual nurse. As a nurse manager it is essential to know about the principles,
purpose, steps, and concepts of delegation. It is also necessary to know about the barriers of delegation and the
effective measures to overcome those barriers.

KEY WORDS: Delegation, common errors, nursing management.

Never tell people how to do things, tell them what to do 2. DEFINITIONS: [1-2]
And they will surprise you with their ingenuity - 2.1. Delegation
George . S. Patton Delegation is transferring to a competent individual the
authority to perform a selected nursing task in a selected
1. INTRODUCTION: situation. (The National Council of State Boards in Nursing,
Delegation is the use of personnel to accomplish a desired 1995)
objective through allocation of authority and responsibility.
Delegation is not merely distributing care. It is a path to 2.2. Delegator:
and a significant success factor for professional practice. The delegator possesses the authority to delegate by virtue
Delegation is a link that joins organizational concepts with of both positions in the agency
the management process; it is that which allows a manager
to manage. In the past, effective delegation has not been an 2.3. Delegate: The delegate receives direction for what to
activity emphasized in nursing. As a result many nurses do do from the delegator.
not value this skill. Educational programme has emphasized
primary nursing as the dominant method of delivering 3. PURPOSE OF DELEGATION [2]
nursing care which focuses on the skill of individual nurse.  To achieve organizational goal
As a nurse manager it is essential to know about the  Time and cost savings
principles, purpose, steps, and concepts of delegation. It is  Professional growth of employees and it mears
also necessary to know about the barriers of delegation and imparting training to them.
the effective measures to overcome those barriers.  Professional growth of the manager and decrease the
burden of tasks
 Helps the chief executive to devote more time in
decision making, policy formulation and planning
 Makes the organization to act efficiently and
economically and bring flexibility in it
Received on 10.11.2013 Modified on 11.02.2014  Helps in creation of managerial class and develops a
Accepted on 12.03.2014 © A&V Publication all right reserved sense of responsibility in subordinate
Asian J. Nur. Edu. & Research 4(2): April- June 2014; Page 242-244  Delegation avoid delay and helps in succession

242

Delegate completely to perform*. Over delegation Some managers over delegate as they are poor monitors of 13. wrong person for a wrong reason. Another 7. KINDS OF DELEGATIONS [5. 4. 5. PRINCIPLES OF DELEGATION [7] Whelton and Cameron in 1998 identified 14 principles for 2 common failures: + . accountability and authority 4. Express progress reports organized. +- delegation they are: providing improper follow through of agency protocol 1.2.giving improper direction.Accountability: It is the condition of being answerable. Work within the organizational structure This frequently comes from his/her assumption that delegation may be interpreted as the lack of ability on 6. Avoid upward delegation he/she needs experience or the belief that he/she can do it 10. Asian J.all staff be properly identified 3.only to those properly qualified 2. Provide adequate support for delegated task his/her part to do a correct or complete job. Improper delegation It includes delegating at the wrong time. ERRORS IN DELEGATION [8] 4. Make your availability clear to the resource group 9.1. influence or evaluate.2. Establish parity between authority and 9. Focus accountability on results frequent cause for under delegating is the manager desire to 8.Responsibility: It is the condition of accepting important duties or obligations 4. Allow participation in the delegation of assignments 9. Others over delegate because they feel insecure in their ability to perform a task 9. 11.Authority: It is the right and the power to determine. Communicate clearly and completely 12.6] Full delegation Partial delegation Conditional delegation Formal delegation Informal delegation 7.3. and Research 4(2): April.1. 5. Under delegation responsibility The manager may become over worked and overwhelmed. Clarify consequences better and faster than anyone else. Begin with the end in mind 2 key recommendation: * . Delegate consistently ‘do the whole job by myself’ because of the belief that 9. 4] Plan ahead Identify needed skills and levels Select most capable personnel Communicate clearly Set deadlines and monitor the progress Empower the delegate Evaluate the job performance Reward accomplishments 6. DELEGATION FRAMEWORK [5] Delegation depends on a balance of responsibility. Nursing Edu. THREE FOUNDATIONS FOR DELEGATION [3] 8. Retain control time and spend most of their time just trying to get 14. It may include assigning the task and responsibility that are beyond the capability of the person 243 .3.June 2014 4. STEPS IN DELEGATION [1.

journal of Nursing Administration.2.P (2008) Nursing Leadership and management theories.171 May have more work than the employee can do 8. Organizational level Communicate effectively Lack of established methods and procedures Provide feedback and follow-up evaluation. 18 (2) 157-165 Fear of criticism 7. Rebecca Samson (2009) Leadership and Management in Nursing Absence of control that warn of impending difficulties Practice and Education. Assess and supervise job performance Thinking of oneself as the only one who can complete the Evaluate and follow task Lack of knowledge about staff’s capability 15. Nancy. the ability to 11. Trends. Vestal. issue 3. “I can do it better myself” fallacy processes and practice. Lack of confident in staff issues. Upward delegation 13. BARRIERS OF DELEGATION IN DIFFERENT Create environment of teaching and learning LEVEL [10] Promote client satisfaction 11. Murray. and Research 4(2): April. Craulin (2009) Critical Thinking. Nursing Administration. 1st edition At time who desire to delegate do not know how to do it 2. Sullivan (1985) Effective Management in Nursing. SYMPTOMS OF POOR DELEGATION [11] 11. Mosby More work than once capacity to work Publishers Lack of resources and information to do a good job 10. New Delhi Lack of ability to direct 3. the Right person subordinate makes use of the manager to complete the task Right task Right circumstances 10. Jones. 2nd edition 11. (2003) Leadership Management in Nursing. Positive incentive may be inadequate Management Elsiever Mosby publishers. Potter (2010) Delegation Practices between Registered Nurses Easier to ask the boss and Nursing Assistive personnel. Lack of means of coordination and communication Unstable and changing nature of work 16. Jaypee Publishers. Fear that disloyal centers will develop among strong subordinate In public administration political consideration often make 17. Lipincot William Wilkin’s publishers.P Lippincott company3rd edition 4. CONCLUSION: Size and location of an organization In this era of restricted staff and teams of personnel with different level of education and experience). March 2010.June 2014 9.A. Janice Rider Ellis (2005) Managing and Coordinating nursing care.4. Managerial level assign and supervise work is essential. DEVELOPMENT OF DELEGATION PROCESS Lack of confidence to move beyond their level IN PATIENT CARE [11] Tendency to isolate oneself and choosing to complete all Know the patient tasks alone Know the staff member Lack of confidence to delegate to staff who were previously Know the task delegated one’s peers Explain the task and expected outcome Ineffective to communicate effectively and develop Expect responsible action from the delegates working relationships with other team members.1.E. Lack of self confident (2).3. New Jersy 12. Adison Wesly delegation difficult publishing company. DELEGATION SKILLS[7] Create an environment of trust and co operation 11. FIVE RIGHTS FOR DELEGATION: [5] When the manager delegated a task to a subordinate. REFERENCES: 1. Cherry Barbara (2002) Contemporary Nursing : Issue. Subordinate level 6. Bittner. J. Linda. April. Mitty (2010) Nursing delegation and Medication administration Lack of necessary information and resources in assistive living.M. Jouranal of Nursing Management. pearson Prentice Hall Publishers. vol 39. New delhi Aversion of taking risk 5.142-146 Boss is always busy Boss taking suitcase to home at evening Subordinate unhappy Disorganized resource Always delay in work 244 . Katherine (1992) nursing Management: Concepts. Nursing Edu. Every organizational Superiors are afraid that others will not make proper mission is expressed through its work and coordination and decisions or carry them in a desired manner executed through the efforts of managers and employees. Jaypee publishers. OBSTACLES IN DELEGATION[9] Right communication Fear of being disliked Right supervision Inability to give up any control of the situation Inability to prioritize using Maslow’s hierarchy of needs 14. delegation and Long queue before boss room missed care in nursing practice. R. Asian J. Benhard (1995) Text Book of Leadership. March 2009.June 2010: 34. 162. W. 1st edition. 2nd edition 9.

Further reproduction prohibited without permission. .Reproduced with permission of the copyright owner.