DELEGATION

GROUP MEMBERS
GANESH SURYAVANSHI
HINALI SHAH
JAYESH BENDALE
MITALI KAPADIA
TEJAL MEHTA
TEJAS RAVAL
WHAT IS DELEGATION?

 Delegation is the act of giving someone else the

responsibility, even the power, to do something, whether it is a
work task or a non-work task.

 “Effective delegation must be two-way: responsibility given,

responsibility received.” -Stephen Covey in First things
First.

 As far as managers are concerned, Delegation allows them to

make the best use of their time and skills, and to help in team
member’s growth and develop them to reach their full
potential in the organization.
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WHY DELEGATION IS REQUIRED?

 Delegation is an effective tool in grooming the future managers

or leaders.

 Delegation helps in time management, when work is in high

volume.

 Manager’s can demonstrate professionalism and effectiveness

with the help of delegation.

 Delegation creates the WIN-WIN situation – The manager and

organization – gets the work done faster, the member – gets sense
of accomplishment, trust, opportunity to grow and recognition

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PARAMETERS OF DELEGATION?

Delegation being situational task, its parameters are:

 Complexity of Task in Hand.

 Risk involved if task not completed as expected.

For example - Indian Army was delegated to
complete incomplete work during CWG in Delhi.

 Commitment and competence of team member.

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HOW TO DELEGATE?

 Delegate the whole job whenever possible.

 Always have progress check points – Check the

work performed by the employee if it is going in
a right direction and in time.

 Don’t delegate if you don’t know about the

task.

 Avoid upward delegation - The employee

should not always ask for help to complete the
work delegated to him by the manager

 Tasks that are confidential or are sensitive

should not be delegated – Tasks like
performance appraisal, sensitive matters (lay-off)
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STEPS OF DELEGATION

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WHY DELEGATION IS NOT PERFORMED OFTEN?

Here are the few reasons why managers do not

delegate work.

 “I don’t have enough time to delegate properly.”

 “I don’t have the skills to delegate well.”
 “It’s easier to do it myself than to ask someone else.”
 “The people to whom I could delegate are already too busy; don’t
have the knowledge, skills, or experience required; or aren’t ready
to accept this level of responsibility.”
 “I’ve been let down in the past, and if they don’t get the job done,
I’ll end up looking bad.”
 “Risk taking is not encouraged in this organization, and delegation
is risky.”
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CONCLUSION:

 The idea of delegating makes sense in a long term project

because the skills of the manager/supervisor would be better
spent overseeing the direction, the plan to be undertaken and
developing the strategy to reach the goal.

 Delegation helps in developing stronger staff skills, growth,

making future projects easier to complete.

 Delegation helps to motivate the team members if the work

delegated is performed extra ordinarily well.

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BIBLIOGRAPHY

 http://leadershipchamps.wordpress.
com/2008/03/

 www.cartoonstock.com

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THANK YOU

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