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Assignment of the authority to others for particular functions ,tasks and decisions.
It is a shift of decision making authority from one organization level to a lower one.

A manager must be prepared to let go of the desire to undertake the tasks or implement the actual project him/herself.
The staff member must be prepared to accept the delegated tasks. Issues of I am the best at this job and why should I do extra from the staff member need to addressed at the outset.

Allows you to develop your people by increasing their skills, their individuality and their areas of responsibility.
allows you to save your expensive time and utilize it for tasks that can prove to be more economically productive.

Step 1: Clarify of results

Step 2: Select the right person Step 3: Clarify expectations

Step 4: Check progress

Step 5: Inspect and be accountable

Decide what is to be done. Tell somebody to do it. Listen to reasons why it should not be done, why it should be done by someone else, or why it should be done in a different way. Follow up to see if the thing has been done. Discover it has not been done.

Inquire why it has not been done. Listen to excuses from the person who should have done it. Follow up again to see if the thing has been done, only to discover it has been done incorrectly.

Effective management is the application of effective managing skills to deal with specific challenges and problems of each organization to reach their own mission and objectives.

Delegation uses scarce management resources to best advantage. Delegating responsibilities to the lowest practical level allows organisations to respond more quickly and effectively to complex situations. Subordinates may have a better understanding of the situation or be in a better position to make a decision.

Delegation increases the confidence ,as well the competence of lower level managers. Responding to a lower bid by a competitor, handling a complaint from an important customer, and taking an opportunity to save money on materials that are ordered by 5:00 p.m today are all examples where quick response is necessary and good delegation can be effective.

an effective delegator. The converse is not necessarily true.

a)Good Delegators Are Good Managers: An effective manager must be an effective delegator. The converse is not necessarily true. b) Managers Should Delegate Whenever Possible: The time that it might take to explain the task to a subordinate or to train a subordinate to do something a manager is already capable of doing may be a greater burden to the manager than the manager simply doing the job himor herself.

c)Delegation Implies Diminished Control: One of the reasons why managers are reluctant,or refuse, to delegate is that they fear losing control. To many managers,the word delegation seems to imply diminished control.

So from our discussion we conclude that,to get effective management in a long run,a good manager is required to delegate his tasks and responsibilities to his subordinates so that the results obtained are at least as good or better than they would have been had the responsibilities not been delegated.