Kuliah Online Managemen

Authority and Delegation

1.    Read the material above, and then conclude that material above!

Answer:  

From the material above, we can conclude that in leadership there’s always some problem or task that can’t be done by the power of its leader alone, so he or her must delegate its task to his/her subordinate and give the delegation some authority so they can do their delegate task with efficiency and effectivity way, so its can be done with best result, because if the subordinates are not given some authority that they need to do their task, it can be hinder to the process of delegation and the task delegation could be failed.

2. Why Authority and influence are very influential in the successful implementation of the delegation?

Answer:

Delegation is often very difficult for new supervisors, particularly if they have had to scramble to start the organization or start a major new product or service themselves. Many managers want to remain comfortable, making the same decisions they have always made. They believe they can do a better job themselves. They don't want to risk losing any of their power and stature (ironically, they do lose these if they don't learn to delegate effectively).

Often, they don't want to risk giving authority to subordinates in case they fail and impair the organization.This delegation skills guide deals with general delegation principles and process, which is applicable to individuals and teams, or to specially formed groups of people for individual projects (including 'virtual teams').  

Let the subordinate complete the task in the manner they choose, as long as the results are what the supervisor specifies. Let the employee have strong input as to the completion date of the project. Note that you may not even know how to complete the task yourself -- this is often the case with higher levels of management.

3.    What is the cause of the foundation managers to delegate tasks to subordinates?

Answer:

Delegation is a very helpful aid for succession planning, personal development - and seeking and encouraging promotion. It's how we grow in the job - delegation enables us to gain experience to take on higher responsibilities. Some reason why we need delegate task are:

1. Delegation allows managers to achieve more than when dealing with the task itself
2. Delegation is a necessary process for the organization to function more efficiently
3. Delegation allows managers to focus energies on the tasks of priority
4. Delegation allows subordinates to grow and develop.

4.     What steps should be done by the manager before delegating the task?

 Answer:

Following general steps to accomplish delegation:

·       Delegate the whole task to one person
This gives the person the responsibility and increases their motivation.

·       Select the right person
Assess the skills and capabilities of subordinates and assign the task to the most appropriate one.

·       Clearly specify your preferred results
Give information on what, why, when, who and where. You might leave the "how" to them. Write this information down.

·       Delegate responsibility and authority -- assign the task, not the method to accomplish it
Let the subordinate complete the task in the manner they choose, as long as the results are what the supervisor specifies. Let the employee have strong input as to the completion date of the project. Note that you may not even know how to complete the task yourself -- this is often the case with higher levels of management.

·       Ask the employee to summarize back to you, their impressions of the project and the results you prefer

·       Get ongoing non-intrusive feedback about progress on the project
This is a good reason to continue to get weekly, written status reports from all direct reports. Reports should cover what they did last week, plan to do next week and any potential issues. Regular employee meetings provide this ongoing feedback, as well.

·       Maintain open lines of communication
Don't hover over the subordinate, but sense what they're doing and support their checking in with you along the way.

·       If you're not satisfied with the progress, don't take the project back
Continue to work with the employee and ensure they perceive the project as their responsibility.

·       Evaluate and reward performance
Evaluate results more than methods. Address insufficient performance and reward successes. See the next major section, "Employee Performance Management."