How to Be a Good Manager - Research Paper Example

Delegating Introduction and Definition Delegation refers to a process where there is sharing of work and decisions within an organization. The work and decisions are shared on behalf of managers. The concept of delegation within an organization requires distinct managerial skills and capabilities that are vital so that the manager can enhance his strength through delegation. Additionally, delegation involves formal standard and proper formating in the selection of individuals in order to make it purposeful and result oriented (Harris 370). Research studies on the concept of delegation indicate that both managers and employees have the opportunity of gaining from delegation. They also note that it requires periodic evaluation in order to assess the performance of employees. The assessment is important because it aids managers in making decisions regarding delegation in future processes. There are a number of managers who struggle with the concept of delegation in their daily activities. They make every effort to hang on every task available within the organization and this makes it difficult for them to establish their goals in accomplishing such tasks. Some of the managers end up delegating work to the wrong persons while others end up delegating too much too soon (Gardner 320). In other instances, managers fail to acknowledge the efforts of those they have delegated, hence, making them feel unappreciated. It is important to note that one person cannot perform all the tasks within the organization and this is where delegation comes in. It is all about asking other people to carry part of the workload, taking responsibility for its completion and make reports on the results of their efforts. Classical Approach to Delegating The classical approach to management views an organization as a structure and emphasizes on organizational efficiency just like scientific management. The approach is greatly attributed to the efforts of Henry Fayol who developed a number of principles. The principles include division of labor, authority, discipline, and unit address, subordination of individual interests to common good, compensation, centralization, hierarchy, order, equity, staff stability, team spirit and initiative (Mookherjee 67). There has been a close relationship between classical management and the concept of delegation. This relationship is brought about by the principles of authority and division of labor. The principle of authority refers to the right to give orders and the power to influence obedience among employees. Managers are assigned official authority by virtue of their position. In other cases, managers are given authority on the basis of individual personality, intelligence and experience. Generally, authority results in the creation of responsibility. In the case of division of labor, employees are assigned with specific tasks in an effort to improve the general performance of the organization. Based on the analysis highlighted above, we can conclude that the classical approach to management created a foundation to the application of the concept of delegation. The principle of authority provides for managers the power and right to give orders and influence obedience from subordinates (Schaad 100). Therefore, this means that managers have a higher responsibility compared to their subordinates. Based on the powers and hierarchy of managers, they can assign tasks that they can accomplish to subordinate employees. These tasks are to be assigned based on the capabilities and skills of employees and this is where the concept of division of labor applies (Van den Steen 289). Therefore, the concept of delegation is viewed in terms of organizational structure and managers use it in improving organizational efficiency. Efficiency is achieved by sharing the workload of managers among employees who have the capacity to handle such tasks and this ensures that they get some experience that eventually improves their ability to perform such tasks in future. Importance of Delegating in today’s Business Climate High competition, and a fast-paced environment that has created a number of new challenges characterize the current business environment. Companies have been forced by circumstances to accomplish more using very few resources. This has translated to employees working more productively and taking an increasing number of responsibilities. At the same time, there has been increasing need for organizations to improve their ability to attract as well as retain good employees. This has led to organizations understanding the need to empower employees and create opportunities where they are able to grow and develop (Martimort 320). Nowadays, a highly competent staff team aids in determining the ability of a company to survive and prosper. The concept of delegating has proven to be very crucial in the ability of an organization to accomplish its goals. It allows managers to assist members of staff develop their full potential. It also makes employees feel part of the success of the organization and as such, it motivates them to improve their performance and stay committed to the organization. Delegating also allows various teams, departments and employees to work together in an efficient manner because everyone in the organization is given the opportunity to make the best use of limited time. Organizations are in a good position to extend the capacity of their resources by allowing increase in the number of people capable of performing particular tasks, and this eventually reduces the amount of stress resulting from enormous workloads (Dessein 58). Success and Failure of Delegating in Real Business Situation Delegation has been a wonderful concept as it has enabled a number of companies to record good performance. One case in point is Apple Inc. which has recorded overwhelming success in the global marketplace. The company is famous for its innovative culture that has led to the production of the iPod and iPad. The success of the company is attributed to the development of its working team. The company views the concept of delegating as an opportunity for employees to grow and learn from existing expertise. The company has a college where employees are trained on a number of functions within the organization. However, the company gets out of its ways and assigns some of the managerial tasks to the trainees. This enforces the skills leant and the trainees are able to learn the expertise of their managers. This is conducted in shifts where different teams are assigned with different tasks on a rotational basis. Despite the success of Apple, there is also an example of a company that failed as a result of the concept of delegation. A case in point is Sicomed, which ended up losing its grip in the market for drugs. There was too much delegation and managers lost control in the management of the company affairs. Subordinates who lacked adequate knowledge or experience in the management of company tasks made most of the critical decisions. There was also the issue of poor supervision of tasks assigned to subordinates. The result was poor decisions and low productivity. Teaching the Skill of Delegating It is possible to teach the concept of delegating because there are a number of managers who are resistant to its use. One of the best approaches is to explain the benefit of delegation to the organization. Some of the benefits that can be explained include reduced levels of stress and improved efficiency. The other approach is to handle objections by handling questions from those opposed to the concept. It is also effective to form teams and hold workshops where there is exchange of knowledge. Conclusion As the business world continues to get more complex and competitive, there is an equal increase in demand on managers. They are faced with the task of empowering employees and holding them more accountable. Furthermore, managers must be able to maximize the knowledge and experience of employees in order to get the results they desire. 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