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Importance of Delegation from Manager and Subordinate’s Perspective Index Topic Page Number 1. Introduction 4 2. Topic: 5 3. Theory Related to Research: 5 4. Research question 7 5. Literature Review: 8 5.1. Introduction: 8 5.2. Effectiveness of Delegation: 8 5.3…
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Research Report
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Download file to see previous pages Critical Analysis of Work Delegation: 11 5.6. Unsuccessful Work Delegation: Reasons: 17 6. Research Methodology: 19 6.1. Sampling Technique 19 6.2. Selection of the Participants 19 6.3. Data Collection: 20 6.4. Data Analysis 20 6.5 Significance of the research: 21 6.6. Research Hypothesis: 21 7. Findings and Analysis: 23 7.1. Analysis of the Questioner (Close ended), of Work Delegators: 23 7.2. Analysis of the Questioner (Close ended) of subordinate, whom the Work is delegated: 30 7.3. Regression Analysis 36 7.4. Analysis of the Open ended Questioner: 38 8. Conclusion: 41 9. References 43 10. Questionnaire 48 11. Appendix 53 1. Introduction Organizations are having different characteristics, some are dynamic, and some of them are complex entities. A crucial aspect related to the functioning of any organization is of how successful they are in executing their missions and main objective is how effectively the top management distributes or delegate responsibilities and tasks to the subordinates. In any organization, a senior leader’s time is very important and it is absolutely necessary to wisely invest those times in managerial activities that she is uniquely suited to accomplish (Hughes, 2012). Almost in most of the large organizations, it is not possible or practical for a single individual to carry out all necessary activities which in turn create, sustain and grow a viable enterprise. Therefore, effective delegation is a critical leadership skill (Gazda, 2002). This reality applies to all the profit making, and governmental institutions. Moreover, the wireless revolution and development of information technology in the last 15 years have made business interaction and communications fast, continual, and seemingly less intrusive in daily living. In a time of reduced resources and increase use of automation, it is necessary for leaders to effectively delegate job responsibility to their subordinates. Broadly, delegation is the act of authorizing to act as representative or agent for another. In broader point of view, delegation can be viewed as giving others the authority or permission to carry out an assignment or work with expected results mutually understood while maintaining the responsibility yourself. It means having sufficient faith in others to let them do important work for you (Hughes, 2012). As the business world continues to become more complex and competitive, demands on manager’s skill and time are increasing and varied. Senior leaders must empower employees and hold them more accountable. They must be able to maximize employee’s knowledge and experience to get the desired results. In a broader scenes we can say that Delegation should challenge subordinates, help the sub ordinates to learn new skills, and build their confidence to realize their full potential while allowing senior principals to focus on issues they can do best. Research further shows that delegating is even more problematic for managers when it cuts across functional areas (Ghumro, Mangi, & Soomro, 2011). It is easy to agree with the need to delegate, but very challenging to put into effective practice. Most supervisors realize they need to delegate, most think they delegate well, but few actually do so. 2. Topic: My research will focus on the effectiveness of delegation of duties in a firm; this is needed because most business managers often delegate duties to the subordinate with the aim of achieving certain goals, which often vary from one individual to the other. This is most often done ...Download file to see next pagesRead More
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Research Report
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