Effective Delegation and Successful Management Practice - Essay Example

Effective Delegation and Successful Management Practice Student’s Name Institution Effective Delegation and Successful Management Practice Introduction Recent studies identify that delegation is an essential tool for task distribution in management practice. The contemporary business management practices recognize and acknowledge delegations skill as one of the significant qualities that a manger should possess to successfully spearhead the organization towards meeting objectives. Al-Jammal (2015) describes the concept of delegation as the process that entails shifting some or all the responsibilities of a task implementation to other team members or relevant departments in the organization. Therefore, the aspect of delegation depicts the idea of spreading the task implementation responsibilities among the involved team or organizational members. Even though this perspective of management in a firm is deemed significant and highly regarded, its success and impacts towards the success of the managerial activities depend in its effectiveness as well as other organizational factors. Therefore, a manager needs to comprehend the issues associated with delegation of responsibilities before executing its procedures and processes. This paper explores the concept, practice and process of delegation, in relation to successful business management, and presents an integrative analysis for its effectiveness in management. Overview of Business Management Business or organizational management describes the process of effectively organizing, planning, spearheading and controlling the resources within and without the firm to create time-efficiency among other opportunities to achieve the organizational goals and objectives (Serrat, 2011; vom Brocke et al., 2014; Cluster, 2017). In this perspective, it is imperative to realize the demands of the business objectives and plan effectively towards their efficient achievement. Among the organizational resources that a manager needs to consider include employees as human factors within the business. Various management theories set baselines and as well as guidance to managerial practices towards achieving the organizational objectives in a more effective and efficient way. Among the many theories, Henry Fayol with his administration concept and Elton Mayo with the concept of human rights relation are highly applicable in issues relation to management and task distribution. According to Mayo, people desire to be among the participants for course of bringing back achievements and success (Perry, 2017; Hill at al., 2017). According to the perspective of this theory of management, collaborative practices and teamwork are the key elements that are necessary for a successful business. Therefore, organizational managers need to understand the various ways of including and incorporating the efforts of every team member in a workplace to promote motivation, improved performance and job satisfaction among the employees (Riisgaard et al., 2017). Besides, the motivated and satisfied employee is who impacts improved performance on him or herself as well as the entire organization business outcome. Relative to the above management theory, Henry Fayol explores the administrative necessities that a manager should adopt to ensure that the organizational resources are used effectively for the efficient realization of business objectives. With his administrative theory, the theorist argues that, for the successful business management that effectively operates on the basis of the organizational objectives and efficiently achieves them, the managers need to comprehend and demonstrate the competencies and skills in planning, organizing, commanding, coordinating, and controlling the organization and its resources (Krenn, 2017). The listed requirements of a good administrator not only ensures that the organization achieve its intents, but also ascertain that effectively remains an integral part of the process and the organizational resources are used effectively. Making inference from the above two theories of management, it is evident that a good manager should possess various skills and competencies to ensure that objectives are met and every team member takes a responsibility during the task implementation and objectives achievement processes. As already mentioned in this paper, employees, or the human resources, need to be part of the process of achieving the intents of the organization. They need to be responsible for the success of their company and get recognized for the best achievement in the firm. Therefore, it is imperative for a manager to wisely involve them in the process, which delegation is one of the ways. Delegation and Successful Management The success of an organizational management is assessed and evaluated based on the objectives achieved. Also, to deem a management practice successful, the resources used, duration taken, and the perception of employees towards the entire process are some of the factors considered. Therefore, managers of an organization needs to involve the employees, utilize other resources practicably, and consider the perception of the workers towards the process. In this aspect, one of the ways of ensuring that employees are included in the journey towards the success of the company as based on the achievement of the organizational objectives is delegation practice. Delegation is considered one of the essential tools in management and business activities in various notions; the first being that a single person cannot run an organization and achieve all the intents. This aspect explains why human resource management part of an organization should consider the ambitions and objectives of the business during employee acquisition and induction process to ensure that the human resources acquired are fully capable and equipped to help towards the realization of the desired goals. Upon establishing the resources and their relevance, the manager responsible needs to consider distributing and shifting responsibilities that the objectives pose among the employees. Again, this aspect explains why we have various departments in an organization with different personnel. The departments, as well as their responsible persons, understand their responsibilities; as stated in the positions and job descriptions; and undertake their tasks according to the delegations in line with the supposed roles and duties. Delegation simplifies the main task involved in the business activity in an organization through dividing it among different departments and workers. This perspective of collaboratively collectively tackling the processes involved in the pursuit for the intents reduce, if not total elimination, the challenges and risks associated with entrusting a single person with all the activities and stages involved in the business task. Issues such delays, frustrations in the workplace, disappointed customers, reduced performance, emotional outbursts, and reduced job satisfaction, are associated with individual-based business activities. Therefore, delegation of task among the capable and responsible employees is a solution to the above stated business issues. Also, delegation can positively impact the managerial decisions that managers make for the company. Hill et al. (2017) argue that delegation of responsibilities among the employees is the aspect of determining the intended results expected from every employee in the organization, assigning them tasks of the involved business activities, issuing them with the necessary resources and authority for accomplishing the tasks, and holding them responsible for such tasks. According to this argument, it is evident that delegation guarantees participation and ambitious and determined practices by the workers towards the success of the firm. Additionally, since a good manager is also judged by his care for the wellbeing of the employees, delegation not only helps the manager to demonstrate to the employers about the success of the business, but also the need and contributions of human resources towards such success. Furthermore, by considering when to delegate, the manager demonstrate quality in leadership that focuses on involving and motivation the subordinates towards the success desired; delegating assist a manager in the development of his employees. It is very helpful in cases where one is not sure about their ability in the development of his or her employees. Moreover, it helps one in avoiding unfortunate situations as the workload is shared and hence risks are spread. Embracing and effectively employing delegation in management help in the encouragement of trust and also open communication. However, it is imperative to consider the aspects of good and effective delegation process. A good delegation of responsibility should not only result in achievement of the intended outcomes of the company, but the development of the employees as well. The principles of delegations as argued by Al-Jammal et al. (2017) outline that not all the delegation practices are effective. A manager should understand the needs and methods of employing an effective delegation practice that positively influenced the performance of the company as well as the subordinates. Ineffective communication during the delegation process is one of the areas that result in unsuccessful management, hence unintended outcome at the end. Effective delegation should involve open communication as managers can correct their mistakes and therefore perfect their leadership and delegation skills. It helps them stay longer in the management position. Moreover, frustration is one of the impacting aspects towards emotional outbursts in a workplace. When workers or subordinates are frustrated, their performance reduces and consequent poor customers service delivery, hence reduced market share and sale. Such happenings can render the management ineffective and unsuccessful. (Riisgaard et al., 2017) argues that ineffective delegation of task and failing to consider the wellbeing of the subordinates during the process is what result in frustrations in the place. An effective delegation, which is directed towards the collaborative efforts and high performance of the motivated workers, should not take advantage of the vulnerabilities of the employees, but maximize on developing and incorporating their strengths (Wellington, 2011). Management should consider the wellbeing of the subordinates. Conclusion Delegation is a management practice that is deemed essential for recognizing and acknowledging the benefits of employees’ involvement in achieving the intents of a business. It is a tool that distributes responsibilities as well as possible challenges during the implementation of a business activity task to ensure that efficiency in and effectiveness are met at every stage of business success pursuit. However, delegation can also result in various instances of negatives in the workplace that can consequent failure in achieving the management and organizational business activities. Therefore, it is necessary that managers consider all involved features of an effective delegation, which do not exploit on the vulnerabilities but maximize on their potentials while considering their wellbeing. Successful management requires more than just assigning and commanding responsibilities on the subordinates, but an effective delegation of the relevant tasks in a professional manner. References Al-Jammal, H.R., Al-Khasawneh, A.L. & Hamadat, H.M. (2015). The impact of the delegation of authority on employees’ performance at great Irbid municipality: case study. International Journal of Human Resource Studies, 5(3): 2162-3058. Bendor, A., Glazer, A. & Hammond, T. (2001). Theories of delegation, Annual Review of Political Science, 4: 235-269. Cluster, C. (2017). Principles of business management and administration event; participant instructions, DECA Inc. Retrieved April 2017 from https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&uact=8&ved=0ahUKEwjjiq-QpL3TAhWIDsAKHX6JBwUQFggmMAE&url=https%3A%2F%2Fwww.deca.org%2Fwp-content%2Fuploads%2F2014%2F08%2FHS_PBM_Web_Sample.pdf&usg=AFQjCNE5556MDoB3k8o_SXH2S-PZ3qvb-Q&sig2=XLTCyq8X_XVhtKbB9k9OOA Hill, C.W.L., Schiling, M.A. & Jones, G.R. (2017). Strategic Management Theory. Boston, USA: Cengage Learning. Krenn, J. (2017). Management theory of Henry Fayol. Retrieved April 2017 from https://www.business.com/articles/management-theory-of-henri-fayol/ Perry, G.L. (2017). Human relations management theory basic. Retrieved April 2017 from https://www.business.com/articles/human-relations-management-theory-basics/ Riisgaard, H., Sondergaard, J., Munch, M., Le, J.V., Ledderer, L., Pedersen, L.B., & Nexoe, J. (2017). Work motivation, task delegation and job satisfaction of general practice staff: a cross-sectional study. Family Practice, 34(2): 188-193. Serrat, O. (2011). Delegating in the workplace, Cornell University ILR School, International Publication. vom Brocke, J., Schmiedel, T., Recker, J., Tarkman, P., Mertens, W., & Vianene, S. (2014). Ten principles of good business process management. Business Process Management Journal (BPMJ). Wellington, P. (2011). Effective people management. London: Kogan Page. Read More