Need of Delegation of Authority
Need of Delegation of Authority:
Developing Effective Relationship:
Delegation authority strengthens the relationship between superior & subordinates. When it is an established fact that superior can grant or with hold promotion of subordinates, the latter will behave properly. The reality is that superior can exercise his authority for achievement of his personal interest besides achieving corporate objectives. Problems of reward & discipline inevitably arise due to proper use of authority. It may cause frustration & adverse attitude among employees. Delegation of authority is essential to minimise the frustration & create favourable condition. It helps people feel certain ambivalence toward authority.
Employees have certain needs such as social & esteem needs besides basic & safety needs. Under social esteem needs employees develop sense of accomplishment, autonomy & professional acumen which they would like to demonstrate in the organisational functions. While delegating authority, management must see that delegates should get praise, fair treatment & approval. If management does not provide enough independence on job, employees will see it themselves by resorting to absenteeism, unionism etc,. On the other hand delegation facilitates the employees to get adequate amount of autonomy & professional satisfaction.
Personnel Relationship:
Personnel relationship between superior & subordinates is needed for congenial functioning of organisation. Employees require approval of their work. Superior must value the employees individuality too so that the latter may develop the feeling that the former is always helping them. Personal relationship is developed under delegation of authority because feelings of approval & personal relationship are created by effective delegation techniques. The feeling of approval is developed in many ways under delegation process like talking active interest in subordinates, listening to their problems, praising them at outstanding performances, showing tolerance at the mistakes of employees.
Job Oriented Relations:
Personnel relationship is aimed to get work done by the employees. The job oriented relations must be present where personal relationship is developed. Personal relationship developed for personal gain becomes suicidal unless it is accompanied with job oriented relations. Manager must have quality of job cantered & employee centred relations with the subordinates. The authority delegate takes care of job centred relationship. It initiates job performances where as personnel relations help achievement of hob performances. Employee centred relation means to achieve hob centred relationship. Job oriented for centred relations include providing information, consulting subordinates & listening suggestions. Delegation of authority permits the supervisors to give information to his employees as much as is needed for work performance.
Fair Treatment:
The Boss’s fair treatment to subordinates provides effective performances & proper use of delegated authority. Superior demonstrates his sense of fair play by letting employees know what exactly they have to perform. The delegated authority is legitimately accepted by subordinates who are treated equally by the superior. Delegation of authority proper when favour is avoided & employees are treated as individuals. Manager should avoid giving ,ore attention to good as well as bad employees.
Handling Mistakes:
Subordinates are given definite set of goals to be achieved by them. Treating employees as family members is welcome step of delegation. Mistakes should be realised by employees who should swear not repeat such mistakes. Forget & forgive is divine but it can be exercised only two or three times. If an employee is constantly committing by mistakes, he should be punished for that. Helping attitude of a supervisor reduces the chances of mistakes. Many managers blame others but blaming does not solve the problem & improve the employees. The diagnosis of mistake is essential rather than post mortem process. The causes of mistakes are avoided to prevent its recurrences. Mistake becomes a part of learning & training.
Legitimacy:
Legitimised power is authority which is delegated to subordinates for effective performance. It is exercised considering background of employees, their technical skill & situations of job. The qualifications & merits of delegates are appraised before giving them power. Low qualified employees cannot exercise delegated authority properly for the development of an organisation. Competence is highly desirable than the personal behaviour. A technically skilled employee is well regarded than the highly humanised employees. Authority can be effectively delegated if the delegator has an authority on & over it.
Source: OB Books & Notes
Tags: Authority, Authority and Power, Delegation of Authority, Handling Mistakes, job, Legitimacy, Need, of, personnel, Power
By: Management Duniya
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