ppm delegation

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Delegation and InterDelegation and Inter--departmentaldepartmental

coordinationcoordination

Presented by-Manish Kumar Singh

Neha ShuklaAniruddh Tiwari

Semantha



DELEGATIONFundamental aspect of manager¶s job;

Transferring a task or procedure to someone

else!



Delegation:

³Transferring responsibility for the

performance of an activity fromone individual to another while

retaining the accountability for

the outcome´ (ANA, 1993)



ACCOUNTABILITY

³Being obligated to answer for

one¶s acts, including the act of

supervision.´



Supervision:

³Providing guidance for theaccomplishment of a task or activity

with direction, periodic inspection of

accomplishment´«³function of

qualification´



WHAT DELEGATION IS NOT

� ³dumping´ work indiscriminately� giving orders

� abdicating control or responsibility



Delegation implies that thesubordinate is given the

authority to do the job, can

make independent

decisions, and has the

responsibility for seeingthat the job is done well.



Delegation involves:

� Determination of the task to be

accomplished

� Assessment of each person¶s competency

� Amount of decision making needed

� Level of supervision available



Advantages of delegation

� Managers - seek and accept increased

responsibilities from higher level managers

� Employees ± training, self-confidence &

willingness to take initiative

� Organization ± better decisions , save time



Excuses Managers Make for NotExcuses Managers Make for Not

DelegatingDelegating

Employees lack experience

It takes more time to explain than

to do the job myself

A mistake by an employee

could be costly

Employees are already too busy

Delegating is terrifying to me

Source: Adapted from R. B. Nelson. Empowering Employees Through Delegation.Burr Ridge, Ill.: Irwin, 1994, 20-26

10.10



BARRIERS TO DELEGATION

� Manager¶s reluctance to ³give away´-

disorganized & inflexible nature

� Insecurity and confusion ± Managers are always

accountable for the actions of their employees

� Lack of confidence in subordinate

� Fear of losing authority ± If employee does ³too

good´ a job



Tasks of effective delegation

1. Decide which tasks can be delegated ±

demanding and challenging assignments

2. Decide who should get the assignment ±

� Who has available time?

� For whom it should be an appropriate &

useful developmental experience?� Does the job requires special competence?



3.Provide sufficient resources for carrying out the

delegated task ± Financial, staff or time

resources

4.Delegate the assignment:

� Impart relevant information

� Specify the results expected not the methods to

be used

� Cultivate free and open communication



5.Be prepared to run interferences, if necessary-

insufficient resources or resistance from other persons

6.Establish a feed back system: µThe tighter the

control ,the less actual delegation is taking place.¶

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