Delegation

PPT

1. Prepared by, Mrs. Rijo Ann Koshy Lecturer.

2. DELEGATION:COMMON DELEGATION ERRORS.

3. INTRODUCTION: Delegating is a major element of the directing function of nursing management. It is an effective nurse management competency by which nurse managers get the work done through their employees. Delegation is part of management; it requires professional training and development to accept the hierarchical responsibilities of delegation.

4. DEFINITION “Delegation can be defined as getting work done through others, or as directing the performance of one or more people to accomplish organizational goals.” -EMESS.

5. “Delegation is the process of assigning responsibility and authority to co- worker and ensuring his accountability.” - EMESS.

6. DELEGATION HAS THREE ESSENTIAL ASPECTS OR DIMENSIONS 1. Assignment of duties and task . 2. Grant of authority, power, right or permission . 3. Creation of accountability.

7. PURPOSES OF DELEGATION: Assigning routine tasks. Problem solving. Changes in the emphasis of a nurse manager’s own job requirements. Capability building. Assigning tasks for which the nurse manager does not have time.

8.   PRINCIPLES OF DELEGATION Assignment of duties in terms of expected results. Parity of authority and responsibility. Clarification of limits of authority. Unity of command.

9. TYPES OF DELEGATION: FORMAL DELEGATION. FIMAK DELEGATION. INFORMAL DELEGATION.

10. List of ways or steps for nurse managers to successfully delegate : Train and develop subordinates: It is an investment .Give them reasons for the task, authority, details, opportunity for growth, and written instructions if needed. Plan ahead. It prevents problems. Control and coordinate the work of subordinates.

11. Visit subordinates frequently. Spot potential problems of morale, disagreement and grievance. Coordination to prevent duplication of effort. Solve problems and think about new ideas. Emphasize employees solving their own problems.

12. Accept delegation as desirable. Specify goals and objectives. Know subordinate‘s capabilities and match task or duty to the employee. Be sure the employee considers it important. Agree on performance standards. Relate managerial. References to employee performance.

13. Take an interest. Assess results. The nurse manager should accept the fact that employees will perform delegated tasks in their own style. Give appropriate tasks. Do not take back delegated tasks.

14. REASONS FOR DELEGATING Assigning routine tasks. Assigning tasks for which the nurse manager does not have time. Problem solving. Changes in the nurse manager‘s own job emphasis. Capability building.

15. PREREQUISITES FOR EFFECTIVE DELEGATION: Good organizational climate. Clarity in objectives and goals. Responsibility and authority. Motivation. Training. Effective controlling. Centralization vs. decentralization.

16. BARRIERS TO DELEGATING Barriers in the delegator . Preference for operating by oneself . Demand that everyone ― know all the details. ―I can do it better mysel fallacy. Lack of experience in the job or in delegating. Insecurity.

17. Fear of being disliked. Refusal to allow mistakes. Lack of confidence in subordinates. Perfectionism, leading to excessive control. Lack of organizational skill in balancing work loads.

18. Barriers in the delegate: Lack of experience. Lack of competence. Avoidance of responsibility.

19. Overdependence on the boss. Disorganization. Overload of work.

20. Barriers in the Situation. One- person – show policy. No toleration of mistakes. Criticality of decisions.

21. Urgency, leaving no time to explain. Confusion in responsibilities and authority. Understaffing.

22. COMMON DELEGATING ERRORS: Under delegating. Over delegating. Improper delegating.

23. Under delegating: Lack of trust/confidence. Desire to complete the whole work. Fear of losing importance. Limitation of time. Lack of clarity.

24. Over delegating: Don’t want any kind of load. Quality work isn’t their priority. Freaks around. Over – confident. Poor management of time. Feels insecure in their ability to perform a task.

25. Improper delegating: Wrong time. Wrong person. Wrong reason. Wrong task.

26. FIVE RIGHTS OF DELEGATION: Right Task. Right Circumstances. Right Person. Right Directions/Communication. Right Supervision/Evaluation.

27. ADVANTAGES OF DELEGATION Delegation serves as a vehicle of co-ordination. The various levels of the organization are used appropriately. A sound system of delegation tends to develop an increased sense of responsibility and enhanced potential work capacity of individual employee. It reduces the executive burden- It relieves the superior of time- consuming, minor duties and allows him to concentrate more effectively on major responsibilities of his own position.

28. Delegation minimizes delay when decision have no longer to be referred up the line . As delegation provides the means of multiplying the limited personal capacity of the superior it is instrumental for encouraging of business.

29. Delegation permits the subordinates to enlarge their jobs, to broaden their understanding and develop their capacity. Delegation raises subordinates position in stature and importance and increase their job satisfaction.

30. DISADVANTAGES OF DELEGATION Frailty of human life. Eye wash delegation. Unfamiliarity with art of delegation. Incapacity of subordinates.

31. REFERENCE: Marquis. L. Bessire . Leadership roles and management functions in nursing. 7 th edition. New Delhi, Wolters Kluwer Publication;2012: 452-453. Vati . Jogindra . Principles and practice of nursing management and administration. 1 st edition. New Delhi; Jaypee Medical Publication;2013: 253- 254. Clement I. Management Of Nursing Service And Education. 1 st edition. New Delhi; Esleiver Publication; 2012: 243-245.

32. K. Deepak. A Comprehensive Text book on nursing management. 1 st edition. New Delhi; EMESS Publication;2013:276-278. Parsons C Lynn. An evidence based approach to teaching nursing delegation., on 2003 July 9. Available at https://sttti.confex.com>sitti>paper_13925 .