Delegation in Nursing - Mr. Manulal V S

Delegation in Nursing for Nursing Administrators and Nursing Educators

1. IS PRIMARILY ABOUT ENTRUSTING YOUR AUTHORITY TO OTHERS. - RAPHEL M BARISHANSKY

2. DELEGATION By; Mr. MANULAL. V.S FACULTY CACEE, University of Kerala, Thiruvananthapuram , Kerala, India .

3. DELEGATION Delegation ( Deputation ) is the assignment of authority to another person ( normally from a manager to a subordinate ) to carryout specific activities . Delegation is the downward transfer of responsibility and authority at individual level.

4. DELEGATION Definition Delegation is the manager’s ability to share his burden with others . Delegation is the transferring to a competent individual the authority to perform a selected nursing task in a selected situation . - NCSB ( National Council of State Boards of Nursing . ) .

5. ELEMENTS OF DELEGATION . Responsibility. Authority. Accountability .

6. PURPOSES OF DELEGATION For assigning routine work . For problem solving . To reduce workload . For the changes in nurse manager’s own job emphasis . For capacity building . Assigning task for which the nurse manager does not have time ( time management. ) . Time Saving . For quality improvement .

7. PRINCIPLES OF DELEGATION Select the right person to whom the job is be delegated. Delegate both interesting and uninteresting tasks . Provide subordinates with enough time to learn. Delegate gradually. Delegate in advance. Consult before delegating. Avoid gaps and overlaps.

8. PROCESS OR STEPS OF DELEGATION Determination of results expected . Assignment of tasks . Delegation of authority for accomplishing the tasks . Responsibility and accountability .

9. STRATEGIES FOR SUCCESSFUL DELEGATION . Plan ahead. Identify necessary skill and education levels to complete the delegated task . Select capable personnel. Communicate goals clearly. Empower the delegate. Set guidelines and monitor progress. Monitor role and provide guidance. Evaluate performance. Reward accomplishment .

10. Types of Delegation FORMAL DELEGATION = Is found in the exercise of authority defined by organizations role. Downward delegation is effective to the extent of the acceptance and respect for formal authority.

11. Types of Delegation INFORMAL DELEGATION = Occur because people want to do something not they are told to you. It is something that is not formally required to be done. Bottom up delegation and lateral delegation mostly occurs in informal organizations .

12. COMMON DELEGATION ERRORS

13. COMMON DELEGATION ERRORS UNDER-DELEGATING : Under-delegating frequently stems from the individual’s false assumption that delegation may be interpreted as a lack of ability on his/her part to do the job. In fact, delegation can be empowering , both to the person delegating and to the person being delegated to . Another cause of under-delegating is the individual’s desire to complete the whole job personally due to lack of trust in subordinates .

14. COMMON DELEGATION ERRORS Over delegating : Some managers over delegate , burdening their subordinates. Some Managers over delegate because they are poor managers of time, spending most of it just trying to get organized. Others over delegate because they feel insecure in their ability to perform a task. It is critical that the Manager is sensitive to the workload constraints of his or her staff

15. COMMON DELEGATION ERRORS Over delegating : Staff should always have the right to refuse a delegated task. Managers must be also careful not to over delegate to exceptionally competent employees, because they may become over worked and tired , which can decrease their productivity .

16. COMMON DELEGATION ERRORS Improper Delegating : Include such things as delegating at the wrong time, to the wrong person or for the wrong reason . It also may include delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by someone with greater expertise , training or authority .

17. BARRIERS TO DELEGATION Barriers in the delegator / Supervisor Personal perfectionism . Lack of faith in subordinate . Fear of subordinate . Love for authority . Strict control . Lack of organizational skill in balancing work loads .

18. BARRIERS TO DELEGATION Barriers in the delegate / Subordinate Lack of experience Lack of competence Lack of self confidence Lack of incentives Fear of harsh criticism from supervisor Over dependence on the boss Overload of work

19. BARRIERS TO DELEGATION Barriers in the situation / organization Small size of the organization Decreased team spirit Lack of proper communication Confusion in responsibility and authority Urgency , having no time to explain Criticality of decisions

20. PRE REQUISIITES OF EFFECTIVE DELEGATION MOTIVATION TRAINING EFFECTIVE CONTROLLING GOOD ORGANIZATIONAL CLIMATE CLARITY IN OBJECTIVES AND GOALS RESPONSIBILITY AND AUTHORITY CENTRALIZATION Vs DECENTRALIZATION

21. Remember ……. Centralization and decentralization are two methods of organizing extend of delegation. Delegation refers to downward transfer of responsibility and authority at individual level , whereas the same process is done at organizational level in a systematic way is known as decentralization.

22. Advantages and disadvantages of delegation Advantages Serves as a vehicle of co ordination. Time saving. +se sense of responsibility and + se the potential capacity of individual employee Minimizes delay in decision making Permits subordinates to enlarge their jobs +se job satisfaction +se work productivity Disadvantages Incapacity of delegation Chance of malpractice Delegation with incapable delegator Frailty of human life Eye wash delegation

23. ROLE OF NURSE ADMINISTRATORS IN DELEGATION Functions as a role model , supporter and resource person in delegating tasks to subordinates . Encourage the followers. Communicate clearly when delegating tasks . Plans ahead and delegates proactively , rather than waiting until time urgency is present and crisis response are required . Conveys feeling of confidence and encouragement.

24. ROLE OF NURSE ADMINISTRATORS IN DELEGATION Is sensitive to how cultural phenomena affect trans-cultural delegation . Works to establish a culture of mutual trust, team work and open communication. Create job descriptions and scope of practice statements for all personnel . Is knowledgeable regarding legal liabilities of subordinate supervision. Accurately assess the subordinates’ capabilities and motivation when delegating .

25. ROLE OF NURSE ADMINISTRATORS IN DELEGATION Develops and implements a periodic review process for all delegated tasks . Avoid overburdening subordinates by giving them permission to refuse delegated tasks . Provide recognition or reward for the completion of delegated tasks . Provide formal education and training opportunities on delegation principles for staff .

26. THANK YU VERY MUCH