...The greatest factor that resulted to the success of Max was his believe in people and diversity. According to Max understanding the diversity of peoples gift, talents, skills and ability will greatly impact the success of a business. In his shop he employed so many people but did realizes some of his employees had some other gift that were not being recognized. This was until when Millwright his lead engineer died that he realized Millwright was not only an engineer but a poet, for he had written so many amazing and beautiful poetry. This aspect of diversity made him believe that each and every one in a community or a workplace needs each other because people poses different gift which all work together for a common good. Furthermore, another impact on Maxes success was his passion for his work. Max did not entirely work for money. He worked because he loved doing what he did. As an old shop with obsolete working equipment, Max was able to meet consumers demand and still survive in the market. Given the fact that technology had evolved, it did not have an adverse effect n Max and his company since he believed he old equipment still did the desired job. In addition, Max had a good work ethic that was very instrumental to his success. When Millwright died, Max visited the deceased family. This gestured shows that he had concern and valued all his employees. This act of love and compassion towards the dead and their family was a tool to show how important people are and how...
Words: 411 - Pages: 2
...In the world of business, there are many tasks and a single person alone cannot do roles that need to be filled and all. The responsibilities that leaders and their subordinates have can range from one to one hundred and the importance of these tasks should always be taken seriously. By delegating responsibilities throughout a team of people, tasks get taken care of and the business is run, in a perfect world, smoothly. Delegation is a skill of which we have all heard - but which few understand. It can be used either as an excuse for dumping failure onto the shoulders of subordinates, or as a dynamic tool for motivating and training your team to realize their full potential (Blair). The following paragraphs I will discuss delegation and how it affects the leader, subordinate and the business as whole as well as the skills that are needed to do so. By definition, delegating is the assignment of tasks and responsibilities (McGraw, 2004). It is apparent that in a business, as well as anything else that are team oriented, dividing up responsibilities is not only important but also necessary for a positive outcome. A manager that recognizes this can use the tool of delegation to his or her advantage. At PureFitness our Office Manager has to take care of many tasks that are not only time consuming but is detail oriented as well. On top of data input, accounting, and acting as a go between to the other PureFitness clubs, she is responsible for answering the phones and taking care...
Words: 1125 - Pages: 5
...Conclusion……………………………………………………………….4 References/Work Cited…………………………………………………5 Introduction TV personality Anthea Turner once said, “The first rule of management is delegation. Don't try and do everything yourself because you can't.” (Delegation Quotes) Business owners, such as the owner of a Chick-fil-A restaurant located in Marlton, NJ, have to be willing to delegate tasks to their employees and trust that the assigned employee is going to complete the tasks adequately so he can be freed up to take care of other things associated with their business and to avoid unnecessary stress. What is Delegation? A Latin term originating sometime between 1605 and 1615, the term “delegation” is the act of giving control, authority, a job, a duty, etc., to another person. There are three basic elements of delegation: the assignment of duties, granting of authority to enable the subordinates to perform the duties assigned, and the creation of obligation on the part of subordinate to perform duties in an orderly manner. The process of delegation involves four steps. The first step is the assignment of duties to subordinates which entails the owner to decide exactly what duties he wants the subordinate to complete. The second step is the transfer of authority to perform the duty which entails giving the subordinate the power to complete the assigned tasks. The third step is the acceptance of the assignment which entails the subordinate agreeing to complete the assigned tasks. The final step is to create...
Words: 509 - Pages: 3
...Importance of Delegation from Manager and Subordinate’s Perspective Index Topic Page Number 1. Introduction 4 2. Topic: 5 3. Theory Related to Research: 5 4. Research question 7 5. Literature Review: 8 5.1. Introduction: 8 5.2. Effectiveness of Delegation: 8 5.3. Background of Delegation: 9 5.3.1. Significant freedom to decide how the goal will be achieved 10 5.3.2. Being an available resource to assist in achieving the goals: 10 5.3.3. Assessing quality of the effort and achievement of goals 11 5.4. Delegation Process: 11 5.5. Critical Analysis of Work Delegation: 11 5.6. Unsuccessful Work Delegation: Reasons: 17 6. Research Methodology: 19 6.1. Sampling Technique 19 6.2. Selection of the Participants 19 6.3. Data Collection: 20 6.4. Data Analysis 20 6.5 Significance of the research: 21 6.6. Research Hypothesis: 21 7. Findings and Analysis: 23 7.1. Analysis of the Questioner (Close ended), of Work Delegators: 23 7.2. Analysis of the Questioner (Close ended)...
Words: 10533 - Pages: 43
...and profitable. In order for any business to establish themselves and have a great tenure they must adhere to not only factors but also delegation. Today, more than ever, managers must learn to use their time effectively. As a manager, you have a multitude of responsibilities. A situation made more difficult by an environment that emphasizes change, rapid responses times, and thinking “outside of the box.” There never seems to be enough time to get it all done. If, however, you are going to have an impact, you must take control of your time and not vice versa. If you try to do it all yourself, this will never happen. You can control your time by arriving earlier, using detailed planners and schedules, or “blocking off time” to focus on special projects. You might also try prioritizing tasks or using an elaborate filing system. All of these approaches will help, but you will never maximize your effectiveness unless you learn to delegate effectively. Stephen Covey, author of The Seven Habits of Highly Effective People, says that “effectively delegating to others is perhaps the single most powerful high-leverage activity there is.” Certainly in today’s business environment, effective delegation will help you achieve your fullest potential (as well help develop those people around you). To delegate, according to Webster, is to entrust to another, to appoint as one’s representative and to assign responsibility or authority. While the dictionary definition...
Words: 1175 - Pages: 5
...than enough work to delegate the smaller task to subordinates. Then you have the if you want it done right you have to do it your self-managers. The idea of delegating is to save time so that you as a manager can focus on more challenging task like setting goals for your team (planning). This will also allow you time to research resources and activities needed to achieve maximum success (organizing). At the same time you as a manager are now stimulating high performance in your subordinate. This encourages them to achieve goals they have set for them selves (leading). Now that you have more time you can now monitor performance and make changes as needed (Controlling). In the book "Leading Self-Directed Work Teams," author Kimball Fisher writes: "To feel empowered, people need formal authority and all the resources (like the budget, equipment, and time and training) necessary to do something with the new authority. They also need timely, accurate information to make good decisions. And they need a sense of accountability for the work." Kimball suggests you keep the acronym "ARIA" in mind any time you think of empowering others. If any one of the four elements (Authority, Resources, Information, Accountability) is missing, he says, there can be no true empowerment. Authority without...
Words: 918 - Pages: 4
...other leaders, leaders of nonprofit organizations must help individuals and groupscreate a mission and value, set goals, and create a strategy for achieving them. However there arealso unique challenges for leaders of nonprofits. According to the text The Art and Science of Leadership , “The public -good mission of nonprofits, along with the voluntary participation of many of their employees, contributors, and other stakeholders create a particular burden onleaders of such organizations to lead through a collaborative and trust- based style,” (Nahavandi, Understanding Strategic Forces 6 2009. pg. 250). Challenges like this, as well as many others, demand that nonprofit leaders trulyhave a calling for the mission of the organization and that elements such as integrity,trustworthiness, and self-sacrifice are a part of who they are as leaders. Because the monetary profit motive is not nearly as great for nonprofit leaders, these leaders need to possess a callingfor civic duty to help keep them remain motivated and committed to the cause.One of the main challenges nonprofit leaders face is how to attract, retain, motivate andreward their employees, many of whom are volunteers, without having access to large funds touse as reward. This is why these leaders must possess an expertise in skills such as inspiring andmotivating their followers. Also, because nonprofits tend to have fewer resources, leaders arechallenged by learning how to utilize effective leadership skills...
Words: 711 - Pages: 3
...to the medical-dictionary.com, is delegation of Administrative authority responsibility transfer to a person of lower license from the person of higher license, while remaining responsible for the actions of the outcome. The RN must have trust and confidence in the team members they are delegating to be able to delegate effectively and with minimal stress for themselves (Harris, 2007). With the determining of competence and appropriateness of the task to be delegated, there are many things to consider. According to the nursing practice act, the RN is authorized to delegate to lower licensed staff with ongoing supervision to help patients receive a quality of health care. The RN has to evaluate the patient for stability, condition, and abilities of the team to perform the task (Joint Statement on Delegation). One of the difficult responsibilities for an effective delegation of responsibilities is that the RN understands the families and patients need to be able to assign the right team member with a compatible personality. This is important because the family and the patient have to be able to trust the staff member assigned to them to help with managing care and having a RN, LPN, and CNA that work well as a team will benefit any and all patients. It has been stated, many times, in different articles, that the RN delegation skills are not checked off like the other clinical skills are the help in delegating appropriately. "Delegation is a complex process in professional...
Words: 1122 - Pages: 5
...Recognizing the Need For, Impacts and Benefits of Effective Delegation in the Work Place CASSANDRA C. SMITH Graduate Research Thesis Lawrence Technological University Southfield, Michigan Dr. Thomas Marx Senior Service College Fellowship (SSCF) 2011-2012 Midwest Region Published by Defense Acquisition University 28 Mar 2012 Submitted to Lawrence Technological University (LTU) College of Management in partial fulfillment of the degree of Masters of Science in Global Leadership and Management Submitted to Defense Acquisition University (DAU) Midwest Region in partial fulfillment of the requirement of the Senior Service College Fellowship (SSCF) Program UNCLASSIFIED: Distribution Statement A Approved for public release Report Documentation Page Form Approved OMB No. 0704-0188 Public reporting burden for the collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to Washington Headquarters Services, Directorate for Information Operations and Reports, 1215 Jefferson Davis Highway, Suite 1204, Arlington VA 22202-4302. Respondents should be aware that notwithstanding any other provision of law, no person shall be subject to a penalty for...
Words: 13429 - Pages: 54
...requests for guidance. Under these circumstances, Linda’s team is demoralized and inefficient so they do not finish their work in order to meet deadlines. As a result, there is a high staff turnover in her department. This case study report will examine the cause of complaints about Linda White and problems within her department will be identified and analyzed. Three possible solutions will be proposed and an evaluation of these will be presented. Finally, a recommendation will be made about the best solution to this problem. Problem Identification and Analysis An analysis of the case shows that these symptoms are attributed to Linda’s management or leadership style. She uses the “delegating style” to give responsibility and authority to employees (Thornton 2004, p. 80). When it comes to “the delegating leadership style”, managers should choose appropriate person who has enough knowledge or skills to carry out tasks (Thornton 2004, p. 80). Whereas, Linda’s workers do not have much experience and she rarely gives guidance to them, so they just know what they should do but they never know how to do it. Furthermore, she does not listen to opinions...
Words: 923 - Pages: 4
...use make them better than men at negotiating. Some communication strengths for women leaders include: they enhance teamwork, they encourage innovation through collaboration, and they increase opportunities for continuous improvement because of open access to information. Communication strengths for men leaders include: they tend to set strong boundries, they assign clear responsibilities and they weed out weak performers. Companies may suffer by not developing and retaining some of the best talent, which is key in remaining competitive in the business world. The perceptions by senior executives of women and men are more informed by gender-based stereotypes than facts. Women are stereotyped as being better at feminine caretakering skills such as supporting and rewarding. Men are perceived as having essentially masculine taking- charge skills such as influencing supervisors and delegating responsibility. Stereotyping can be devasting, potentially in...
Words: 786 - Pages: 4
...Continuing Education Effective Delegation: Understanding Responsibility, Authority, and Accountability Christine Mueller, PhD, RN, FAAN, and Amy Vogelsmeier, PhD, RN The obligation to provide safe, quality care creates challenges and concerns when registered nurses (RNs) delegate duties to unlicensed assistive personnel. These challenges and concerns are magnified in today’s health care environment of shrinking resources; patients with complex, chronic conditions; health care settings with high patient acuity rates; and the use of sophisticated technology. To make safe, effective delegation decisions, RNs must understand the responsibility, authority, and accountability related to delegation. Delegation decisions must be based on the fundamental principle of public protection. This article describes effective delegation by presenting the factors affecting delegation, explaining when and what an RN can delegate, and describing the delegation process. Learning Objectives ⦁ ⦁ ⦁ Identify three factors that affect delegation. Discuss what registered nurses can and cannot delegate. Explain the steps of the delegation process. N ursing’s Social Policy Statement (American Nurses Association [ANA], 2010), the Code of Ethics for Nurses with Interpretive Statements (ANA, 2001), and individual state nurse practice acts (NPAs) underscore the responsibility, authority, and accountability of registered nurses (RNs) for their nursing practice. The RN’s obligation...
Words: 5394 - Pages: 22
...| Unit 4 Sandwich Blitz Inc Assignment | MT140 INTRODUCTION TO MANAGEMENT | | Dalmon and Lei are trying to expand their business The Sandwich Blitz Inc. They have two great location mangers that have a lot of skills and are ready to move up in the company. Dalmon and Lei have to make time to investigate the two options of expanding their company. Dalmon and Lei have authority over their staff they give the location mangers authority over the stores to help run the store. I think if they can deglate thier task it will free up time for the CEOs to focus more on the expansion of the companies. 1 How would creating a new position between the CEO and the location managers help the business grow? It will help the business grow because it will free some of the responsibilities that Dalmon and Lei are doing now that is conflating with them being able to focus on expanding the company and the growth of the company. 2 Is promoting an existing manager the best option to fill this position? Yes I think that promoting within the company is a great idea because the location mangers have already been in the company and they have the knowledge of the company and skills. I think that if they build a build a senior team that's able to manage all the critical areas of the business it will help take the company to another level. These location managers have an excitement to make things happen and it will help them to grow and be motivated to be prepare for the new expanding...
Words: 484 - Pages: 2
...10.Authority, Delegation and Decentralisation AUTHORITY Meaning : Authority is the right or power assigned to an executive or a manager in order to achieve certain organizational objectives. A manager will not be able to function efficiently without proper authority. Authority is the genesis of organizational framework. Without authority, a manager ceases to be a manager, because he cannot get his policies carried out through others. Authority is one of the founding stones of formal and informal organizations. An Organization cannot survive without authority. It indicates the right and power of making decisions, giving orders and instructions to subordinates. Authority is delegated from above but must be accepted from below i.e. by the subordinates. In other words, authority flows downwards....
Words: 10107 - Pages: 41
...DEVELOPING ORGANIZATIONAL STRUCTURE After reading this chapter, you should be able to: * Define organizational structure and relate how organizational structures develop. * Describe how specialization and departmentalization help an organization achieve its goals. * Distinguish between groups and teams and identify the types of groups that exist in organizations. * Determine how organizations assign responsibility for tasks and delegate authority. * Compare and contrast some common forms of organizational structure. * Describe how communication occurs in organizations. * Analyze a business's use of teams. Rarely is an organization, or any group of individuals working together, able to achieve common objectives without some form of structure, whether that structure is explicitly defined or only implied. Structure is the arrangement or relationship of positions within an organization. An organization's structure develops when managers assign work tasks and activities to specific individuals and work groups and coordinate the diverse activities required to reach the firm's objectives. Organizational charts are visual displays of organizational structure, chain of command, and other relationships. Growth requires organizing--the structuring of human, physical, and financial resources to achieve objectives efficiently and effectively. SPECIALIZATION An organization must first determine what activities are required to achieve its objectives and...
Words: 1817 - Pages: 8
