M1 – Synthesis Essay #1
Delegation Versus Empowerment In today’s business world what makes empowerment differ from delegation? By definition empowerment means to give power or authority to; authorize, especially by legal or official means: “I empowered my agent to make the deal for me”. “The local ordinance empowers the board of health to close unsanitary restaurants”. “Wealth empowered him to live a comfortable life”. While delegation is defined as the assignment of responsibility or authority to another person (normally from a manager to a subordinate) to carry out specific activities. It is one of the core concepts of management leadership. However, the person who delegated the work remains accountable for the outcome of the finished product. Delegation empowers a subordinate to make decisions, this in turn, is a shift of decision-making authority from one organizational level to a lower one. The opposite of effective delegation is micromanagement, there this where a manager provides too much input, direction, and review of delegated work. In general, delegation is beneficial and can save money and time, help in building skills, and motivate people. Poor delegation, on the other hand, might cause frustration and confusion to all the involved parties. Some agents however do not favor a delegation and consider the power of making a decision rather burdensome. Empowerment on the other hand allows for the subordinate in some cases identify the concern and address the concern with action.

Ann Rhoades, founder of People Inc., in an interview with World at Work TV, discusses how to gain value in employees through engagement (empowerment) by allowing the employees to be involved in defining the benefit plan at jetBlue Airways. This level of empowerment has helped define the positive culture of jetBlue Airways.

Often delegation, top down direction, today feels authoritarian and not empowering. This often makes employees feel detached from the decision making process. Engaged employees work with passion and feel a profound connection to their company, this is often due to empowerment. Non-engaged employees often feel disengaged and are subsequently unhappy at work. Total quality management and its dedication to training and continuous improvement have a positive influence on employees. This combined with empowerment of employees on behalf of management helps achieve a productive and prosperous work environment.

But how does a company achieve a positive work environment and avoid dictatorships the solution would be by building upon human capital. The productive potential of one’s knowledge and actions – this in itself encourages empowerment and employee decision-making outside of the top down heavy hand of delegation. This would not happen however without the skills exhibited by an effective manager. Not all delegation is considered “heavy handed”, as there is a place for effective managers to properly delegate to subordinates. This happens through proper delivery by management, which has already established an environment of trust through empowerment. Often taking the contingency approach by using management tools and techniques in a situationally appropriate manner.

To delegate means to choose or elect a person to act as a representative for another. To empower someone means to give power or authority to someone else. To delegate something to someone is to only give him or her enough leash to act on your behalf as you would for yourself. To empower another means you give them enough power and authority to act on their own behalf. Is one “right” while the other “wrong” is tough to say, however, both can affect the organizational culture.

Delegation versus empowerment is not necessarily a bad versus good concept. There is a proper time for delegation in each situation that management may encounter. Two examples would be: when someone is truly new to the ways of leadership and in times of crisis. When an employee is new in his or her leadership role management should teach him or her how to handle responsibility. In times of crisis there needs to be an authoritative decision maker and those who are willing to simply carry out decisions to meet the critical need of the moment. But these two scenarios leave ample opportunity for empowerment. This can bring into play espoused values, which state values and norms that are preferred by the organization.

To truly empower someone you must grant them authority, you must give employees proper resources, and you must hold them accountable to organizational values and principles. Employees have to have enough authority to make significant and important decisions-you have to give power away. Employees have to have resources that are truly theirs to guide people, money, and tools. Yet it is not a free for all there should be an accountable aspect that helps them stays within the playing field of organizational boundaries. You tell them the “what” but the “how” is left up to them. They have to have enough of all three things to truly have the freedom to fail on their own efforts-and learn. Clan culture has an internal focus and values flexibility rather than stability and control. The internal focus of clan culture allows for effectiveness, which is achieved by encouraging collaboration between employees. This will encourage others to make empowering decisions as they see the success of their peers.

In a hierarchy culture empowerment would most likely take the back seat to delegation in that hierarchy culture has an internal focus, which produces a more formalized and structured work environment, and values stability and control over flexibility. It’s flexibility that fosters an environment of empowerment among employees.

Here’s the reality. It’s a lot easier to delegate tasks. However, there are instances, particularly in emergency response situations, where delegation is necessary. In the long run, through, empowering other leaders is the way to build healthier organizations. It will be challenging along the way, but you end up in a place where your organization can have a much bigger impact and more people will be fulfilled in their roles.

Works Cited

Runn, Gary. Garyrunn.com/2010/09/06/delegation-vs-empowerment
Merriam – Webster Dictionary, www.merriam-webster.com

Successful organizational cultures, World at Work TV

Kreitner, Organizational Behavior, 10e, Empire State College Center for Distance Learning, Chapters 1 & 3