...SA MP LE HOW-TO BOOKS H OW-TO BOOKS You Can’t Do It All: Effective Delegation for Supervisors Jeanne Baer H OW-TO BOOKS H OW-TO 1 This preview version of our product is protected by copyright law. Copying or distribution of this file is prohibited. SA MP LE You Can’t Do It All: Effective Delegation for Supervisors By Jeanne Baer Coastal Training Technologies Corp. 500 Studio Drive Virginia Beach, VA 23452 You Can’t Do It All: Effective Delegation for Supervisors Jeanne Baer Copyright© 1999 by Coastal Training Technologies Corp. SA MP LE All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that neither the author nor the publisher is engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional should be sought. Credits: Coastal Training Technologies Corp.: Art Bauer Todd McDonald Editor in Chief: Karen Massetti Miller Designer: Scott Rhone Cover Design and Illustration: Kevin Zdenek Coastal Training Technologies Corp. 500 Studio Drive Virginia Beach...
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...Is Delegation Effective In An Organization? There are a number of reasons why managers don’t delegate. Delegation is more than just a Way of getting people to do things for you. It is also a powerful leadership and coaching tool. A few reasons why managers don’t delegate are: they don’t have the confidence that the Subordinate will do the task effectively and in a timely manner. Another is a fear of losing Credit, lots of managers feel like they will not get the credit for completing the task and as Managers they have more 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...
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...and Application Charmaine Perkins Houston Campus January 12, 2006 Delegation Paper In today’s world there are many companies that strive and become very successful 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...
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...Delegation Paper Delegation Paper The definition of delegation, according 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...
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...Intake and Output Delegation to an Unlicensed Assistive Personnel XXXXXXX XXXXXXXX XXXXXXX University School of Nursing Nursing is an excellent career and one that is in very high demand. Many times, the workload required of nurses is too much to bare. When working as a nurse, it is often necessary to delegate tasks to others in order to provide the best possible care for a patient. Before delegating to assistive personnel, the nurse must make sure the assistant is competent in performing the desired task. All 5 rights of delegation must be met. These rights include the right task, circumstance, person, direction/communication, & supervision. There are some tasks that a nurse must not delegate to others. Those tasks include the assessment, planning, evaluation and nursing judgment of a patient (Nebraska Department of Health and Human Services, 2004). These tasks are only within the RN’s scope of care and cannot be passed to other members of a team who are there to assist. This paper looks at the care of a 40-year-old male patient with cellulitis and type 2 diabetes. The monitoring of his intake and output are necessary and is an appropriate task to delegate to a nursing assistant. The reasons for delegating this task are the topic of this paper. Before the delegation is made to the assistant, a delegation decision-making grid was completed to assess the client’s level of stability and the assistant’s competence to see if delegation is appropriate for the patient. This tool...
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...If there are images in this attachment, they will not be displayed. Download the original attachment[->0] Delegation has always been an important part of nursing. It has also been one of its most challenging aspects. How, as a new supervisor, you approach the subject can be a delicate matter. I would start by having a team meeting with the entire office staff. This approach would allow all of the members of the team to explain their rolls leading to a collaborative effort. In future staff meetings, I would also have follow up discussions in regards to what is working and what is not working within the healthcare team. When people feel that they are part of a team with equally important rolls it leads to greater job satisfaction and productivity. This will also allow everyone to become aware of the important jobs that all of the team members have. Working as a team from the beginning of care through to after the baby is born will lead to improved care and increase patient satisfaction. I would approach Ms. W in a non-threatening manner in a private area where we are not going to be interrupted. I would complement her on her concern for her patients and the individual attention that she pays them. I would explain to her that there are many services available at the clinic to assist her. Delegating some of the work would be beneficial in the overall care of the patient. She would still be responsible for the overall care and evaluating the outcomes of the care provided...
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...their team members. 66% of managers say they would like to “increase their use of delegation as a time management and personnel development tool.” To determine whether you are a good candidate for considering delegation as a tool to improve you (and thereby your team’s) performance, take this simple quiz. Yes Do you allow your team members to make mistakes? Do you frequently take work home or work late at the office? Does your team function smoothly when you are absent? Do you over-rule or reverse decisions made by team members? If you were incapacitated for 6 months, could a team member take over smoothly? 6. Do you do some things your team members could be doing? 7. Do your team members take initiative without input from you? 8. When you return from a trip or training, is there a big pile in your in-box? 9. Do your team members delegate to their teams (if applicable)? 10. Do you spend time on details that you would rather spend on planning and supervision? 1. 2. 3. 4. 5. To determine whether delegation may be able to help you, give yourself one point for each answer of Yes on the even-numbered questions (2, 4, 6, 8, and 10), and one point for each answer of No on the odd-numbered questions (1, 3, 5, 7, and 9). The higher your score, the more likely you are to need to use delegation more than you are now. Any score higher than 5 indicates some need for additional delegation of tasks. Delegation, when it is done well, has three important components. 1. It assigns responsibility...
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...“Developing Your Empowering People (Delegating) Skill” Elam A. Ramos MGT/521 January 15, 2014 Elsie Jimenez-Galarza Abstract Presents the analysis and give a team solution to the delegation scenario from Chapter 10 of the MGT/521 Management text book. Scenario Ricky Lee is the manager of the contracts group of a large regional office supply distributor. His boss, Anne Zumwalt, has asked him to prepare by the end of the month the department’s new procedures manual that will outline the steps followed in negotiating contracts with office products manufacturers who supply the organization’s products. Because Ricky has another major project he’s working on, he went to Anne and asked her if it would be possible to assign the rewriting of the procedures manual to Bill Harmon, one of his employees who’s worked in the contracts group for about three years. Anne said she had no problems with Ricky reassigning the project as long as Bill knew the parameters and the expectations for the completion of the project. Ricky is preparing for his meeting in the morning with Bill regarding this assignment. (Robbins, 2012) Assignment. Prepare a 350- to 1,050-word paper detailing how your team would handle the situation described in the scenario The Facts. Presented here are what I consider to be the facts on this scenario. * Rick Lee is the regional manager for the contract group of a large office supply * Rick Lee Reports to Anne Zumwalt * Anne requested Rick to prepare...
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...happen in managing process: “How to deal with heavy workload in case of workforce scarcity” (“How to maximize the effectiveness of teamwork”) The main character of this case is Faisal Sham; he is the supervisor of a seven project engineer group. Since the demand for different versions of his firm’s computer component is rising, the workload has increase dramatically and Faisal still in charge of everything; things might go out of control anytime. On the other hand, two members of his team have shown their interest in helping Faisal with his work on various designs. The solution for this case requires Task delegation process and Team structure. Assuming that the two enthusiastic members are Michael and Ben and they are qualified with the Faisal’s standard, there are two important positions for them: Product main designer and Head of R&D group. The first step of Delegation is Assign responsibility. Since Ben has better has experience in conducting customer research, he should be assigned for Head of R&D. There will be one co-worker in this group to support Ben in making survey and sum-up the result, which is expected to show customer’s taste for computer component. Michael will in charge of Main designer due to his professional skill. Two chosen engineers will assist him in order to build up the most possible designs with the lowest cost. Three designers (including Michael) will work co-op on pointing out the key feature of products, calculate the possibility of their work, estimate...
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...Delegating a task not only allows the employee to feel empowered and trusted by his or her superior, but also enables the manager to tackle other projects during the employee successful completes the assignment. Managers have many responsibilities; therefore, learning and improving delegating skills is necessary for a successful career as an effective manager. In most cases, managers with strong delegating skills will match the perfect task with the right employee. In this essay, Team B will analysis and discuss the Ricky Lee scenario using the five behaviors used by effective delegators. Ricky properly chose and delegated the task of writing the department’s new procedures manual to the most capable person. There are three reasons the delegation executed was proper. The first reason is that Ricky went to his supervisor, Anne Zumwalt, asking permission to assign and entrust a third party with the responsibility of completing the manual (Robbins & Coulter, 2012). Secondly, the third party Ricky selected was Bill Harmon, who had three years’ experience in the contracts group (Robbins & Coulter, 2012). Lastly, Ricky set up a meeting with Bill to ensure he had all the parameters of the task and the time restraints that Bill would be up against (Robbins & Coulter, 2012). The meeting illustrates Ricky knows it is important for Bill to know what is expected and in what timeframe those expectations should be complete. Anne illustrates the carefulness in delegating the...
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...project without knowing that rules were broken. Bill Harmon has been identified to be the most capable of writing the contracts group's new procedures manual that will outline the steps followed in negotiating contracts since he has been working in the contracts group for about three years. Ricky Lee must ensure he clearly understand the assigned task before he delegates the work to Bill Harmon. Ricky Lee will ensure he explains exactly what needs to get done and the expected date of completion. Ricky Lee will provide all of the information needed to complete task and to inform Bill Harmon that he is available any time he has any questions or concerns regarding the project. Ricky and Bill will have a face-to-face discussion for the delegation of work. Email or memo cannot be used as a substitute. This will give the employee the opportunity to ask questions and receive live feedback and confirmation instead of second guessing. Some of the constraints might include the use of company’s resource. This resource can be either human resource or material resources such as computer, equipment or intellectual property. A clear understanding is that the employee cannot utilize other department's personnel to achieve a given task nor can an employee make use of other material resources that are intended for other dedicated applications. The bottom line is that the manager delegating the assignment cannot assume anything. The message must be crystal clear in using any resources to avoid...
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...written by Stan Mack, he describes many ways to make any team more effective. The first way he mentions that a team can be more effective is by opening the lines of communication among the entire team. Better communication can help the team quickly pick up any slack if one of its members becomes seriously ill or if a personal emergency arises. The earlier an issue is communicated the faster the rest of the team can adjust to the situation. He next mentions that a team can become more effective by developing interpersonal relationships. To succeed at this it is important to for a team to work together to complete a project rather than for an individual to try to compete for credit on the part of the project they are completing. Task delegation is discussed next and Stan mentions that a team can be effective by delegating tasks to individuals that capitalize on their skills. A team leader should assign tasks to each team member based on that individuals experience and skill level so that the team is working at its highest possible level. Stan’s last two recommendations for developing an effective team include setting goals and having motivation for getting the project done. Goals can be broken down in a series of steps and reaching those goals can become part of the motivation the team needs to work towards finishing a...
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...DECISION TREE Nurse Delegation to Nursing Assistive Personnel (NAP) Step One – Assessment and Planning Are there laws and rules/regulations in place that support the delegation? [NMAC 16.12.2] Yes Is the task within the scope of practice of the delegating nurse? [NMAC 16.12.2] Yes Has there been assessment of the client’s needs? Yes No Do not delegate. No If not in the licensed nurse’s scope of practice, he/she should not delegate to NAP. Authority to delegate varies from state-to-state; licensed nurses should check the local jurisdiction’s statutes and administrative rules/regulations. No Assess client’s needs; then proceed to a consideration of delegation. Does the delegating nurse have competencies to make the delegation decisions required? Yes No Do not delegate until evidence of competency is obtained and is documented; then reconsider delegation. Does the procedure/task meet all the following recommended criteria for delegating to NAP? • • • • • • • Task/procedure is within the range of approved functions for the NAP. Task/procedure frequently recurs in daily care of client or group of clients. Task/procedure is performed according to an established sequence of steps. Task/procedure involves little or no modification from one client-care situation to another. Task/procedure may be performed with a predictable outcome. Task/procedure does not inherently involve ongoing assessment, interpretation, or decision-making which cannot be logically separated from...
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...My mentor works for Lockheed Martin in the contracts department. Specifically, my mentor is responsible for creating contracts in order to help the company obtain the business. In government contracting, the government provides a project that they need done and then contract the job out to the company that can do the best work at the lowest price. Therefore it is the contractor’s job to ensure that the contract is written legally and also has to work with several departments. For example, they will have to work heavily with the Finance department to make sure the price they are going to offer to the government is realistic and will allow the company to make a profit. As we can see, it’s very important that my mentor as well as other representatives on his team are able to work cohesively to ensure the company does well. After watching my mentor and his department work together, I noticed there are some slightly different personalities. Some of the employees of the organization seem to be driven as an individual where as others are driven as a team. For example some employees like doing all of the work where as others are willing to share the work. One set of employees doesn’t like change where as others embrace change as they can avoid routines. I think these characteristics blend well to contribute towards a positive work environment. In order to improve motivation, satisfaction, and performance, I would have the individuals that like delegating be responsible for...
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...MGT 210 Week 3 Assignment Exercise 7-2 To Buy This material Click below link http://www.uoptutors.com/MGT-210/MGT-210-Week-3-Assignment-Exercise-7-2 Assignment: Exercise 7-2: “In-Basket” Delegating is an important aspect of supervisory effectiveness. Still, according to Rue and Byars (2004) in Ch. 7 of Supervision: Key Link to Productivity, “failure to delegate is probably the most frequent reason that supervisors fail in their jobs” (p. 117). Some supervisors are reluctant to delegate at all; others do not quite know how to delegate, or they are unsure regarding which tasks should be delegated. Recall the basic steps in the delegation process from Ch. 7 of your text as you formulate your answers to this assignment. Resource:Ch. 7 (p. 126) of Supervision: Key Link to Productivity Follow the steps listed below to complete this 700- to 1,050-word assignment: Read Exercise 7-2: “In Basket.” Join the discussion thread to which your instructor has assigned you. Discuss, with your assigned classmates, which items in this exercise should be delegated and which should be acted upon. Choose one of the items on which you and your assigned classmates agreed and one item on which you and your assigned classmates disagreed. Explain the rationale for the issue that was agreed upon by all classmates present. Examine the issue on which you and your assigned classmates disagreed. Was your attitude on this issue affected by your own unwillingness to delegate authority? Was your attitude...
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