It is hard for a single person to complete all the work before the deadline. The same thing happens in an organization as well. A manager cannot do everything on his/her own. Due to this, a company might not be able to meet its goals. The targets cannot fulfill. Therefore, managers apply the delegation of authority.
Delegation of authority refers to passing the power to subordinates. It is a division of powers downwards in an organization. Delegation of authority is like sharing the powers and responsibilities.
Here the manager does not lose his/her power completely. Delegation of authority means trusting someone to do your parts of the work. It makes the task effective. It helps to complete the work on time. Then, you can achieve the targets.
FEATURES OF DELEGATION OF AUTHORITY
- Delegation of authority means giving your powers to subordinates. But there are boundaries and limits. Subordinate needs to follow the orders.
- Delegation of authority does not mean that the manager is giving up his/her powers completely. He/she still will be responsible for the work. It is only sharing the power with someone he trusts.
- Delegation of authority can extend. It can also withdraw. It depends on the situation.
- A manager cannot give the power that he/she does not possess.
- A manager can only share power. He/she cannot delegate his full authority.
- The delegation of authority can be in any form. It can either be written or oral. It can be general or specific.
- The delegation of authority should follow the organizational rules.
ELEMENTS OF DELEGATION
Authority refers to the power and rights of a person. It helps to make and take decisions. Authority is one of the elements of delegation. Delegation of authority is sharing the power with subordinates. Doing so makes the work effective. The task completes on time. Also, subordinates should not misuse the authority.
Responsibility refers to the duty. It is another element of delegation. Responsibility is an obligation of a subordinate. It flows from bottom to top. Responsibility is absolute. It is linked with the manager-subordinate relationship. The subordinate should be responsible after delegation. He/she should fulfill his duty.
Accountability comes from responsibility. Firstly, the manager delegates authority. He/she assigns some tasks to the subordinate. The subordinate takes the responsibility. There are certain bars and expectations from the assigned task. If the employee does not meet the expectation, then he/she is accountable. The accountability cannot delegate. One who makes a mistake is accountable.
AUTHORITY AND RESPONSIBILITY
|Authority is the power of a person. It refers to the legal rights. These powers allow a manager to make decisions.||Responsibility refers to the duties of a person. It is an obligation of a subordinate.|
|Authority flows from top to bottom.||Responsibility flows from bottom to top.|
|Authority can delegate. It can be passed from a manger to his subordinates in an exact way.||Responsibility cannot shift. It is absolute.|
|Authority connects with a superior position.||Responsibility connects with the manager-subordinate relationship.|
STEPS OF DELEGATION OF AUTHORITY
Delegation of authority includes the following steps:
- Assign the duties
The manager should explain the task clearly. He/she should give details about the work. Also, he/she should tell about the expectations. Then the subordinate can work accordingly.
- Grant the authority
In the second step, the manager shares his/her powers. He/she grants the authority to the subordinate. This gives the subordinate the required freedom and independence. He/she can work effectively.
- Create responsibility and accountability
Delegation does not mean granting authority only. The subordinates get the power and rights. But they also get responsibility. There are certain bars and expectations in the work. The employee should also meet the expectations. If not, he/she is accountable.