The article evaluates the concept of delegation and its role. An evaluation of the impact of delegating tasks, how to undertake delegation, benefits of delegation in an educational setting have been critically undertaken in this article. The Concept of Delegation Delegation involves entrusting work, responsibility and authority by a leader or a head of a team to a subordinate in the bid to hold the accountability of the outcome of the performance. This implies assigning a level of decision making autonomy and encourages performance of a given task to achieve a desirable outcome. Delegation is also an important function in every organization and in the educational setting. Delegation enables management to make the best use of their time and skills as well as ensuring that staff and subordinates are assisted in their growth and development whilst building trust and confidence as well as increasing the amount of expected work to be completed (Hubbard, 2016). Riisgaard et al (2016) explained that effective delegation provides several benefits to the educational setting as managers are able to mobilize resources, share responsibilities and also focuses on doing a few tasks well, rather than many things less effectively resulting in increased management and leadership potential. Clearly, delegation has the potential to increase the level of productivity of heads and management of educational institutions. In view of this, heads of institutions are able to dedicate more time and resources to daunting and challenging tasks that require more attention. The need for quality education and its subsequent management envisages the need to delegate some roles to other staff to ensure that more ground is covered in administering quality education to the satisfaction of all stakeholders. Delegation of responsibilities also comes with empowerment. This enables individual staff and team members to achieve results that are critical in the competitive educational industry. Delegating responsibilities helps increase the level of speed, response and customer satisfaction for all stakeholders (Riisgaard et al, 2016). Delegation promotes empowerment that is an effective tool that management and leadership allow a team or an individual staff the freedom and creativity to achieve the strategic goals outlined by management of the educational institution. In the case of empowerment through delegation, it is expected that management and leaders measure the performance of the individual based on the milestone reports and results as well as the final reports submitted. It is imperative that delegation allows compliances to the required or outlined procedure accepted by the educational institution. It is hence important to ensure that simple daily tasks are delegated to individual staff whilst ensuring that they have been empowered to undertake such tasks. Delegation involves authority to complete an assigned task but does not involve the delegated individual transferring the task to another individual. This helps the manager or the leader to review the delegated work and ensure that it is completed and properly done to meet the expected goals. Employees have and continue to be the most valuable resource any educational institution has. Hence, heads of schools can work more effectively by empowering employees who perform delegated jobs with the authority to manage the assigned tasks. It is important to successfully train employees to acquire the required skills, experience and the resulting confidence that helps develop the subordinates for higher positions. Good delegation provides better managers and a higher degree of efficiency. Primarily, delegation aims to get the job done by someone else (Hubbard, 2016). The several benefits of delegation include it saves time and helps achieve more within a short stipulated time. Delegating responsibilities to team members helps utilize the capabilities and strengths of other individuals within the organization. It goes a long way to help increase the value of the leader. Delegation helps enhance the credibility of the leader (Muir, 2006). As subordinates are allowed the opportunity to show their strengths and also make contributions to the work, the leader earns some respect and loyalty from the subordinates. This also helps the leader to look for more challenging tasks that can help increase their value within the institution. Delegation presents an opportunity for subordinates to develop themselves as well as acquire new skills as they achieve the outlined objectives set by the leader. These make the subordinates more versatile and also see themselves as important and an integral part of the team. Also, delegation promotes self-esteem as it tends to show that the leader has trust and confidence in the subordinates. Having interesting and challenging work feels good and being trusted to complete a job raises one’s self-esteem. A strong self-esteem goes further to enable subordinates accomplishes their goals. When jobs are delegated, they are usually found to be very interesting and hence make them enjoyable. It goes further to promote innovation and initiative taking among subordinates (Muir, 2006). Delegation promotes efficiency and promotes flexibility. It allows work to be done by different people in different ways thereby ensuring a high level of success and achievement of objectives. Also, there is the promotion of team work as other members in the institution are encouraged to partake in undertaking other responsibilities (Muir, 2006). This also results in a balance of workloads. Delegation allows a fair sharing of responsibilities and work. Each individual that work is delegated to gets a fair share of work to be completed by the entire team. There is also the chance to ensure effective communication. Delegation requires that subordinates understand clearly what is expected to be achieved by the team. This helps them accomplish assigned tasked with ease. Through delegation, committed and well performing team members are identified and subsequently be retained in the team. Conclusion The article identified that delegation is very important in building the excellence in the educational setting.At your cherished London School of Management Education (LSME), we empower our staff and students with delegated duties, tasks and responsibilities to help them build their individual confidence and the promotion of team work whilst ensuring that ample time and resources are used to meet the institution’s objectives. Clearly, Delegation promotes efficiency and promotes flexibility. It allows work to be done by different people in different ways thereby ensuring a high level of success and achievement of objectives. This also results in a balance of workloads. Delegation promotes effective communication. We have set the pace at London School of Management Education (LSME) because we believe that delegation must be encouraged in all educational institutions to help ensure a high level of student and employee satisfaction being achieved at all times. See you next week with another educative and informative article. Stay blessed always. References
10 Pages Posted: 17 Sep 2020 Date Written: August 4, 2020
Giving employees’ responsibility provides the window for job autonomy and encourages better performance. A major first step in effective delegation is effective leadership which is also fundamental to overall organizational performance. Delegation is necessary for employee performance because it is only when an employee has responsibility that he becomes accountable or answerable for performance. Effective delegation as driven by effective leadership becomes a collaborative, coordinated and comprehensive managerial technique for empowering, motivating and evaluating employees’ over performance. It reduces unnecessary, power-distance and provides employees’ self-confidence to seek feedback from managers for improved task performance. 90 respondents participated in the study conducted through the exploratory research design; and the result showed positive correlation between effective delegation and employee performance. Because of basic limitations further study should examine the relationship between planning and delegation to explore better ways of managing for performance in the face of globalization. It was suggested that evaluation process should form an integral part of effective delegation to enhance psychological empowerment, feedback and reduce power-distance. Keywords: Psychological Empowerment, Power-distance, Feedback, Performance Management, Self-confidence, Self-efficacy, Effective Leadership, Decision-making JEL Classification: M10, M12 Suggested Citation Ugoani, John, Effective Delegation and Its Impact on Employee Performance (August 4, 2020). International Journal of Economics and Business Administration Vol. 6, No. 3, 2020, pp. 78-87, Available at SSRN: https://ssrn.com/abstract=3666808 |
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