Delegation of Authority

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Delegation of Authority is one of the essential managerial tasks that should be in practice. As the organization is a group of people - Superior and subordinates, the authority and work need to be dedicated among all the people because it is not a one-person show to perform all activities by a single person. Let us try to learn more about the delegation of authority, its elements, types, and processes, etc.

Explain Delegation of Authority

Delegation of Authority means sharing of work and authority. It is a process of assigning work to the subordinates by superiors and allowing them to take critical decisions to some extent by giving authority. The dedication of authority helps in several ways. But it is not an easy task. It involves several elements, step by step procedure, etc.

Delegation of Authority is an art or skill of a manager to get done the tasks by giving the required authority to his subordinates.

Elements of Delegation of Authority

The Delegation of Authority meaning seems to be simple, but it has the same ratio of profit and risk factors. So the manager needs to pay more attention while delegating the work and authority to his subordinates. We have three different elements for effective delegation. So let's have a glance at the Elements of Delegation of Authority. 

  • Authority

  • Accountability

  • Responsibility

Though it seems to be three elements, each element plays a predominant role in the delegation of authority as well as in the organization. It affects the growth of the organization.

Process of Delegation of Authority

The Process of Delegation of Authority has seven sequential steps. Each step has its significance and continuity. So it is important to understand every step then delegate the authority accordingly.

  • Step 1: 

The first step in the process of delegation of authority is to set the goals for which we are assigning work to the subordinate.

  • Step 2:  

After setting up the goals, the manager or the responsible person needs to define the responsibilities of the employee. This makes the employee learn or understand what he needs to do and whom he needs to report or take instructions.

  • Step 3: 

In the process of Delegation of Authority, the third step is more crucial than all other steps. This step is about defining the Author to subordinates. The authority varies from employee to employee based on the job assigned to them.

  • Step 4: 

The next step is to motivate all the subordinates. The manager is supposed to not only delegate or assign the work to the support units. He also needs to encourage his employees to work effectively and fastly by putting all their efforts. The manager also monitors all the day-to-day actions done by subordinates.

  • Step 5: 

The process of delegation of authority also has accountability in its steps. The manager needs to hold accountability regarding his employees. The manager or company should not depend on the employees.

  • Step 6: 

In the process of delegation of authority, the manager needs to train his subordinates according to the job assigned. If a new task is given to the employee in a different language, he needs to train his subordinate and ask him to learn and develop his skills by working on new tasks.

  • Step 7: 

The last step in the process of delegation of authority is to control the employees by maintaining proper appraisals for the performance.

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Types of Delegation of Authority

We have four different types of Delegation of authority. Each type of Delegation of authority is based on different factors. They are- 

  • General or Specific Delegation. It is based on the job assigned.

  • Formal or Informal Delegation. It is based on the process of giving authority.

  • Top to bottom or bottom to top Delegation. It is based on the hierarchy.

  • Lateral Delegation. It requires a group or team to work in parallel.

These are the various types of Delegation of authority. 

Hence the delegation of authority is an art of getting things to be done by the subordinates. It is clear about the meaning of delegation of authority, elements, process types of the delegation of authority. It can be seen in every organization, so all the companies' tasks can be taken as a delegation of authority example.

FAQ (Frequently Asked Questions)

1. What are the Characteristics of Delegation of Authority?

A. The characteristics of the delegation of authority can describe it and enhance its importance. Some of them are,

  • The authority should not be dedicated entirely.

  • the delegation of authority can be done by the Superior or a manager or high-level employees to the subordinates.

  • It always strives for the growth of the organization.

  • It can be done for achieving the objectives of the company.

  • It involves accountability and controllability.

2. What are the Limitations of Delegation of Authority?

A. Besides the several advantages, the delegation of authority has some limitations as a second side of the coin. Those are -

  • In some cases, it results in a lack of knowledge which affects the efficiency of the product.

  • The dedication of authority cannot maintain trust all the time.

  • Some employees don't show interest to take up the authority or to report to the superiors.

  • Some superiors may not provide the required authority. They want to dominate their subordinates.

  • The skills of the employee and the job assigned may mismatch with the failure of the manager.

  • Lack of coordination and motivation also affects the delegation of authority.

3. Explain the Factors Which Influence the Delegation of Authority.

A. The delegation of authority is a process that involves assigning our sharing work and authority between the spirits and subordinates to achieve the ultimate goal of the organization further they divide into small goals, and two SUVs go, the work is to be delegated. Why delegating work, we have several factors that influence authority. They are as follows- 

  • Subordinates need to be willful.

  • The attitude of the manager.

  • Both the subordinates and Superior have a friendly relationship rather than dominant desires.

  • Quantum of Work 

  • Confidence, knowledge, responsibility in Subordinates.