Problems With Delegation of

Authority

Welcome to my presentation

Abstract• There is a fear in delegation which plays a dominant

executives knows for certain that once authority is delegated they will loosen the grip over their subordinates and also control over the operations.

• It is natural that the executives may not like to lose either the grip or control over the operation. But most important psychology is that their nature executives have no confidence is their subordinates.

• They feel that the subordinates are not capable of shouldering responsibility hence the question of delegation authority does not arise.

According to Louise A. Allan Delegation is – 1. Dynamics of management 2. Process in an organization

3. Entrustment of responsibility and authority4. Creation of accountability for performance and

5. Either formal and informal delegation

Types of delegation

• Formal-A formal delegation of

responsibility and authority refers to ensuring responsibility and authority to an official position in the organization structure.

• Informal-An Informal delegation does

not create any obligation. Here delegation is not entrusted the work neither he is given the responsibility and authority formally.

AUTHORITY The right in a position to exercise discretion in

making decisions affecting others. or Its an Power in An Organization It is a relationship between two individuals Superior frames & transits decisions with the

expectation that these will be accepted by the subordinate

Basic objective behind authority is to influence the behavior of subordinates

Types Of Authority

POWER

The ability of an individuals or groups to induce

or influence the beliefs or actions of other persons or groups

TYPES OF POWER

Responsibility

• Responsibility is defined as the duty to which a person is bound by reason of his status or task

• Obligation of an individual to perform activities or duties which are assigned to him

What is Delegation of Authority?

• Allowing someone to act on your behalf to perform tasks (consume resources) that are available to you

• Delegator should be empowered to delegate to anyone he needs to, subject to certain organisation controls (i.e. the organisation’s Delegation Policy)

Delegation of authority is the base of superior-subordinate relationship, it involves following steps:-

1.Assignment of Duties

2.Granting of authority

3.Creating Responsibility and Accountability

Problems With Delegation of authority

Types of fear while delegating the authority

• Problem with delegation is fear of losing the control over the operations.

• Fear not a better performance by the subordinate

• Fear of better performance by the subordinate

These problems with delegation arise out of.•Lack of mutual confidence•Nonexistence of atmosphere of team work•No independence in thinking and behavior •No proper and unambiguous definition of common goals to be achieved•No interchange of ideas and suggestions•No favorable management climate•Existence of element of fear and frustration and•Incapable hand manning the executive positions.

Barriers To Delegation Of Authority

The following are the common barriers in delegation of authority:1. Reluctant To Delegate2. Fear Of Losing Importance3. Loss Of Control4. Mutual Distrust5. Fear Of Subordinates 6. Incompetent Subordinates7. Lack Of Motivation

Measures or Recommendations for effective delegation

• Increasing the security of jobs• Creating awareness for need of delegation• Determining decisions and tasks to be

delegated• Choosing the elegant wisely• Delegating authority for whole job• Linking delegation with planning

ResourceOwner

“I authorise this Privilege Holder to use this resource in the following ways”signed The Resource Owner

Privilege Holder

“I delegate authority to this End User to use this resource in this limited way”signed The Privilege Holder

End User(PrivilegeHolder)

Assignsprivilege to

Delegates privilege to“Can I use the

Resource”

Assigning and Delegating Privileges in Organisations

Thanks to all