Siti Azizah

 Derived from Latin, delegate means "to send from."  You are sending the work "from" you "to" someone else.  Effective delegation: 1. Give you more time to work on your important opportunities 2. Help others on your team learn new skills

 To determine when delegation is most appropriate, the managers should ask five basic questions: 1. Do the subordinates have the necessary information and expertise to perform the task ? 2. Are the subordinates committed for successful implementation of the final decision ? 3. Will the capabilities and interest of the subordinates be expanded by this delegation ? 4. Do the subordinates share with management the same set of common values and perspectives ? 5. Is there sufficient time to do an effective job of delegation ?

 If any of these questions remain unanswered maybe not be effective. More time wastedLower quality Less empowermentMore frustration Not effective

The failure of delegation occurs not because managers do not understand how effective delegation can be done but because they are unwilling to apply the principles for the fear of loosing their importance.

Receptiveness: the willingness to give a chance to the ideas of other people, be able to welcome the ideas of others & be able to compliment them for the good work done. Receptiveness: the willingness to give a chance to the ideas of other people, be able to welcome the ideas of others & be able to compliment them for the good work done. Allowing others to make mistakes: Remember, the cost of mistakes as an investment in human resource. Patient counseling and careful explanation will encourage to perform better. Allowing others to make mistakes: Remember, the cost of mistakes as an investment in human resource. Patient counseling and careful explanation will encourage to perform better. Trust in the subordinates : For effective delegation, there is no other option available. Trust in the subordinates : For effective delegation, there is no other option available. Getting feedback : Manager needs to keep a continuous follow-up of the delegated task. Getting feedback : Manager needs to keep a continuous follow-up of the delegated task.

1. Will the person have time to do the task? 2. Does the person have the ability to do the task? 3. Is the person trained to do the task? 4. If the person lacks the skills to do the task, can he or she be taught those skills in a reasonable period of time? 5. Is the person generally reliable? 6. Is the person seeking out new responsibility?"

1. Describe the results that you want: "spend enough time to understand, make sure the employee has an access to a notebook and pen to record instructions 2. Listen for suggestions about how the person thinks the task should be done, could be good ideas and also helps you know if they understand 3. Give them autonomy and freedom: "Give the person the resources and tools necessary to do the task or process properly." 4. Encourage them as they go off to do the task. "Confidence is contagious. Make clear your faith in your subordinates' abilities to overcome obstacles and get results."

 Specific  Measurable  Agreed  Realistic  Time bound  Ethical  Recorded

1. Define the task: Confirm in your own mind that the task is suitable to be delegated. Does it meet the criteria for delegating? 2. Select the individual or team: What are your reasons for delegating to this person or team? What are they going to get out of it? What are you going to get out of it? 3. Assess ability and training needs: Is the other person or team of people capable of doing the task? Do they understand what needs to be done. If not, you can't delegate. 4. Explain the reasons: You must explain why the job or responsibility is being delegated. And why to that person or people? What is its importance and relevance? Where does it fit in the overall scheme of things?

5. State required results: objectives, measurement, get feedback to make sure. 6. Consider resources required: Discuss and agree what is required to get the job done. Consider people, location, premises, equipment, money, materials, other related activities and services. 7. Agree deadlines: due date, review date, reporting due date 8. Support and communicate: Think about who else needs to know what's going on, and inform them. 9. Feedback on results: It is essential to let the person know how they are doing, and whether they have achieved their aims.

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