1. You don’t have to do it all yourself Delegation: You don’t have to do it all yourself Prepared by: Dr. Fatma M. Baddar KINGDOM OF SAUDI ARABIA KING SAUD UNIVERSITY COLLEGE OF NURSING

3. Class Objectives:  After the discussion we will be able to: Define delegation & the related terms. Define the components of delegation. Importance of Delegation, Why Delegate ? Describe the five rights of delegation. Who are you going to delegate to ? When May I Delegate ? When not ? Explain the process of delegation. Recognize barriers to successful delegation and leadership, Delegating Errors Describe Symptoms of Poor Delegation Practice Delegation Assessment

4. Outlines: Introduction to delegation Delegation & related terms definitions The components of delegation..Importance of Delegation. The five rights of delegation. Persons going to delegate to. When May I Delegate ? When not ? The process of delegation Barriers to successful delegation and leadership, Delegating Errors Symptoms of Poor Delegation Delegation Assessment Conclusion Summary References

5. Woodrow Wilson " I not only use all the brains I have, but all I can borrow. "

6. Introduction … The manager is responsible for assuring that certain tasks within the organization are completed effectively and efficiently.

7. When the responsibilities and duties of the manager become too much, delegation become an essential element in management process. For the manager delegation is not an option but a necessity.

8. Delegation... Delegation can be simply defined as getting work done through others, it is the process of downward flow of authority from top level in the organization to lower level."

9. Delegation SMART or SMARTER A simple delegation rules are the SMART, or SMARTER. It's a quick checklist for proper delegation. Delegated tasks must be:  Specific  Measurable  Agreed  Realistic  Time bound  Ethical  Recorded

10. DELEGATION & Related terms

11. Accountability … It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients. (the subordinates must be held answerable to properly carry out their duties.)

12. Responsibility … It Includes concepts such as reliability, dependability, and also includes each person’s obligation to accomplish the work professionally. ( It refers to the obligation involved when one accepts an assignment ).

13. Authority … ( Is the right to take final decisions, to act or to command action of others. It moves in downward direction )...

14. Four Components of Delegation: Delegation to others in the workplace involves four principal components : - Delegator - Delegatee - Task - Client / situation.

15. DELEGATOR Delegation does not change the delegator’s responsibility for task completion.

16. DELEGATEE A delegatee receives direction for what to do from the delegator. The relationship between the two individuals exists within the workplace environment or through agency policy. The delegatee has the obligation to refuse to accept tasks that are outside of his or her training, ability, or job description.

17. TASK The task is the delegated activity. The delegated activity generally should be a routine task.

18. CLIENT / SITUATION Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee.

19. Why to Delegate ? Advantages of Delegation Higher efficiency Increased motivation Develops the skills of your team Better distribution of work through the group

20. Benefits of Being an Effective Delegator Gives you more time Helps you focus on what is most important Allows delegatee members to grow in capability and confidence Allows you to develop, coach, and mentor delegatee members Creates opportunities to provide recognition Ensures successful results

21. The Five Rights of Delegation Right Task Right Circumstance Right Person Right Direction / Communication Right Supervision / Evaluation

22. ? Why some superior do not like to delegate ? No time to instruct others Might lose credit or recognition Fear loss of control and power Tendency to do things by himself. Desire to dominate the knowledge, information, and/or skills he has. Unwillingness to accept risks of wrongs, (that some subordinates may take wrong decisions, or are incapable of using authority properly).

23. Reasons for subordinates’ avoidance of accepting delegation: (Why Do Subordinates Avoid Accepting Delegation?): Decision-making is a hard mental work, and people seek ways of avoiding it. Fear of criticism for mistakes. Lack of necessary information and resources to do a good job. Overload of work. Positive incentives may be inadequate, (e.g. pay rate, opportunity for promotion, improved status).

24. Works to be delegated …

25. Unlicensed Assistive Personnel –Feeding –Hygiene Licensed Practice Nurse –Vital Signs –Medications –Some IV’s if trained

26. Which activities cannot be delegated in nursing care? Initial nursing assessment Nursing diagnosis, goals, and care plans Evaluation of patient progress Professional interventions which requires knowledge, judgment, or skills Discharge planning Educational planning

27. Administrative Tasks you should not delegate Obviously some aspects of leadership are sensitive and should not be delegated. For example: Hiring Firing Pay issues Policy Staff performance appraisal Developing nursing assignment sheet Personal matters Emergencies Sensitive issues

28. The delegation process: The allocation of duties. The delegation of authority. The assignment of responsibility. Creation of accountability, i.e. subordinates must be held answerable to properly carry out their duties.

29. Delegation Process / Steps of successful delegation ( IDEALS ) I – Introduce the task D - Demonstrate clearly what needs to be done E - Ensure understanding A - Allocate responsibility, delegate authority, provide information and resources L - Let go S - Support and monitor

30. Delegator’s Task after Delegating Plan - goals, meeting, tasks Direct your team, keep them on track Encourage - increase morale

31. Barriers or obstacles to effective Delegation Barriers in the delegator… Do - it-myself attitude, inability to ask others, inability to organize / manage, uncertainty and fear that the subordinates will not do a job well.

32. Barriers in the delegatee Barriers in the delegatee Inexperience, incompetence, disorganization, irresponsibility – Decision Making is a hard mental work, and people seek ways of avoiding it, fear that the supervisor will be unavailable for guidance when needed. Fear of Criticism for mistakes, Overload of work, Positive incentive may be inadequate (e.g. pay rate, opportunity for promotion, improved status)

33. Common Delegating Errors ( Frequent mistakes made by managers in delegating include the following )

34. Underdelegating –delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely. –The manager’s desire to complete the whole job personally due to a lack of trust in the subordinates. –The fear that subordinates will resent having work delegated to them. –They lack experience in the job or in delegation itself.

35. Over delegating –They are poor managers of time, spending most of it just trying to get organized. –They feel insecure in their ability to perform a task.

36. Improperly Delegating –Delegating at the wrong time, to the wrong person, or for the wrong reason. –Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager. –Delegating decision making without providing adequate information

37. Symptoms of Poor Delegation Staff is confused / conflicting / turnover Lack of Motivation / Morale Extended hours / burnout Crisis management / missed deadlines

38. References … http://businessmanagement.suite101.com/article.cfm/why_is_delegation_so_hard_#ix zz0iaKhwJyThttp://businessmanagement.suite101.com/article.cfm/why_is_delegation_so_hard_#ix zz0iaKhwJyT - National Council of State Boards of Nursing - http://www.ncsbn.org/fiverights.pdffiverights.pdf - American Nurses Association - http://www.nursingworld.org/ - Institute of Medicine - http://www.iom.edu/http://www.iom.edu/ - Marquis, Bessie L.& Huston, Carol J. (2006). Leadership Roles and Management Functions in Nursing Theory & Application. Roles and Functions in Directing.(5th ed.). Lippincott Williams & Wilkins, Philadelphia. - Jones, Patrons R. ( 2007 ). Nursing leadership and management : theories, processes, and practice. Delegation: An Art of Professional Practice. F.A. Davis Company. Philadelphia.

39. Thanks a lot