1. Empowering through Delegation What is delegation? Why is delegation important? Free time Improve decision making Develop subordinates Enhance commitment Improve relationships 11-1Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

2. Four-Step Delegation Process 1.Allocation of duties 2.Delegation of authority 3.Assignment of responsibility 4.Creation of accountability 11-2Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

3. Benefits of Delegation Frees up your time Improves decision making Develops subordinates Enhances commitment Improves relationships 11-3Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

4. Empowering through Delegation Skills Clarify the assignment. Explain the benefits of the job. Specify the range of discretion. Allow participation. Inform others who might be affected that delegation has occurred. Establish feedback controls. Ask questions to test understanding. Insist on recommendations if problems occur. 11-4Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

5. Empowering through Delegation Group Exercise 1: Park City Toyota Modeling –Dana Porter: Sales Manager –C.J. Stone: Salesperson Group Exercise 2: Meeting Substitute trios Group Exercise 3: Deadline Come & Gone –Trios 11-5Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

6. Reinforcement Exercises Leaders delegating in movies Leader delegation in group projects Delegation in personal life 11-6Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

7. Leadership requires followers http://www.ted.com/talks/derek_sivers_ho w_to_start_a_movement.htmlhttp://www.ted.com/talks/derek_sivers_ho w_to_start_a_movement.html 11-7Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

8. Activities 1. Which factor influences a manager’s propensity to delegate more: the delegator’s personality or the organizational culture? Why do you say this? 2. How can managers assess a subordinate’s readiness for empowerment or delegation? What should the manager look for in the employee’s behaviors? What questions should the manager ask? Can the manager assess the subordinate’s readiness by delegating incrementally more challenging tasks? What are the advantages and disadvantages of such an approach? Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall11-8

9. . This work is protected by United States copyright laws and is provided solely for the use of instructors in teaching their courses and assessing student learning. Dissemination or sale of any part of this work (including on the WorldWideWeb) will destroy the integrity of the work and is not permitted. The work and materials from it should never be made available to students except by instructors using the accompanying text in their classes. All recipients of this work are expected to abide by these restrictions and to honor the intended pedagogical purposes and the needs of other instructors who rely on these materials. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written permission of the publisher. Printed in the United States of America. 11-9Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall