3. INTRODUCTION:
Delegating is a major element of the directing
function of nursing management. It is an effective
nurse management competency by which nurse
managers get the work done through their
employees. Delegation is part of management; it
requires professional training and development to
accept the hierarchical responsibilities of
delegation.
4. DEFINITION
“Delegation can be defined as getting work done
through others, or as directing the performance of
one or more people to accomplish organizational
goals.”
-EMESS.
5. “Delegation is the process of assigning
responsibility and authority to co- worker and
ensuring his accountability.”
-EMESS.
6. DELEGATION HAS THREE ESSENTIAL
ASPECTS OR DIMENSIONS
1. Assignment of duties and task .
2. Grant of authority, power, right or
permission .
3. Creation of accountability.
7. PURPOSES OF DELEGATION:
Assigning routine tasks.
Problem solving.
Changes in the emphasis of a nurse
manager’s own job requirements.
Capability building.
Assigning tasks for which the nurse manager
does not have time.
8. PRINCIPLES OF DELEGATION
Assignment of duties in terms of expected
results.
Parity of authority and responsibility.
Clarification of limits of authority.
Unity of command.
10. List of ways or steps for nurse managers to
successfully delegate:
Train and develop subordinates: It is an
investment .Give them reasons for the task,
authority, details, opportunity for growth, and
written instructions if needed.
Plan ahead. It prevents problems.
Control and coordinate the work of
subordinates.
11. Visit subordinates frequently. Spot potential
problems of morale, disagreement and
grievance.
Coordination to prevent duplication of effort.
Solve problems and think about new ideas.
Emphasize employees solving their own
problems.
12. Accept delegation as desirable.
Specify goals and objectives.
Know subordinate‘s capabilities and match task or
duty to the employee. Be sure the employee
considers it important.
Agree on performance standards. Relate
managerial.
References to employee performance.
13. Take an interest.
Assess results. The nurse manager should accept
the fact that employees will perform delegated tasks
in their own style.
Give appropriate tasks.
Do not take back delegated tasks.
14. REASONS FOR DELEGATING
Assigning routine tasks.
Assigning tasks for which the nurse manager
does not have time.
Problem solving.
Changes in the nurse manager‘s own job
emphasis.
Capability building.
15. PREREQUISITES FOR EFFECTIVE
DELEGATION:
Good organizational climate.
Clarity in objectives and goals.
Responsibility and authority.
Motivation.
Training.
Effective controlling.
Centralization vs. decentralization.
16. BARRIERS TO DELEGATING
Barriers in the delegator.
Preference for operating by oneself .
Demand that everyone ― know all the details.
―I can do it better mysel fallacy.
Lack of experience in the job or in delegating.
Insecurity.
17. Fear of being disliked.
Refusal to allow mistakes.
Lack of confidence in subordinates.
Perfectionism, leading to excessive control.
Lack of organizational skill in balancing work loads.
18. Barriers in the delegate:
Lack of experience.
Lack of competence.
Avoidance of responsibility.
23. Under delegating:
Lack of trust/confidence.
Desire to complete the whole work.
Fear of losing importance.
Limitation of time.
Lack of clarity.
24. Over delegating:
Don’t want any kind of load.
Quality work isn’t their priority.
Freaks around.
Over – confident.
Poor management of time.
Feels insecure in their ability to perform a
task.
26. FIVE RIGHTS OF DELEGATION:
Right Task.
Right Circumstances.
Right Person.
Right Directions/Communication.
Right Supervision/Evaluation.
27. ADVANTAGES OF DELEGATION
Delegation serves as a vehicle of co-ordination. The
various levels of the organization are used
appropriately.
A sound system of delegation tends to develop an
increased sense of responsibility and enhanced
potential work capacity of individual employee.
It reduces the executive burden- It relieves the superior
of time- consuming, minor duties and allows him to
concentrate more effectively on major responsibilities of
his own position.
28. Delegation minimizes delay when decision have no
longer to be referred up the line.
As delegation provides the means of multiplying the
limited personal capacity of the superior it is
instrumental for encouraging of business.
29. Delegation permits the subordinates to enlarge their
jobs, to broaden their understanding and develop their
capacity.
Delegation raises subordinates position in stature and
importance and increase their job satisfaction.
31. REFERENCE:
Marquis. L. Bessire. Leadership roles and
management functions in nursing. 7th edition. New
Delhi, Wolters Kluwer Publication;2012: 452-453.
Vati . Jogindra. Principles and practice of nursing
management and administration. 1st edition. New
Delhi; Jaypee Medical Publication;2013: 253- 254.
Clement I. Management Of Nursing Service And
Education. 1st edition. New Delhi; Esleiver Publication;
2012: 243-245.
32. K. Deepak. A Comprehensive Text book on nursing
management. 1st edition. New Delhi; EMESS
Publication;2013:276-278.
Parsons C Lynn. An evidence based approach to
teaching nursing delegation., on 2003 July 9.
Available at
https://sttti.confex.com>sitti>paper_13925.
