Delegation differs from participation in a number of ways: Many leaders define themselves as participative managers if they delegate tasks to their subordinates more subordinate participation in decision making The goal of delegation is not necessarily to develop employees or create more commitment. Neither does delegation always involve power sharing with employees. | NGHỆ THUẬT LÃNH ĐẠO MSMH: NS301DV01 Chapter 4: Participative Management and Leading Teams Purpose After studying this chapter, you will be able to: Specify the elements of effective delegation Clarify the role of leadership in self-managed teams Explain the principles of self-leadership Content The issue of delegation Evolution of participative management: team and self-leadership The role of leaders in a team environment Chapter 4 The Issue of Delegation Delegation and Participation Delegation differs from participation in a number of ways: Many leaders define themselves as participative managers if they delegate tasks to their subordinates more subordinate participation in decision making The goal of delegation is not necessarily to develop employees or create more commitment. Neither does delegation always involve power sharing with employees. Delegation: Delegation In a most basic form: is handing off a task to someone else. In a more complex form: can resemble . | NGHỆ THUẬT LÃNH ĐẠO MSMH: NS301DV01 Chapter 4: Participative Management and Leading Teams Purpose After studying this chapter, you will be able to: Specify the elements of effective delegation Clarify the role of leadership in self-managed teams Explain the principles of self-leadership Content The issue of delegation Evolution of participative management: team and self-leadership The role of leaders in a team environment Chapter 4 The Issue of Delegation Delegation and Participation Delegation differs from participation in a number of ways: Many leaders define themselves as participative managers if they delegate tasks to their subordinates more subordinate participation in decision making The goal of delegation is not necessarily to develop employees or create more commitment. Neither does delegation always involve power sharing with employees. Delegation: Delegation In a most basic form: is handing off a task to someone else. In a more complex form: can resemble participative management. Goals of delegation: to help a leader ease an exercise workload. Benefits of Delegation Delegation: frees up the leader’s time for new tasks and strategic activities provides employees with opportunities to learn and develop allows employees to be involved in tasks allows observation and evaluation of employees in new tasks increases employee motivation and satisfaction Guidelines for Good Delegation Guideline Description Delegate, do not dump Delegate both pleasant and unpleasant tasks; provide followers with a variety of experiences Clarify goals and expectations Provide clear goals and guidelines regarding expectations and limitations Provide support and authority As a task is delegated, provide necessary authority and resources, such as time, training, and advice needed to complete the task. Monitor and provide feedback Keep track of progress and provide feedback during and after task completion at regular intervals. Guidelines for Good Delegation Guideline .
