Assignment: Responsibility, Authority and Delegation
1. Understand the difference between Authority and Accountability
• Authority is the Right to perform or command...it allows the holder to act in certain designated ways and to directly influence the actions of others through orders. Increases probability specific commands will be obeyed. It does not always lead to obedience.
Authority without accountability is not leadership the acceptance of authority if determined less by formal org decree than by acceptance among those under the authority\ The individual can understand the order being communicated. Authority exacts obedience only when it is accepted
• Accountability
Employee's liability to perform
Nonperformance results in punishment
Performance results in some kind of reward
2. Understand why Delegation is one of the most important skills in your management toolkit
• Delegation is the most important skill and tool because it helps employees grow and know you support their career path.
Step 1: Assign specific duties to the individual
Step 2: Grant authority to the individual
Step 3: Create an obligation
• Effective Delegation
• Give employees the freedom to pursue tasks in their own way.
• Establish mutually agreed-upon results and performance standards for delegated tasks.
• Encourage employees to take an active role in defining, implementing, and communicating progress on tasks.
• Entrust employees with the completion of whole projects or tasks whenever possible.
• Explain the relevance of delegated tasks to larger projects or department or organization goals.
• Give employees the authority necessary to accomplish tasks.
• Allow employees access to all information, people, and departments necessary to perform delegated tasks.
• Provide the training and guidance necessary for employees to complete delegated tasks satisfactorily.
• When possible, delegate tasks on the basis of employee interests.
• Delegation
One of the most important skills in your toolbox. Once you can delegate and trust, you are truly empowering employees. Your job as a manager is to create your replacement.
• Benefits include:
Enhanced employee confidence
Improved subordinate involvement and interest
More free time for supervision to accomplish tasks
Assistance from subs in competing for tasks the manager wouldn't have time for otherwise
HR
3. Have an understanding on why Human Resources is a valuable partner to a manager and how they fall into the success of employee satisfaction.
Appropriate Human Resources-Valuable Employees
Inappropriate Human Resources- Get them off the bus
4. Understand the HR processes of Recruiting, Selecting, Training and Performance Reviews and how they fit into your management toolkit.
• Recruitment-Attracting and screening the supply of prospective human resources available to fill a position. Managers must:
• Be aware of a job they are trying to fill
• Stay abreast of recruiting trends
• Identify where appropriate human
• resources are located
• Knowing the job, knowing the law.
• Recruitment is the initial attraction and screening of the supply of prospective human resources available to fill a position. Its purpose is to narrow a large field of prospective employees to a relatively small group of individuals from which someone eventually will be hired.
• Recruiters must know the job. The technique commonly used to gain that understanding is job analysis. Job analysis provides a job description and a job specification
• Recruiters must also be able to pinpoint sources of human resources. The supply of individuals from which to recruit is continually changing, which means finding appropriate human resources will be much harder than at other times.
• Develop "people funnel" Always be recruiting. Use LinkedIn, competitors, seminars.
• Selecting
• Testing: Aptitude Tests, Achievement Tests, Vocational Interest Tests, Personality Tests
Assessment Centers
• Interview: Lunch, phone, video, Structured
• Training
• Developing qualities in human resources to enable them to be more productive
• The purpose is to increase employee productivity
• "Maximizing your investment in the individual"
Training is the process of developing qualities in human resources that will enable them to be more productive and thus contribute more to organizational goal attainment
• Training needs are the information or skill areas of an individual or group that require further development to increase the productivity of that individual or group, based on stakeholder feedback.
Once the training needs have been determined, a training program aimed at meeting those needs must be designed.
• Administering the training program is essentially the delivery of the training. A trainer may use lectures, programmed learning, or on-the-job training.
• Evaluating the training program entails determining if the training was effective.
Format your assignment according to the following formatting requirements:
1. The answer should be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
2. The response also includes a cover page containing the title of the assignment, the student's name, the course title, and the date. The cover page is not included in the required page length.
3. Also include a reference page. The Citations and references should follow APA format. The reference page is not included in the required page length.
Attachment:- Responsibility-Authority-and-Delegation.rar