عدد الرسائل : 4030
العمر : 28
العمل/الترفيه : المدير
السٌّمعَة : 4
نقاط : 982
تاريخ التسجيل : 02/04/2008
|موضوع: Delegation الإثنين 07 أبريل 2008, 16:37|| |
هذا الموضوع عن التفويض
اتمنى انكم تستفيدوا منه
- Delegation is an effective method to distribution of work through the group
and reduces cost and decrease nursing services intensity & delivers the
highest quality of care in order to ensure maximal benefit to patient.
- Nursing manager need to be able to delegate some of their own duties, task
and responsibilities as solution to over work which leads to stress , anger
and aggression, and they become more productive and come to enjoy
relationship with staff.
- Delegation is necessary because no one can do all work by himself.
Delegation: Is a dynamic process that involves getting task, activity and decision to be performed by another and grants that person have authority, accountability and responsibility for performing.
Delegated: The person making the Delegation.
Delegate: The person receiving the Delegation.
Purpose & Reasons for Delegation:
1- It’s a method of time management.
2- Provide learning opportunities and professional development of skills.
3- Capability building: it means of builds.
4- Self-esteem and self-confidence in the employee.
5- Leave the manager free to meet the unit needs.
6- Problem solving.
7- Increase motivation
The Foundations of Delegation:
Delegation depends on balance of:
1- Responsibility (Obligation, Condition of Accepting).
2- Accountability (Answerable, Liable).
3- Authority (Power, Command).
Rights of Delegation:
1- Right Task:
One that is delegated for a specific task.
2- Right Circumstances:
Appropriate patient setting and available resources.
3- Right Person:
Right task to the right person to be performed on the right person.
4- Right Communication:
Good relationship, clear description of the task.
5- Right Supervision & Evaluation:
Monitoring as needed and feedback.
The Delegation process:
1- Define the task (assess the situation(:
- Assess the need of the patient.
- Consider circumstance.
- Assure the availability of adequate recourse.
2- Determine or plan for the specific task to be Delegated:
- Specify the nature of each task.
- Specify the knowledge and skills require performing.
- Determine the implication for the patient.
3- Describe Expectation:
- Provide direction and clear expectation of how the task is to be
- Ensure appropriate documentation of task.
4- Seek agreement:
- Accept the accountability for their respect roles.
5- Evaluate the entire Delegation process
- Evaluate the patient.
- Evaluate the performance of the task.
- Obtain and provide feedback.
Steps to Ensure effective Delegation:
1- Select the employees who have the ability to do the job according to their
Experience and knowledge.
2- Make sure your expectations are clearly understood.
3- Let employees know you believe in their ability to carry out the task.
4- Clearly define the employees' authority and responsibility.
5- Monitor progress and establish feedback mechanisms.
6- Establish deadlines and milestones.
7- Empower employees by giving them the latitude to use their own
Imagination and initiative.
8- Reward employees for the positive results they produce.
Common Delegation errors:
Under Delegation: The Manager becomes overworked overwhelmed it comes from :
1- False assumption that Delegation may be interpreted as lack of ability to
Do it correctly or completely.
2- Lack of trust in the subordinates, they believe they need the experience or
they can do it better & faster than any one else.
3- The fear that Subordinate will resent the delegation to them.
4- The subordinates who are Delegated enough responsibility will become
5- Manager who lack experience in the job or in Delegation.
Over Delegation : Over delegation the manger burdening their subordinate it comes from:
1- Poor monitoring for time & spend most of time just trying to get
2- Managers feel increase in their ability to perform a task.
1- Delegation at wrong time.
2- Delegating wrong person.
3- Delegation to wrong reasons.
4- Delegated decision making without providing adequate information.
Barriers in Delegation:
Barriers in the Delegating:
- Preference for operating by oneself.
- Demand that everyone “know all the details”.
- Lack of experience in the job or in Delegating.
- Fear of being disliked
- Refusal to allow mistakes.
- Lack of confidence in subordinates.
Barriers in the Delegate:
- Lack of experience.
- Lack of competence.
- Avoidance responsibility.
- Overdependence on the boss.
- Overload of work.
Barriers in the Situation:
- Job description.
- Management style.
Delegation is a way to appropriately and consistently provide direction to
the staff. By delegating properly, you can teach employees new skills and expertise to help them be more productive and instill a sense of self-reliance,
improving morale and motivation. As a manager, you must assess your staff's current abilities and their potential to accept and complete assignments through established guidelines. Delegation brings into play many management functions planning, organizing, coordinating, motivating, communicating, and leading