Delegate-Know Who Knows Manage

Prepared by:

Luisa Felix Velez and Caviedes Campoverde hail.

"Trust in yourself and the organization, increase effectiveness, efficiency and effectiveness in business processes."

To assume a position in any place, involves an act of personal responsibility and rooted in free will, since it must respond to the results expected by those who placed their trust by delegating a given function, which we are committed to act transparency, accountability, resourcefulness, confidence, dedication, humility, strength and leadership in the supply chain business processes, while taking into account that the management of human resources, it is performed with partner staff, highly qualified, trained in the solid organizational structure with technology resources and functional facilities for the excellent performance of its activities. In this context we will consider the important issues to delegate its functions effectively and to obtain effective management.

"The teamwork that brings satisfactions lamentation trust factor and knowledge, each piece in place in every circumstance and time by synergy as the geese fly"

The delegation as a definition, is the act of assigning a subordinate authority and formal responsibility for specific activities, not only requires changing the way we think and act, if not the form of wanting to be answered and the vision and mission established by the Board of Directors of the company.

The delegate will assign work effectively with the level of appropriate responsibility. This will benefit both you and the team members receive a new task for improving the knowledge of which is assumed. It also ensures that the work was done on time and the person who has experience or interest in the subject.

When you delegate, assign another member of his team not only work, without further no power and authority to perform them.

So we can say that the delegation of functions is related to the planning and organization on the one hand and partly with the leadership - motivation, control, and performance results for continuous improvement.

1.-The fear to delegate certain functions to bring satisfaction .- The cost functions are not delegated:

You are better than their peers and have no confidence in their compañerosUsted has a great satisfaction to determine aspects of work and fears perderlaTiene firmly believe that if you do it yourself, you are not well done 2 .- To assign and delegate work is a matter of trust?

-No doubt that if your computer has a heavy workload.

- What you decide, and instruct other team members.?

These are questions that are part of doubts and fears, as well as the professionalism that takes. Before delegating must ask certain questions:

a. What is the need to delegate?

b How obeying the requirement departmental or section?

c What is the level of responsibility is required: Temporary or Permanent?

d What concurrent control measure will be taken and what the performance indicator?

e Is the right person is in the company and in which department or have to sign with that profile required minimum?

3.-How to delegate and probable consequences could be identified:

1 .- Fear to Delegate

Reasons for not delegated:

Fear of losing controlPorque if the delegation is successful, it will be understood that the manager is not indispensablePorque is feared that the subordinate does not meet él.Porque as expected from the manager is naive and desconfiado.Consecuencia Probable: The manager will work accumulated subordinates do not feel motivated, and their growth and development will be slowed or stalled.

2 .- crumbs or delegate only simple tasks.

It causes fear to delegate and therefore there will probably be minimal motivation and initiative on the child, as a result inefficient processes.

3 .- Download the responsibility.

Sometimes, it is often a kind of manipulation on the subordinate manager to avoid that.

.- The subordinate likely consequence will suffer when they realize, with all the problems inherent in it.

4 .- To delegate responsibility.

But no authority, which we should run parallel to the responsibility

Likely consequence .- Frustration and demoralization on the child, which could cause internal conflicts.

5 .- To delegate to the subordinate.

Sometimes occurs when the subordinate does not want to assume new responsibilities or when the manager decides to move the monkey hastily.

Resentment in probable consequence .- subordinate, subordinate rift between Chief.

6 .- To delegate too much power.

It is common in very paternalistic managers, seeking more the effect of its people than efficiency.

Excessive decentralization likely consequence .- inefficient because the actions and lack of authority.

7 .- The Manager communicates poorly to their subordinates.

Likely result in the process .- Inefficiency and waste of resources

8 .- Handling up

When the subordinate monkey returns the manager is, returns the delegated responsibility, under the pretext of needing help.

Likely consequence .- Possible stress in the manager, shaky authority.

It exposed the delegation of tasks and responsibilities is not easy task to perform properly, as such requires knowledge of business processes and personnel with which we, as the motivation and organization of human energies towards proposed goals and objectives should be well aligned and understood.

4 .- The benefit to the delegate:

Increased communication disponible.Facilita organizacionalInvolucra time and identifies the working groups trabajador.Desarrolla especializándolos.Motiva the ability of employees to make decisions and create a culture of risk mitigation processes in time, creating liability

5.-Effective Considerations for Delegation .-

1. Identify and decide what activity is to be delegated

2. Select the person to be delegated

3. Define to the type and degree of delegation.

4. Where possible we must delegate in terms of objectives, not tasks.

5. Train the subordinate timely

6. Define control points

7. Check that the or subordinates have understood the objectives, results achieved, rules and procedures, limitations and responsibilities.

8. Granting the authority responsible for

9. Do not accept the return of delegated responsibility ("Pass the monkey ...")

10. Keep in mind that any delegation includes an inherent risk.

11. Delegating a reasoned and conscious of what you want to achieve.

There is no doubt that effective delegation means that the leader has the confidence in your team to be sure that will perform the task quickly and satisfactorily,

It is worth mentioning that the act of committing generate agreements on respect, honesty, and competence. The first means to value the human dignity of another, the second act

6.-The intelligent and creative work rather than earnestly to identify:

1. What kind of work can eliminate or automate it?;

2. What processes should be redesigned?,

3. What activities can be delegated?

The time we spend thinking about these new approaches will help in better performance with leadership.

7 .- What to delegate?

One of the most common problems in this election within the delegation of functions is the comfort of the manager, as they are often uncomfortable delegating tasks or activities of the superior, without thinking too much on the child itself, so then identify aspects to be taken into account to delegate:

A subordinate activities that make them better or equal to the jefe.Actividades training and skills that will enable the subordinadoTarea to provide further experience and the demásActividades to help identify if a subordinate can be promocionadoActividades to assess practical skills of subordinates, operations especializadas.Actividades occupying excessive time and the manager are tallerPoderes routine decisions and firms (trust) must be aware that:

"The higher the ratings will help in their work only to the extent and degree to which it is unable to make it"

Still important to have the utmost care not to get lost in the heights when someone comes to a hierarchy and becomes incompetent having served successfully as a subaltern, therefore it is important to maintain guidelines by:

-Evaluation of performance

- Manual or job description

Once the manager has clear which activities should be delegated to his subordinate the next step is to define the person to whom to delegate the task or activity.

Is delegated to:

The most skilled partners in the process of Subordinates promociónLos who are trained to carry the message to Garcia "The delegate favoritism, can cost a lot for their mistakes."

8 .- Form for the delegation.

Responsible to: ... ... ... ... ... ... ... ... ... Date of Assignment. ... ... ... ... ... ... ... ... ... ... ... ... Time ... ... ... ... ...

Brief job description: ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...

Communication:

Manager Commentary. ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...

? Area that should be clarified: ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...

Points

The first checkpoint will ______________________________a las_______________

Phase must be completed: ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...

Standard

Date on which the grab is over ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...

Task completed ... ... ... ... ... ... ... ... Date: ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ..

Observations and comments: ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...

Recommendations for upcoming assignment that the person be more effective ... ... ... ... ... ... ... ... ... ...

9.-activity or function should not delegate.

The setting of targets and outcomes to be achieved by the delegation gerencia.La guide policies or personnel actions of any unit of the company. The group's leadership as the good leader who creates leaders among his followers upstream activities towards high jerarquía.10 .- How to delegate responsibility?:

Make sure that those elected are capable of doing trabajo.Asegúrese your instructions are not only understood, but always aceptadasCuente good feedback when assigning tasks, detect errors before they cause problems Organize interdepartmental teams to address task Establish departmental boundaries exceed points controlProporcione the tools and authority to perform trabajoCuando can be faced with conflicting priorities, reconsider the order of importance. Diplomacy and open discussion with participants to help achieve commitments realizables.Cuando delegate, not abdicate 11.-The five types of delegations are increasing motivational factors.

Activities, tasks, task delegation FuncionesResponsabilidadObjetivosDecisión.La is the simple way, for example: The leader responsible for the editorial of the magazine tells an aide: "Andrew, call the airline and find out times, quotas and price flights on the route Guayaquil-Quito - Guayaquil for the day Friday.

For the above, a simple activity delegated to the subordinate.

Functions, such as Andrew, take care you make flight reservations for five terms in the route Guayaquil-Quito - Guayaquil for the day Friday. We note that no task is delegated, but a result to be achieved, which should put some Andrès initiative, more motivated, because he has delegated his work with more responsibility.

The real delegation, for in it that is transmitted without losing it is the responsibility of management and must be accompanied by a true and parallel authority. For the example would be: Andrew in view of its good management, what am responsible for flight reservations staff

12.-Among the benefits of the delegation of functions .-

The delegation provided to management:

Having more time, yes eficientemente.Más dedication to delegate management activities, as one of the problems of managers to want to do everything and keep under control until the least important. Work, more relaxed to make decisions, provided that the delegation of functions to be oportunamente.La Delegation allows subordinates:

Be motivated, since it must be a manager's ability and must be present in any process of delegation to encourage collaboration, and dedication to the mandated activities, becoming a challenge responsibly. Undertake new challenges and stay focused on consolidating and strengthening contribution operativos.13.-Key processes for leadership

The type of leadership that is implemented will denote the organizational strength.

1. Quality

2. Innovation

3. Inspiration

4. Perseverance

5. Passion

6. Character

7. Charisma

8. Energy and Enthusiasm

9. The complete leader

Leadership Styles 14.-.-

There are great entrepreneurs who have been successful in the business world who say, who say, when a boss has more power, less should be used, hence teamwork, synergy and flat hierarchies best-managed companies today, increasing its productivity by sharing power. These organizations are more likely to create ideas that actually improve the collective life. Leadership styles show us the overview of where each style has its touch which do not work alone but in combination situation you are Beloved Professor Salgueiro management in their bibliographies indicates:

Participative style, it shares responsibility with subordinates, consulted and included in the team involved in the decision-making.

Democratic style, tasks are discussed and determined group, the boss only guidance and support. Makes proposals that can be evaluated in a group, the prosecution of the work is objective and create a pleasant working environment of trust, which does not mean it is always effective.

Autocratic style, the superior imposes standards and criteria, setting the strategy to be followed by planning and designing work, and saying who should do it. It classifies subsequent proceedings, but decides the phases of activity in the short term.

Stop Making Style, the group makes decisions freely without the participation of the head, so that there is an absence of leadership. If the head is not carrying a manager at any level. Not really addressed. The group itself makes the decisions and control the results.

Parenting style, giving priority to personal interests against the needs of the organization. The boss is one who makes the decisions without having the other possibilities for participation. Establish a protective attitude with subordinates. He is interested in their personal and professional problems as a father to his children. Although I see it is he who makes the decisions.

Bureaucratic style; The organization establishes a hierarchical structure and rules, blocking communication and establishing relationships where such rules prevail to the person.

The fundamental principle in the Personnel Division, is the integration, by creating conditions that enable members of the organization to meet the objectives and its efforts towards the success of the company as a company's survival depends on the ability of people to cooperate in the work, since a company is whole, a comprehensive and interactive structure in which all decisions are taken in some of their impact areas, with greater or lesser degree, in all other parts of the structure of the company. And is therefore the responsibility of all the attention to internal and external customers.

For these reasons if we were to summarize in one word the conditions that must exist for the delegation is made properly and successfully, say TRUST. This is the key word in any such process. There must always be reliable, but not in one sense, but in every way that is:

Management confidence in himself, to avoid any fear of possible loss of control or to the Manager subordinado.Confianza success in the performance of the subordinate subordinate trusts in his own worth and capacidad.Confianza of his superior and subordinate in éste.En actions sometimes not possible to achieve all this, if there is no communication, transparency and objectives sensitized and socialized in achieving benefits for the organization to attract business.