MANAGEMENT 1
Task Delegation
Name
Instructor
Institutional Affiliation
Date
MANAGEMENT 2
Importance of Delegating Tasks and Involving Others as A Core Coaching Strategy
Abstract
Coaching encompasses the belief that individuals have solutions to their problems. As a
strategy, help develop viable plans that help improve processes and drive the growth of people.
Task delegation is one of the strategies that managers use in the working place to develop their
employees. Effective delegation requires that the employees be accountable for the task they are
assigned. It includes being accountable for resources and direction to successfully complete the
task successfully. To delegate is to ascribe duty to subordinate workforce and give them power to
complete a task. Delegation is vital since it saves the leader's time, empowers and progresses staff,
leads to amplified enthusiasm, and results in job satisfaction and loyalty. It is crucial to check if
the writer is a professional in the field of discussion or not. Then determine if the resources are
realistic, imagination, elucidation, or sentiments. Facts are then verified with other sources to see
their accuracy and trustworthiness. The author impact factor may help in assessing the scientific
value of the given author.
MANAGEMENT 3
Introduction
In coaching and management, delegating means transferring or sharing responsibilities; the
manager uses his authority assign tasks to individuals within his team in the organization. The
transfer typically occurs from a superior to a subordinate; the individual can be a co-worker or a
team member the manager is leading. Delegation is a critical skill for leaders at any level of the
organization and is usually a major challenge to learn because it involves giving up control of
some duties. However, delegation should never be seen as an abdication of duties or "dumping
tasks" since the work delegated is still under the supervisory of the leader. An effective delegation
is a powerful tool when used in the right manner. Conversely, some leaders find difficulty
delegating authority in the workplace due to time, ego, skill gaps, accountability, and authority
threat (Bespomoshchnov, V. A., & Caron, J. G. 2017). Lack of confidence in the abilities of others
may create barriers when it comes to task delegation; since trust plays a critical role for successful
delegation, team members should trust one another. Ego makes a manager think that no one can
do the work better, and as the leader, he is accountable in case it goes wrong. The leader may also
feel that the staff does not possess the right skill set for the job hence it may take lots of time to
explain. Several leaders are threatened to delegate duties since they feel that it reduces their
authority. It is appropriate for leaders to understand the elements, principles, and significance of
delegating tasks. It is also more important for them to comprehend when to delegate the task to
avoid task failure. Delegation provides some autonomous authority and responsibility to a team
member or subordinate to complete a given task, notwithstanding the risk and benefits involved.
MANAGEMENT 4
Elements of delegation
Organizations efficiently function when duties are delegated; however, lack of knowledge
and courage to do it is one of the significant causes of failure. Any moment a leader delegates work
to a subordinate or team member, three inevitable fundamental elements of the delegation are in
play. They include responsibility, authority, and accountability. As a manager, delegating is a tool
to coach a team member to be a better employee; while delegating a task, it may be appropriate to
delegate formal authority to help the completion of the assigned task. In a nutshell, task delegation
allows a teammate to lead within the boundaries of the transferred authority. The leader must first
assess the teammate before assigning the task in light of the skill possessed to avoid the temptation
of micromanaging (Bielczyk, N. Z., Ando, A., Badhwar, A., Caldinelli, C., Gao, M., Haugg, A.,
... & Group, P. S. I. 2020). The authority emanates from the power of position; therefore, the more
authority one has, the greater the ability to delegate challenging but meaningful tasks to
subordinates to help them learn, develop and grow.
Effective delegation requires that the employees be accountable for the task they are
assigned. It includes being accountable for resources and direction to successfully complete the
task successfully. The employee assigned task must provide updates and feedback on the assigned
duty to meet the objectives and goals of the company. It is the moral compulsion felt by the
teammate. As a result, he must do his best in carrying out the activities associated with the job. He
is obliged to complete the work thus held accountable by the leader. Once the task is delegated, it
is the responsibility of the employee to meet the objectives and goals required. The leader assigns
responsibility together with the task hence expects results to be achieved (Brandmo, C., Aas, M.,
Colbjørnsen, T., & Olsen, R. 2021). However, the team leader is still responsible for the team's
overall result and must ensure the results meet the company's goals and objectives.
MANAGEMENT 5
Principles for effective delegation
Leaders have lots of demand on their time hence may decide to delegate some of their
duties. The common problem is the challenge of developing a process of effective delegation. A
delegation is an important tool in management and coaching. However, leaders must trust their
teammates to achieve success in delegated tasks. They must understand that it involves giving out
authority and control to complete the job. The manager is still responsible for the general outcome,
so checkpoints are established to observe the progress (Cajnko, P., & Kraljić, S. 2018). If done
properly and for the right reason, delegation fosters a climate of trust, creating growth
opportunities for staff. Below are the principles that help create an effective delegation process.
When delegating a task, the manager needs to ensure that the job is specific, measurable,
achievable, realistic, and time-bound. Goals should be clear and straightforward. Otherwise, it will
not be possible to focus or be motivated by the results. The goals should be measurable to enable
the leader to track work progress; it will also allow the individual assigned duty focus to meet
deadlines and be motivated to achieve the goal. The goal should be realistic and achievable; in
reality, it should stretch one’s ability but remains within reach. The task must be done over a given
period, time must be allocated, and goals achieved within the specified period. SMART is a tool
that provides clarity, focus, and motivation to achieve goals. The device can also improve one’s
ability to reach set goals by encouraging them to set objectives and complete them on a particular
date. SMART is easy to follow and can be used anywhere and by anyone.
MANAGEMENT 6
Principle for effective delegation map
Determine what to delegate
Delegation of the task requires one to determine what needs to be delegated. The process
begins with defining one's responsibilities; the leader writes down all the activities he is expected
to complete and the responsibilities involved. He then reviews the master list and classifies all the
items into to the list. The first one contains what he must do by himself, while the second one
contains what he can delegate. The leader may then seek help from the subordinate to aid him
complete some of the tasks in the second list. In the process, he provides authority and control to
the teammate to help complete the task (de Melo, C. M., Marsella, S., & Gratch, J. 2017). The
employee will have an opportunity to learn, develop, and grow due to the opportunity provided.
Principle for
effective
delegation
Determine
what to
delegate
Choose the
right person
to delegate
the task to
Clarify the
desired
result
Clarify the
desired
result
Establish a
follow-up
meeting or
checkpoints
MANAGEMENT 7
Choose the right person to delegate the task to
Successful leaders must understand the art of choosing the right person for the job. It is a
known secret that recognizing the right person for the job is a significant aspect of having the job
well done. Leaders must evaluate their teammates, note down their skills and attitude towards the
assignment they need them complete. He should then match the person having the right skills and
attitude to the task at hand. Doing so will ensure the successful completion of the task and the
achievement of the desired results.
Clarify the desired result
Before assigning employees duties, the leader must ensure that results are clear. The clarity
will help the employee to use his ingenuity and resources to complete the job. Effective delegation
breeds creativity since employees are at liberty to do the work in the best way they deem fit. They
may find better ways or new ideas to accomplish the tasks. It is in the company's interest to
complete the task delegated to meet its objectives and goals. Creativity and innovation are some
of the ways that may help achieve the desired results.
Clearly define the responsibility and authority delegated
To complete delegated duties, the employee must understand the responsibilities and
authority relating to the work delegated. The employee must operate within the confines of the
delegated authority. The process involves clear communication of expectations, timeline, and
responsibilities of the task. The employee needs to share his understanding of the task and the
expected results. The clarity in responsibility and authority reduces confusion and helps understand
what powers the employee can exercise while completing the task.
MANAGEMENT 8
Establish a follow-up meeting or checkpoints
Follow-up meetings must focus on monitoring progress and determining the need for
support. The leader and the employee must come up with a follow-up protocol to check on the
progress of the work assigned. The number of meetings varies from one task to another, depending
on the project's scope and the employee. A new employee may need frequent follow-up, while a
long-term member of a department may only need a few follow-up meetings. Once the process of
delegation is created, every process needs to be followed and performed accordingly.
Delegating task effectively
Delegating tasks requires the leader to choose the right person for the job. The manager
must understand employees' strengths, preferences, and weaknesses. The manager should inspire
engagement in picking the right person. The delegating authority must then explain why he is
delegating the task; employees need to know why they are responsible for performing other duties.
The manager needs to provide information; he should explain the goals and objectives of the task
assigned without micromanaging the process (Flores-Fillol, R., Iranzo, S., & Mane, F. 2017). The
leaders should understand the same task can be completed in a different way achieving the same
result. If the employee needs the training to complete the task, it is upon the manager to provide
tools and resources for training. The knowledge gained will be instrumental in completing the task
and for future assignments.
Effective delegation of the task requires delegation of authority to help complete the
assigned task. The idea is to empower the employee to complete the job. The employee must be
fully in control and feel responsible for the work he is doing. After completion of the delegated
task, the leader must check the work and provide feedback. The employees should be corrected
MANAGEMENT 9
but not blamed in case the results do not meet the objectives. Correcting employees allow learning
from the mistake and avoiding the same in future assignment. When they are blamed, employees
tend to be timid and afraid to perform duties. When the task delegated is complete, the manager
needs to show genuine appreciation and point out specific things the employee did well (Gillespie,
A., & Westfahl, S. 2017). The specifics will provide a roadmap for the future successful
completion of delegated tasks. It is therefore upon the manager to ensure that the delegated task
meets the desired company's objectives.
Effective delegation map
Effective
delegation
Results
Explain desired
result
Guidelines
Explain any
restrictions
Accountability
Deadlines
standards
Reporting
Consequences
Positive and
negative
impacts
MANAGEMENT 10
Current Situation
The current work environment is experiencing challenges when it comes to delegating
tasks. Lack of trust and ego play a significant role and make it much harder to confront the issue.
Some managers feel that the staff lacks the necessary skills to complete the task, while others see
it as a threat to their authority. For example, in the company I previously worked for, the operations
manager had problems delegating duties; he always felt that the results would never be what he
wanted. The manager never trusted anybody but himself to do the work. He always felt that the
staff did not possess the right skills to complete the job. He never wanted to delegate. In any
situation he was forced to delegate, he would still micromanage the employees. He would keep
checking how the work is done, provide his preferred methods to complete it and ask questions
every step of the way (Hjelle, K. M., Skutle, O., Alvsvåg, H., & Førland, O. 2018). The employees
never liked it since it was demoralizing.
Leaders should start embracing delegation of duties since it allows employees to learn,
develop new skills and grow in their careers. They should also trust the employees and give them
opportunities to do new things. They also develop creativity in their work and become better
employees. Leaders who embraced task delegation have experienced success in their management
because they maximize employee potential and bring out their best. When employees are provided
with the necessary skills and trusted to perform a certain duty, they will complete it successfully.
Staffs must be equipped, trained, and provided with relevant information on the task delegated.
The employee needs to know the expected results concerning the company's goals and objectives.
To be a great leader, one needs to learn how to delegate tasks effectively. The founder of Carnegie
steel company, Andrew Carnegie, is one of the leaders who successfully delegate tasks.
MANAGEMENT 11
Fail to delegate properly
The root cause of task delegation is under-developed delegation skills. Ineffective
managerial delegation is exhibited through lack of communication, micromanagement, changing
project outcomes, and undesirable results. Delegation is significant for managers who want to
improve their organization presence. However, it can make or break a manager's career. The causes
of failure in task delegation are fear of failure, the envy of other employees' ability, selfishness,
and the threat of losing authority. Managers fear that the employees may fail to perform the task
as required. The fear of failure makes it difficult for managers to delegate tasks. In reality,
everybody makes mistakes; the mistakes can be learning opportunities to improve performance,
operations and to promote innovations. Managers need to recognize their fears; they should allow
room for mistakes and develop trust.
Leaders should allow talented employees to use their talents at work instead of envying
them. The truth is that when the employee excels, it brings praise to the manager as a great leader
who knows how to harness talents. Selfishness is destruction to itself; Leaders should never be
selfish in their work (Reinhardt, D., & Dürr, F. 2018). They should trust their employees and
delegate them duties accordingly. Instead of doing it alone or doing it in a preferred way, the leader
should give employees opportunities to do the task differently. In doing it in a different way,
employees develop creativity and innovation, making the process successful. Leaders should not
dread delegating tasks for fear of losing authority. Strong leaders do not fear task delegation;
therefore, leaders need to empower their employees and advise them to work within the authorized
boundaries. In the long run, the leader will not lose his authority but gain from delegating a task.
The job will end in time and a creative manner. Employees will have the opportunity to grow
through new challenges and the overall results achieved.
MANAGEMENT 12
Importance of delegation
To delegate is to assign responsibility to subordinate staff and give them authority to
complete a task. Delegation is important because it saves the leader's time, empowers and develops
staff, leads to increased motivation, and results in job satisfaction and loyalty. The factors
mentioned are important to any organization hence the significance of sharing authorities and
functions amongst individuals within a company (Riisgaard, H., & Nexøe, J. 2017). It is difficult
to have a formal organization without delegation.
Empowers and develops staff
Delegation of duties creates an atmosphere where staff feels empowered, with the
opportunity, they can develop their skills and become better in their careers. Delegation is a
coaching and management tool used to develop employees. During busy office seasons, the
manager may decide to delegate duties to different employees. He then enables them to make
decisions on his behalf while performing the delegated duties. For example, when a customer
needs something to be solved, and the employee serving the customer has no authority to solve the
problem, time is wasted, and the customer may become frustrated (Cajnko, P., & Kraljić, S. 2018).
The customer will have to wait for the supervisor or manager to solve the problem.
Allowing employees to solve problems independently reflects well on the bottom line and
makes employees feel more important. For the employees to be given authority to perform certain
functions, there must be trust. The manager must be confident that the employees will perform the
delegated functions perfectly. Decision-making is a key distinction in the empowerment of
employees. It creates avenues through which employees grow in their jobs. It provides the skills
MANAGEMENT 13
to perform various functions hence equip them for future tasks. Empowered employees are happy
and work harder to develop themselves.
Increases motivation
Delegation of tasks is a great way to motivate employees. However, bad delegation may
result in morale damage. The manager needs to understand the impact of delegation on his
employees. The administrator must communicate the objectives and goals of the task; he must
support the employee through delegation of authority to enable the employee to complete the task
(de Melo, C. M., Marsella, S., & Gratch, J. 2017). The manager should recognize the employee
when the task is done well; if the results are not met, the leader should correct the employee, train
him and allow him to do the work again. Doing such things makes the employee happy; it also
makes them work hard in their respective jobs.
Motivation theories have been used to explain the significance of delegation of a task
concerning employee motivation. When delegated task, employees feel trusted and work hard to
achieve the objectives and goals of the task given. The fact that the manager considered them for
the task is a source of motivation to make. The additional responsibility makes them feel part of
the company. The delegation, therefore, results in a general increase in organizational performance
due to the motivation of the employees. Motivation plays a central role in ensuring that employees
remain happy in their work.
Job satisfaction and loyalty
Jobs satisfaction relates to the real relationship between the manager and employee.
Satisfaction is attained when a task is completed in an environment that promotes a good working
relationship. It is the feeling of attaining goals or objectives at work and acts as a motivation to
work much harder. Work is a central part of life; therefore, satisfaction is reflected by the
MANAGEMENT 14
expectation of the job to be interesting and a sense of fulfillment. The work needs to be challenging
and self-satisfying (Shah, S. G. M., & Kazmi, A. B. 2020). Delegating task leads to job satisfaction
and loyalty. According to Maslow's Hierarchy of Needs, employees need to be satisfied to perform
their duties well. When delegated tasks, employees feel that the company recognizes their
contributions, self-esteem rises, and puts more effort into their work.
Certain job factors may satisfy different employees while dissatisfaction others; it is upon
the manager to evaluate employees and delegate tasks depending on individual skills and
preferences. Individuals with low self-esteem may respond differently to those with high self-
esteem; therefore, it means that particular satisfaction in the workplace no longer results in job
satisfaction. A safe work environment, job security, and pay are not the only factors that motivate
employees. Workers need to be challenged in different ways through the delegation of new tasks.
Job satisfaction is a pointer in the progressive professional task. Every employee desires to attain
job satisfaction in the working place. Delegation of tasks plays a critical role in the attainment of
job satisfaction.
Saves the leader time.
As a manager, it may be difficult to get work done and meet deadlines alone. Time
management is a critical factor; delegation of tasks comes in handy and taking control of time
spent on different tasks increases efficiency. It reduces stress and allows efficient productivity. A
strong leader understands that time is essential and delegating tasks allow one to complete work
within the timeline provided. A stout leader delegates tasks to employees; he trusts them and assists
when needed. In the long run, the team completes the tasks in time. Delegating tasks help managers
save time, focusing on the task and projects that are more important. The manager delegates the
rest of the work to the employees. Staying on top of daily activities may be difficult and time-
MANAGEMENT 15
consuming; managers need to delegate some duties to save time and have the task completed.
Sometimes the manager needs to step back and consider business from a higher level to make
strategic decisions and plans (Serrat, O. (2017). Leaders have lots of pressure to complete their
tasks in time; some have challenges in delegating duties. However, they first need to learn task
delegation skills and allow some employees to help compete for tasks.
Disadvantages of delegation
Managers usually delegate duties to save time, strengthen teamwork and increase
productivity. Any good leader understands that delegation comes with advantages as well as its
share of disadvantages. The key is to know when and what to delegate, assign the work and keep
checking on the progress (Bielczyk, N. Z., Ando, A., Badhwar, A., Caldinelli, C., Gao, M., Haugg,
A., ... & Group, P. S. I. 2020). When managers understand effective delegation, they have more
time to focus on other tasks and improve their overall performance. The following are the
disadvantages of task delegation;
Loss of control over critical tasks
Giving up control on tasks that essentially should be under the manager's watch could prove
detrimental. There are activities that managers could share with their subordinates while others
need to be undertaken by them. For example, conducting performance and salary reviews,
reprimanding, training, or terminating employees should never be delegated. Another task that
does not need delegations is corporate restructuring. Otherwise, one risks questioning by the
superior on his judgment and having subordinates gain undue influence. Whenever the superior
questions a manager's judgment, he may lose control or position in the company. Therefore,
MANAGEMENT 16
managers need to know when to delegate and what to delegate before putting themselves in a
compromising station.
Unclear lines of authority
Delegating tasks may sometimes result in unclear lines of authority. For example, when a
manager assigns his employee tasks to write a grant project, he expects it to be completed in time.
The manager explains the roles, deadlines, and responsibilities involved. He also trusts the
employee and is assured that the schedule will stay on the truck. However, other employees
constantly approach her with questions regarding the grant budget. The reason is that the manager
did not instruct the employee on her boundaries within the authority granted. She unintentionally
surpasses her bounds and provides wrong information to her peers. The manager should provide
clear instructions to prevent such a kind of misunderstandings (Bespomoshchnov, V. A., & Caron,
J. G. 2017). Employees should know who is authorized to make certain decisions and to what
extent they are allowed to make the decision.
Incomplete or lower quality results
Managers delegate work after identifying employees with the best attitude and skills for
the job. They also balance the skill set by explaining what is needed and the expected results.
However, sometimes the results may not be the desired outcome even when the best plan is
provided to attend to the task. The delegated task may not be done properly or maybe finished late.
A worker may fail to meet the deadline and, worse, have incomplete work of less quality. Or the
work may be of good quality but submitted short of the deadline. It is one of the major risks of
task delegation to individuals not trained in project management or who do not have the day-to-
day expertise a manager brings to work (Shah, S. G. M., & Kazmi, A. B. 2020). Checking on the
project progress is one of the best ways to avoid negative outcomes.
MANAGEMENT 17
Less time for own work
Managers have lots of work to do; hence may decide to delegate some. However,
delegating tasks may slow down their progress. They share responsibilities and fail to consider
why they are in their current position or what got them there. Delegation of tasks is essential; but,
it needs to be done with moderation. Leaders must know what to delegate and what they must do.
Keeping this balance will help them progress and sometimes develop employees to become better
employees. When the task is delegated, the manager must ensure that the right employee is chosen
for the job and that training is provided if deemed necessary. The manager must also monitor
progress along the way and evaluate the outcome.
Methods and Standards
Before coming up with sources, one needs to consider the criteria, go through the
information and reflect on the potential factors that may affect the literature review. It is essential
to check whether the author is an expert in the field of discussion or not. Then determine if the
materials are factual, imagination, interpretation, or opinions. Facts are then verified with other
sources to see their accuracy and trustworthiness (Snyder, H. 2019). The author impact factor may
help in assessing the scientific value of the given author.
The next step is to check whether the publishers are either national or international and
known. Reputable publishers are always affiliated with universities or have a long tradition to
uphold high reputation. Most of them have a peer review system and expert editors to maintain the
quality of their works. It is important to consider if the journal follows a peer-reviewing system,
the peer-reviewed journal is always assessed based on their ratings or impact factor. High-quality
journals have a high impact factor, while low-quality journals have a low impact factor. One needs
MANAGEMENT 18
to identify the purpose of the publication before taking notes; the significance needs to be clearly
understood. Reading the article and finding key points is important; discussions and conclusions
must be in logical order.
The author's theoretical perspective must be clear and should be in line with the current
understanding of the research on the same topic. The author also needs to mention research that
contradicts its findings. Methodological issues and designs evaluated in the article must be
sufficiently well; the article should be objective and complementary and conflicting ideas
discussed (Snyder, H. 2019). Avoid biased sources, false arguments, and sources that depend on
logical fallacies. Instead, one should use materials that provide evidence and logical reasoning.
Finally, it is paramount to consider the timeliness of publications and maintain more watch on the
electronic sources.
Questions for Further Research
a) How does one know the task to delegate and those not to delegate?
b) What is the best motivator to delegate tasks?
c) How do leaders address challenges relate to task delegation?
d) What are the barriers to task delegation? Do they prevent task delegations?
e) In what ways can a manager balance time and tasks to meet deadlines?
Positive leaders must comprehend the art of choosing the right person for the job. It is a
recognized secret that recognizing the right person for the job is a weighty aspect of having the job
well done. Leaders must assess their co-players, note down their abilities and assertiveness towards
the project they need them complete. He should then match the person having the right skills and
MANAGEMENT 19
attitude to the task at hand. Doing so will ensure the successful completion of the task and the
achievement of the desired results. Occupation satisfaction is a gauge in the liberal professional
task and a strong motivator. Every employee wishes to attain job satisfaction in the working place.
Delegation of tasks is a motivating factor and plays a critical role in the attainment of job
satisfaction.
The root cause of task delegation is under-developed designation talents. Futile
administrative delegation is demonstrated through lack of communication, micromanagement,
changing project outcomes, and undesirable results. Delegation is important for executives who
want to advance their business presence. The above questions rose while undertaking the review.
To address them, I will build upon the research findings through related information. The paper
will also address the study's limitations by conducting the same research in different organizations
and regions. It is essential to re-assess and expand findings, models, and frameworks to address
the questions raised.
Recommendations
In recent years, it has become clear that managers tend to shy away from task delegation.
Despite their successful people management, managers are failing in task delegation. Companies
need to encourage delegation of the task to help develop employees. The following actions are
recommended to achieve task delegation;
Leaders must start trusting their subordinates. Since trust plays a critical role in the
successful delegation, team members should trust one another. Delegation fosters a climate of
trust; it also creates growth opportunities for employees.
MANAGEMENT 20
Tasks are delegated to employees who prefer collaboration; the manager should be aware
of his employees' attitudes and abilities. Then he must evaluate and find the right person for the
job. Failure to do so will result in undesired results.
For a successful task delegation, the manager needs to know what task to delegate and
which one not to delegate. The knowledge will help avoid losing control over critical tasks, unclear
lines of authority, and incomplete or lower quality results.
When allotting a job, the administrator needs to guarantee that the work is precise,
quantifiable, attainable, realistic, and time-bound. Objectives should be flawless and direct. Else,
it will not be probable to focus or be inspired by the outcomes. The objectives should be
computable to permit the leader to trail work progress; it will also consent the individual dispensed
duty focus to meet targets and be inspired to achieve the goal. The goal should be realistic and
achievable; in reality, it should stretch one’s ability but rests within grasp. The task must be done
over a particular period, time must be assigned, and goals realized within the stated period.
SMART is a tool that offers lucidity, focus, and impetus to achieve goals. The device can also
develop one’s capacity to reach set goals by encouraging them to set intentions and complete them
on a specific date.
Conclusion
Task delegation plays a critical role in the coaching and management of employees.
Successful leaders understand the art of choosing the right person for the job. Recognizing the
right person for the job is a significant aspect of having the job well done. Delegation of tasks
requires one to determine what needs to be delegated. The process begins with defining one's
MANAGEMENT 21
responsibilities; the leader writes down all the activities the employee is expended to complete and
the responsibilities involved. Managers delegate work after identifying employees with the best
attitude and skills for the job. The managers also balance the skill set by explaining what is needed
and the expected results. In some cases, delegating tasks may result in unclear lines of authority.
It is, therefore, upon the manager to provide clear instructions while delegating tasks.
The discussion is favoring task delegation and that the direction the discussion proceeds.
Delegation of duties creates an atmosphere where staff feels empowered, with the opportunity,
they can develop their skills and become better in their careers. Delegation is a coaching and
management tool used to develop employees. It also motivates employees. However, bad
delegation may result in morale damage. The manager needs to understand the impact of
delegation on his employees. Delegating task leads to job satisfaction and loyalty. Jobs satisfaction
relates to the real connection between the manager and employee. Satisfaction is attained when a
task is completed in an environment that promotes a good working relationship. Delegating tasks
help managers save time, he only focuses on more important task and projects. The rest of the
tasks are delegated to the employees. Remaining on top of daily activities may be difficult and
time-consuming; managers need to delegate some duties to save time and have the task completed.
Leaders usually delegate duties to save time, strengthen teamwork and increase productivity. Any
good leader understands that delegation comes with advantages as well as its share of
disadvantages. The delegated task may not be done properly or maybe finished late. A worker may
fail to meet the deadline and, worse, have incomplete work of less quality. Or the work may be of
good quality but submitted short of the deadline. Some managers feel that the staff lacks the
necessary skills to complete the task, while others see it as a threat to their authority. However, the
MANAGEMENT 22
benefits of task delegation outweigh the disadvantages hence leaders should consider task
delegation in their day-to-day activities.
MANAGEMENT 23
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Brandmo, C., Aas, M., Colbjørnsen, T., & Olsen, R. (2021). Group coaching that promotes self-
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