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Delegation
Delegation
Student________
Axia College of University of Phoenix
MGT 330 Management Theory, Practice and Application
Instructor__________
Date ________
MGT330
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Delegation
Delegation
John Kimble is a regional property supervisor for California Commercial Investment
Group (CCIG). About a month ago, he delegated to a property manager the assignment of
recording payments made by tenants for the buildings Mr. Kimble supervises. Further, he
delegated to the employee the assignment of notifying all the tenants who had outstanding
balances. A few days ago, the director of the company contacted Mr. Kimble regarding a tenant
who had not paid the rent for the past three months; the director asked why the tenant had not
been evicted yet. Mr. Kimble explained to the director that several days ago he had already
instructed the property manager to contact the attorney to initiate the eviction process. Mr.
Kimble could not explain to the director what had caused the eviction process to be delayed.
After a bit of research, Mr. Kimble found out that the property manager, who notified the tenants
of their outstanding balances, was receiving calls from them requesting an extension for their
payments and the property manager had granted them as he thought he was empowered to take
management decisions.
As a result of Mr. Kimble’s ineffective delegation, CCIG ended up increasing their losses
as the eviction process was delayed. Ineffective delegation decrease productivity and it does not
help employees grow professionally as it does not allow assignation of the jobs to employees
who best suit the tasks. This research paper will discuss the concept of delegation as well as the
necessary skills managers should have in order to delegate effectively. Further, it will focus on
how regional managers at CCIG delegate as part of their management responsibilities and how
delegation could be used more effectively in the planning of CCIG activities.
MGT330
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Delegation
What is Delegation?
“Delegation is the process of giving decision-making authority to lower-level employees”
(Camp & Simmering, 2006, p. 174). Delegation is strictly related to the concept of empowerment
which occurs every time an upper-level employee decides to share power with a lower-level
employee. Delegation allows entrusting the authority but not the responsibility; indeed, the
upper-level employees who delegates ultimately remains responsible for their successes. The
lower-level employees are responsible for meeting the goals and objectives established at the
time the decision-making authority was delegated to them. Based on this and other aspects,
delegation can have positive and negative effects on the managers, employees, and organization
(Camp & Simmering, 2006). Managers who are able to delegate authority effectively have more
time to complete additional tasks. Employees who receive decision-making authority feel more
motivated and accountable for the outcome.
Although delegation also allows employees to improve their skills and overall, the
organization benefit from delegation as the quality of work is much higher, it does have its
drawbacks. More specifically, managers may be reluctant to delegate as they think that may
agree with the general belief, “if you want it done right, you have to do it yourself.” Managers
may not have enough trust in their subordinates to delegate the decision-making authority to
them. Further, managers may not want to spend the time that it takes to train their subordinates;
or, managers are simply unable to delegate. In this case, improper delegation can lead to several
problems such as lowering the overall productivity, affecting employees’ careers, and achieving
incomplete tasks (Camp & Simmering, 2006).
MGT330
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DelegationStudent________Axia College of University of PhoenixMGT 330 Management Theory, Practice and ApplicationInstructor__________Date ________ DelegationJohn Kimble is a regional property supervisor for California Commercial Investment Group (CCIG). About a month ago, he delegated to a property manager the assignment of recording payments made by tenants for the buildings Mr. Kimble supervises. Further, he delegated to the employee the assignment of notifying all the tenants who had outstanding balances. A few days ago, the director of the company contacted Mr. Kimble regarding a tenant who had not paid the rent for the past three months; the director asked why the tenant had not been evicted yet. Mr. Kimble explained to the director that several days ago he had already instructed the property manager to contact the attorney to initiate the eviction process. Mr. Kimble could not explain to the director what had caused the eviction process to be delayed. After a bit of research, Mr. Kimble found out that the property manager, who notified the tenants of their outstanding balances, was receiving calls from them requesting an extension for their payments and the property manager had granted them as he thought he was empowered to take management decisions. As a result of Mr. Kimble's ineffective delegation, CCIG ended up increasing their losses as the eviction process was delayed. Ineffective delegation decrease productivity and it does not help emplo ...
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