Causes of under delegation
What are some examples of this?
- Fear
- Wanting to do the whole job on your own
- Lack of experience
- Enjoying your work so not wanting to
- Not enough time
- Failure to anticipate how much help would be needed
- New managers having difficulty with manager role
Causes of under delegation
Fear that delegation may be interpreted as ______
A lack of ability to do the job completely or correctly
T/F: Delegation does not need to limit the individual’s control, prestige, or power
T
Who can delegation empower?
The person delegating and the one being delegated to
Causes of under delegation
A desire to complete the job himself or herself. Why is this a cause of under delegation? (2)
- It demonstrates a lack of trust in subordinates
- Can be scary to delegate a task in which you are ultimately responsible for
* **(frequent communication with delegates can help alleviate this anxiety and give delegator some sense of control)
Causes of under delegation
Fear that subordinates will _________
Resent from delegated work
Causes of under delegation
Lack of experience in the job or with delegation or the need to control/be perfect…Explain why this is a cause of under delegation?
Accepting nothing less than perfection limits the opportunities available for subordinate growth and often wastes time redoing delegated tasks
Causes of under delegation
Enjoyment of ___
Work
Causes of under delegation
Not enough time. Why is that an issue
Takes time to delegate bc must explain/train subordinate how to complete task
Causes of under delegation
Fail to anticipate what?
The help they will need
Causes of under delegation
Some novice managers emerging from the clinical nurse roe under-delegate why?
Because they find it difficult to assume the manager role
What are qualities in the person in which would be a good person to delegate tasks to?
- Capable
- Has the time
- Innovative
- Willing to take risks
- Considers the task important
- Has skills/expertise to complete the task
What are the 5 rights of delegation
- Right task
- Right circumstance
- Right person
- Right direction/communication
- Right supervision
Right task?
One that is delegable for the specific patient
Right circumstance?
Appropriate pt. setting
Available resources
-Other relevant factors considered
Right person?
Right person delegating the right task to the right person to be performed on the right person
Right direction/communication?
Clear, concise description of the task, including its objectives, limits, and expectations
Right supervision?
Appropriate monitoring, eval, intervention, as needed and feedback
What are the rules of delegation (3)?
- Always delegate the right person, right time, and for right reason
- Say no when you must
- Reward subordinates for jobs well done
Steps a manager could take if a subordinate is having a difficulty carrying out a delegated task
The leader-manager should alway do what?
Attempt to see the delegated task from the perspective of the individual being delated to
Steps a manager could take if a subordinate is having a difficulty carrying out a delegated task
What should be done if the subordinate is capable but lacks confidence?
The leader should use performance coaching to empower the subordinate and build self-confidence levels
Steps a manager could take if a subordinate is having a difficulty carrying out a delegated task
If the employee is truly at risk for failure, the appropriateness of the delegated task should be what?
Questioned and a task more appropriate assigned instead
Steps a manager could take if a subordinate is having a difficulty carrying out a delegated task
What if the subordinate is simply resistant to authority and wanting to see what effects will occur for not completing a task?
The delegator must remain calm and be assertive about his/her expectations and provide EXPLICIT WORK GUIDELINES to maintain appropriate authority power gap
Steps a manager could take if a subordinate is having a difficulty carrying out a delegated task
What needs to be done if resistance occurs because tasks are over-delegated in terms of specificity?
- RN should try to mix routine/boring tasks with more challenging/rewarding assignments
- Provide the NAP with consistent, constructive feedback (both + and -) to foster growth and self-esteem
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Quality Control23
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Conflict resolution techniques used by nurse leaders13
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Negotiation27
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Performance appraisal26
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Discipline26
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Delegation31
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Advocacy and MORAL model24
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ANA Code of Ethics and Interpretive Statements23
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Moral principle governing autonomy and & confidentiality r/t patient's right to self-determination8
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Legal21
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Career Management12
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Organizational chart and principles of assertive communication-16
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Teamwork and management14
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Time Management (not complete-waiting on red)10
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Staffing-Mel0
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Joy in the workplace and reducing sexual harassment in the workplace8
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Planning32
