Republic of the Philippines

EULOGIO “AMANG” RODRIGUEZ

INSTITUTE OF SCIENCE AND TECHNOLOGY
Nagtahan, Sampaloc Manila

DELEGATION & PARTICIPATION

MODULE 3- ASSESSMENT

Answers the following:

1. What is Delegation?
Delegation is commonly defined as the shifting of authority and responsibility for
particular functions, tasks or decisions from one person(usually a leader or manager) to
another.

2. Defined the Following

Directing -This approach is for subordinates who are least experienced in
completing the desired task and may suffer from low selfconfidence. Leaders in these
situations need to do a lot of directing, as in overseeing projects closely and offering
regular instructional guidance, to ensure that the team member is clear on what needs
to happen and in what way
Coaching -which involves questioning to create awareness and personal
responsibility, is appropriate for subordinates that are a bit more advanced but still need
a lot of direction. Through coaching, a leader involves the subordinate more in
determining how to do things and helps push things along when the subordinate’s initial
enthusiasm for the project invariably starts to wane. At this stage, the leader still
decides.
Supporting -Over time, the subordinate becomes more comfortable and takes on
added responsibility and leadership. The leader’s role in this sage is to continue to
support the subordinate through conversation but allows the subordinate increased
decision-making authority.
Delegating -In this fourth and final stage, the subordinate “owns” the project and is
largely left alone to achieve the necessary outcome, once the context of the task and
goal are discussed.

3. What are the 3 element of delegation and explain each element.

Authority: One of the essential elements of delegation is authority which is the power
to complete an assigned task. Without authority a subordinate is unable to execute the
task perfectly. In order to complete the task as is expected by the manager, the
manager has to provide authority of executing that task to the subordinate.
Responsibility: Responsibility is another element of delegation which is assigning the
subordinate a task that needs to be executed. When the superior assigns any task to
the subordinate it becomes the obligation of the subordinate to perform that task with
responsibility.
Accountability: Accountability element of delegation refers to the answerability of a
subordinate to his superior for the job or task that is assigned. Accountability flows in an
upward direction, which means the subordinate is accountable to the superior.

4. What is the Benefits of Delegating?

•Gives you the time and ability to focus on higher-level tasks.

• Gives others the ability to learn and develop new skills.

• Develops trust between workers and improves communication.

•Improves efficiency, productivity, and time management.

5. Enumerate the 10 Steps for Effective Delegation and explain each steps.

1) Identify the task- clarify what tasks should be delegated.

2) Choose who to delegate the task to- consider who the best person is to do this
task. Is there someone who may be even better and faster than you are at doing
it? Who has the skill set already? If there is no one, who has the aptitude to learn
the skills needed to complete the task? Has the person you chose established
that they are capable, trustworthy, and can follow through? Do they have the time
for the task?
3) Confirm level of interest-Highly motivated employees will usually be excited
that they have been selected for a task, and feel empowered by you asking them.
If they are not interested, or only express lukewarm interest, it may be an
indicator of a larger issue related to workload, aptitude, or what brings them
satisfaction. Make sure they are committed and on board with the project
4) Clearly define the task-Begin with the end in mind and clearly articulate desired
results. When clarifying task specifics, be sure to focus on the final result, not the
how to part. It is often helpful to offer general suggestions on how they might
proceed along with appropriate training, but be clear that they are in charge of
how they get to the desired outcome
5) Clarify level of responsibility, authority, and accountability- Name the level
of responsibility, authority, and accountability you are giving them. Clearly set out
these levels at the beginning of the process. What are the reasons that they
should come to you for feedback and approval? This will vary from person to
person and from task to task. Ask and assess if they are comfortable with the
level of responsibility, authority, and level of resourcing
6) Establish timeframes and completion date- Clearly agree upon a task
completion date and when certain phases of the task should be completed.
Consider having this in written format to avoid misinterpretation or confusion. Be
clear about what completion looks like, and that both of you are in agreement to
these timeframes. Be sure to discuss how much time each day or week is
appropriate to give to the task. Consider how the time needed for this new task
will impact their other work.
7) Express confidence-Let employees know that you believe in them and their
ability to do this task. People typically live up to – or down to – the expectations
we place upon them. One of the most powerful ways to build confidence in your
employees is to express your positive expectations of them. Using phrases like “I
know that with dedication and hard work you will be able to do this.” while simple
and brief, can be inspiring to the person hearing these words.
8) Monitor progress and give feedback- Establish a process of receiving
periodic updates. This helps to hold the employee accountable. Stay close enough
to be available for questions and to ensure everything goes well, but not so close that
you are actually the one making the decisions. Be sure to avoid micro-managing the
tasks as this undermines the authority you have handed over.
9) Give credit- Whatever you do, don’t take the credit yourself. When the task is
completed give credit where credit is due. Giving credit for a job well done
inspires loyalty and continued commitment to new tasks. When possible give
public praise and recognition for a job well done.
10) Review- Once you’ve delegated a task and it has been completed, pay attention
to the results and learn from mistakes. Change the way you approach things, and
tweak your approach as needed. Once someone has succeeded at one task,
consider if they are ready for a more significant one.