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What are the difficulties related to the process of delegation

Posted in Delegation of Authority | Email This Post Email This Post

Certain difficult is may be faced by managers in the process of delegation. These difficulties may arise due to in the attitude of the supervisors or due to the attitude of the subordinates or both. In the same way, certain defects may be present in the structure of the organization, due to which the process of delegation of authority may be hampered. Some of the difficulties that may be faced during the process of delegation of authority may be described as follows:-

Lack of confidence in the subordinates: Sometimes, the superiors may believe that their subordinates are not competence enough to carry out a particular task. In such a case, the superior may not have confidence in the abilities of the subordinates. As a result, the superior may hesitate to delegate authority to the subordinates.

Overconfidence of the superiors: In some cases, the superiors may feel that a particular task can be performed only by them which may result in creating difficulties in the process of delegation of authority. When a manager believes that his subordinates do not have the capability to make proper decisions, such manager will concentrate all the powers with himself and is not likely to delegate authority to his subordinates. Such a situation may not arise owing to the incompetence of the subordinates but it may be presented to the overconfidence of the superiors.


Lack of ability in superior: the superior may not have the ability to delegate authority effectively to the subordinates. In such a case, the manager may not be in a position to properly identify the areas in which they delegation of authority is needed. Similarly, the manager may not be able to decide the proper process of delegation that needs to be adopted for this purpose. In this way, the lack of competence among the superiors may create difficulties in the process of delegation of authority.

Inability of subordinates: Due to shyness on part of the subordinates in assuming responsibility, difficulties may arise in delegation. Similarly, the subordinates may also want to avoid the extra botheration that may be the result of delegation of authority. Another reason could be the fear of committing mistakes by the subordinates or lack of confidence among the subordinates do to which barriers may be created in the process of delegation of authority.

Lack of proper temperament: in some organizations, the Chief Executive Officer may be conservative by nature or he may be overcautious. In such cases, the officers were not like to take the risk to delegate authority to the subordinates. The fear of the officers will be that if authority is delegated to the subordinates, something may go wrong. The officers, who have such feelings, hesitate to delegate authority to their subordinates. Although it is not possible to completely rule out an element of risk but there are certain risks that have to be taken. Similarly, the subordinates will be able to learn new things only if the chances given to them to take decisions independently. In this way, the lack of risk-taking nature among the superiors may result in creating difficulties in the delegation of authority.

Lack of proper controls: it is possible that the proper controls may not be present in an organization which allows a manager to remain aware of the performance of the subordinates. On the other hand, when controls like standard costs, budget etc. are present in an organization, the managers have adequate control over the performance of the subordinates. On the other hand, without these techniques, the managers may not be able to evaluate the performance of their subordinates. As a manager will not be able to exercise control over the subordinates, the manager may not like to delegate authority to the subordinates.

This article has been written by KJ Singh a MBA Graduate from a prestigious Business School In India
Article Published:March 13, 2017
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