Management: Theory, Practice and Application 330
November XX, 2010
Even though some managers lack trust in their employees to complete a task, delegation helps free the managers up to complete other tasks and enriches the workers job by expanding their role and develops skills creating a more efficient team. We work for an insurance company that sells commercial lines workers compensation insurance. Our position is an underwriters assistant and we report to and assistant an underwriter. The underwriters in our office report to our office manager who is both a frontline manager, supervises the operations of the company, and a mid-level manager who reports directly to the top-level managers at our corporate office.
In our office, as part of their managerial responsibilities, managers delegate on a regular basis. We have weekly and sometimes daily meetings to help strategize and distribute tasks or last minute projects that need completion. Our managers do not mico manage a delegated task and are readily available if questions occur during the process to help lead us in the right direction.
In the process of planning we decide which worker will give us a high probability of success in completing the task. Planning on how to delegate is the first of four functions of management. The planning process also requires us to define what is a successful performance. We need to define qualifications necessary for completion so we can delegate to the correct worker. Picking the correct worker to complete the task is very beneficial to delegation because if we pick an employee unable to complete the task we will have to reassign to another employee or do it ourselves.
We organize as the second function of a manager. When we organize we create clear and specific performance standards necessary to complete the delegated task. We can create deadlines for reporting or create constraints under which they... [continues]
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