17 Lecture - Delegation of Authority

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17 Lecture

MGT111

Midterm & Final Term Short Notes

Delegation of Authority

Delegation of authority refers to the process of transferring decision-making power from one person to another. It is a critical aspect of organizational management that enables individuals to perform their roles more effectively and efficiently


Important Mcq's
Midterm & Finalterm Prepration
Past papers included

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  1. What is delegation of authority? a) Giving tasks to subordinates b) Transferring decision-making power to subordinates c) Providing resources to subordinates d) All of the above Answer: b

  2. Which of the following is NOT a benefit of delegation of authority? a) Increased efficiency b) Reduced workload c) Decreased employee growth and development d) Improved decision making Answer: c

  3. What is the first step in effective delegation of authority? a) Assigning tasks b) Providing resources c) Granting decision-making power d) Identifying tasks to delegate Answer: d

  4. Which of the following is a characteristic of effective delegation of authority? a) Micromanaging subordinates b) Avoiding communication with subordinates c) Granting decision-making power d) Ignoring subordinates' opinions Answer: c

  5. Which of the following is an example of delegation of authority? a) A manager makes all decisions for their department b) A manager assigns tasks and grants decision-making power to their team c) A manager assigns tasks but does not provide resources or decision-making power d) A manager delegates tasks and resources but not decision-making power Answer: b

  6. What is the role of a manager in delegation of authority? a) To micromanage subordinates b) To make all decisions for their department c) To identify tasks to delegate and provide resources and decision-making power to subordinates d) To avoid communication with subordinates Answer: c

  7. Which of the following is a benefit of delegation of authority for subordinates? a) Increased workload b) Decreased autonomy c) Opportunities for growth and development d) Limited decision-making power Answer: c

  8. Which of the following is a disadvantage of delegation of authority? a) Decreased efficiency b) Increased workload c) Limited opportunities for employee growth and development d) Reduced decision-making power for managers Answer: a

  9. Which of the following is a key factor in effective delegation of authority? a) Providing limited resources to subordinates b) Granting decision-making power to subordinates without training or support c) Establishing clear expectations and guidelines for subordinates d) Micromanaging subordinates Answer: c

  10. Which of the following is an example of effective delegation of authority? a) A manager assigns a task to a subordinate but does not provide necessary resources or decision-making power b) A manager assigns a task and provides necessary resources and decision-making power, but does not establish clear expectations or guidelines c) A manager assigns a task, provides necessary resources and decision-making power, and establishes clear expectations and guidelines d) A manager makes all decisions for their department without involving subordinates Answer: c



Subjective Short Notes
Midterm & Finalterm Prepration
Past papers included

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  1. What is delegation of authority, and what are its benefits? Ans: Delegation of authority refers to the process of assigning tasks and responsibilities to subordinates by superiors. It helps in reducing the workload of the superiors, increases the subordinates' participation in decision-making, and promotes their personal and professional growth.

  2. What are the different types of delegation, and when should they be used? Ans: The different types of delegation include functional delegation, divisional delegation, and special delegation. Functional delegation is used in functional departments where tasks are similar. Divisional delegation is used in divisional departments where tasks are different. Special delegation is used when a unique task needs to be completed.

  3. What are the factors that affect the delegation of authority, and how do they impact the process? Ans: The factors that affect the delegation of authority include the nature of the task, the competence and experience of subordinates, the relationship between the superior and subordinate, the workload of the superior, and the organizational structure. These factors impact the process by determining the level and extent of delegation.

  4. What are the risks associated with delegation, and how can they be mitigated? Ans: The risks associated with delegation include the possibility of subordinates not performing the task correctly, making mistakes, or not completing the task on time. These risks can be mitigated by providing proper training, clear instructions, and regular monitoring and feedback.

  5. How does delegation of authority promote organizational effectiveness and efficiency? Ans: Delegation of authority promotes organizational effectiveness and efficiency by reducing the workload of superiors, promoting employee participation and decision-making, improving communication and coordination, and promoting employee development and empowerment. It also helps in achieving the organization's goals by ensuring that tasks are completed on time and in a cost-effective manner.

  6. What are the characteristics of effective delegation, and how can they be achieved? Ans: The characteristics of effective delegation include clear communication, proper training, mutual trust, accountability, and feedback. These characteristics can be achieved by providing clear instructions, setting expectations, establishing trust, providing regular feedback, and ensuring that the subordinate has the necessary resources and support.

  7. What are the key principles of delegation of authority, and how can they be applied in practice? Ans: The key principles of delegation of authority include clarity, responsibility, authority, accountability, and feedback. These principles can be applied in practice by setting clear expectations, providing necessary resources, defining roles and responsibilities, establishing communication channels, and providing regular feedback.

  8. How can the delegation of authority be used as a tool for employee development and empowerment? Ans: Delegation of authority can be used as a tool for employee development and empowerment by providing opportunities for employees to take on new tasks, responsibilities, and challenges. It helps in promoting employee growth and development by enhancing their skills, knowledge, and experience, and by promoting a sense of ownership and responsibility.

  9. How does delegation of authority contribute to effective leadership? Ans: Delegation of authority contributes to effective leadership by promoting employee participation and decision-making, reducing the workload of superiors, improving communication and coordination, and promoting employee development and empowerment. It helps in creating a culture of trust, respect, and accountability, and in promoting effective teamwork and collaboration.

  10. What are the potential barriers to effective delegation, and how can they be overcome? Ans: The potential barriers to effective delegation include lack of trust, fear of losing control, lack of communication, and unclear expectations. These barriers can be overcome by building trust, setting clear expectations, providing regular feedback, promoting open communication, and ensuring that subordinates have the necessary resources and support.

Delegation of authority is the process of distributing decision-making power from top management to lower-level employees. It is a vital concept in organizational behavior and management, as it helps to ensure that work is done efficiently and effectively. In delegation of authority, the manager assigns a task to a subordinate and gives them the authority to make decisions related to that task. It enables the subordinate to take independent decisions and perform the task as per their best judgement. It also reduces the workload of the manager, as the subordinate shares the responsibility of the task. However, successful delegation of authority requires trust between the manager and the subordinate. The manager must be confident in the subordinate's ability to make decisions and complete the task to a satisfactory level. In turn, the subordinate must be aware of the expectations of the manager and must act responsibly in exercising the authority given to them. Effective delegation of authority can lead to several benefits for an organization, such as increased productivity, improved employee morale and job satisfaction, and enhanced teamwork. On the other hand, if delegation is not done properly, it can lead to confusion, conflict, and even failure to achieve organizational goals. Therefore, it is important for managers to carefully consider which tasks to delegate, to whom they should delegate them, and how much authority should be given. Additionally, they should monitor the progress of the delegated tasks and provide necessary support and guidance to the subordinate when required.

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