ABSTRACT
It has been shown that
delegation of authority is mostly not considered at the might time and at the
might place in our society. New organization are formed without a depute
attention been paying to the acquisition of the head of delegating art
the appropriate. Time this explain why we have many posts and
duties in a new and even old companies revering vacant and undone
The purpose of this
study was therefore designed to examine the importance of delegations of
authority and control on the every day life manager and how it affects his
subordinates. As one of the most success full business organizaiton
in Nigeria Unliever (NIG) PLC Enugu was used as a case study and to investigate
the extent to which effective delegation of authority could lead to
organizational excellence.
The thirteen item of
self-structural questionnaire was raised and validated for fifty eight randomly
selected managers of the organization. The chi-square (x2)
statistic techniques was used in the test of hypothesis the major findings
include that.
-
Unavailability of information about the capability of the subordinate is not
related to the efficiency at delegation of task by managers.
-
Management willingness to have faith in the ability of subordinates is related
to their efficiency at delegating task to their subordinates
-
There is no relationship between the efficiency of managers at
delegations of task and the feeling of insecurity by the managers.
-
And finally for effective performance managers requires discharge satisfactory
all alone. They should give delegation of authority a required probity as the
plan capital equipment procurement utilization of financial materials and market
resources. It becomes necessary to assign some of functions to the
subordinates for the purpose of achieving the goals of the organization.
Constant feedback is also necessary in order to advents costly mistakes from
the subordinate. Delegation does not relief a manager of his
responsibilities not does it reduce their overall authority in the
organizaiton. The essence of all delegated function is to share the task
in order to achieve greater overall efficiency
Also based on this source recommendation were
also made which if properly adhere to would have a positive impact on the
organizational overall effectiveness
TABLE OF CONTENT
CHAPTER ONE
INTRODUCTION
1.1
Background of study.
1.2
Statements of problem.
1.3
Purpose of study
1.4
Scope of the study
1.5
Research hypothesis
1.5
Significance of the study
1.6
limitation of the study
1.7
Definition of terms
References
CHAPTER TWO
REVIEW OF RELATED
LITERATURE
2.1
The management process
2.2
Delegation as a managerial behaviour
2.3
Principle for affection delegation
2.4
Benefits of delegation
2.5
Difficulties of delegation
2.6
Unilever (Nigeria) PLC
Reference
CHAPTER THREE
3.0
Research design and methodology
3.1
Research design
3.2
Area of the study
3.3
Population of the study
3.4
Sample and sampling procedure techniques
3.5
Instrument for data collection
3.6
Validation of the instrument
3.7
Reliability of the instrument
3.8
Method of data collection
3.9
Method of data analysis
References
CHAPTER FOUR
4.0 Data
Presentation & analysis
4.1
Data presentation and analysis
Reference
CHAPTER FIVE
Discussion,
recommendation and conclusion
5.1
Discussion of result and findings
5.2
Conclusion
5.3
Implication of the research finding
5.4
Recommendations
5.5
Suggestions for further research
References
Bibliography
Appendix
LIST OF TABLES
SECTIONS A
1. What
is the sex of the respondent?
2. What
is the age of the respondent?
3. What
is the respondent’s marital status?
4. What
is the educational qualification of the respondent?
5. What
is their basic salary?
6. How
long have your serve UNILEVER (NIG) PLE
SECTION B
7. What
are the reason (s) why managers delegate authority to subordinates?
8. Do
managers have a thorough knowledge of the skill of their subordinates?
9. Is
the information about the skill of their subordinates readily available?
10. Do
you have thorough knowledge of how reliable your subordinate is?
11. To
ensure that the tasks assigned to the subordinates are performed effectively
must you monitor their performance very closely?
12. Are
you prepared to take the risk of delegating risks to a person (subordinates)
whose capability is not known to your?
13. How
often do you allow your subordinates to take decision on behalf of you?
CHAPTER ONE
INTRODUCTION
1.1 GENERAL
BACKGROUND OF THE STUDY
Management is a social
process entailing responsibilities for an effective planning and regulations of
operation of an enterprise in fulfillment of a given purpose on task.
Breach E.F.L (1975)
Management is
essentially the process of defecting the efforts of other people usually
subordinators in order to achieve a specific objective it could be said
to be “the art of getting thing done through other people” the basic managerial
functions of directing controlling planning organizing staffing
motivating and coordinating all involve the display of organizational skills
administrative task and personal initiative executive talent and dynamism on
the part of the manager.
Delegation is an
organizational process that permits the transfer for authority from a superior
to a subordinate the make commitments use resources to him. No organization can
function effectively without delegation the derision of an organization into
units e.g. department involve delegation. Delegation originate from the
fact that no-body can function alone successfully in an organizaiton.
In essence delegation
of authority means that a subordinate has the power to make decision and
act within explicit limit without checking with the superiors. Delegation
equally involves accountability.
Delegation of
authority is an important administrative process of getting things done
through other by sharing authority (or power) with them. In any typical
organization by top management or any other approved body.
Delegation is an
inescapable process in any organization big or small private or public. This is
because no individual however talented and accomplished can claim to have
solution to all day-to day problems of the enterprise which he or she is
involved in the answer to those problem are best provided through
efficient delegation. This is because these are the days of specialist.
Those specialist usually specialized in on of organizational activities
namely productive marketing personnel accounting financial
and technical activities. Indeed delegation is an attitudes. Of the
mind and way of life of every goal seeking manager.
Delegation of authority
enables quick decision to be made at all levels within the general policy
framework laid down by the top management. It lightens the burden of key
officers in taking routine matters and enables them to concentrate on vital
aspects of planning policy making and overall control thereby ensuring
administrative convenience. According Koontz and O’ Donnel
“delegation is the due for efficient management and it determines how well one
manages”
There are different
group of people in an organization who are responsible for activities that
contributes to the attainment of organizational goals. These groups
include top level management and other workers in he organization. The manager
gives some limited resources determine the best way to utilize such resources
optimally in order to activities some specified goals. It is through delegation
of tasks that a manager can get things done through his
subordinates. Delegation is the act of investing the subordinate with the
authority to make decisions and carry out duties on task for which the manager
is held responsible. He is successful in getting things done through
others is exercising the highest type of leadership. Without delegation
managers action will be confirmed to what he can perform only.
In delegation task the
manager should be able to recognize the special abilities and limitation of his
subordinates. This will help him to know which task to delegation to whom
and why. A wise manger who has the discretion to decide how many and
which task to delegate should also know whom to delegate certain tasks to.
Finally delegation
therefore means the granting of lights to subordinates to the prescribed
areas. As a result of delegation the subordinates receives authority from
his superior at any time.
The manager who
makes masters the ant of delegating himself in a very good position because he
can effectively discharge his duties. This is because he can have time to focus
his attention on every important issues while those issues which are not very
significant are handled by subordinates.
For effective delegation
subordinates must understand the purpose of delegated function and the
objective it intends to achieve. If they are able to relate this to
the accomplishment of the over all company objectives and their own personal
interest their performances is higher.
Duties assigned must be
equal to the delegate. Fir there is an imbalances it results in frustration on
the part of the supervisor as he seeks and fails to obtain the willing
co-operation of his peers or subordinates.
For the employees to
whom responsibility to be assigned and authority delegated must by judiciously
selected. Care must be taken to avoid employees who cannot accept
criticism who lack confidence who are not easily motivated.
The best manager is one who knows how much responsibility to delegate and hoe
to be in control at all times. Constant feedback is necessary in order to
avert costly mistakes of the
subordinates.
1.2 STATEMENT
OF THE PROBLEM
The work that any
subordinate does in an organization is mostly the job that he or she has been
delegated to do by his or her supervisor in organizations today have many
delegated tasks to perform. So failure by managers can be due to poor or
inefficient delegation. A number of factors have led to this problems.
a. The
mangers may unconsciously adopt the “indispensable man theory” this means that
he refuse to see that others can do something as well as he can and as such he
regards himself as indispensable in his organization.
b. Unwillingness
to let go of authority this may be due to the desire to dominate in
all that they be due to the desire to dominate in all that they so. Also
it may be due to the fact that the manager feels he is indispensable to the
organizaiton.
c. Unwillingness
to take calculated risks. When a manager does not have faith in the ability of
a subordinate and fee that delegating task to such a subordinate may results in
the performance of such task the manager will tend not to delegate.
d. Unwillingness
to give other people’s idea a chance. When innovative idea had been
suggested to the manager he does give such idea a chance even though such ideas
will be of benefits to operations of the organizaiton.
e. Unwillingness
to establish and use broad control in the case under the manager is unwilling
to establish and use board controls delegation of task will not be
effective. This is because the managers want to closely monitor the
performance of any task delegated to subordinates.
f. Lack
of knowledge of how to delegate effectively. When a manager does not know how
to delegate for fear that his weakness and short comings will be exposed in
some organization the reaction to the problem has bee the complaint of those at
the lower level of management that they are not being allowed to use their in
genuity and discretion to make decisions
1.3 PURPOSE
OF THE STUDY
The purpose/ objective
of this study is to examine the practice of delegation of authority by
managers and its effect in a typical liegeman organization with a view
1. Highlight
the strategic importance of delegation
2. Highlight
the problems faced by managers. In delegating effectively.
3. Show
how delegation of authority could be effectively
1.4 SCOPE
OF THE STUDY
Unilever brothers PLC is
a well established business and should be expected to provide fro assignment of
work to all positions. Delegation within the context of such a firm will be
with regard to the authority responsibility and accountability for
subordinates.
This in this study we
shall be concerned with the degree of authority responsibility and
accountability existing in manger. Subordinate relationship at Unilever
Brothers (NIG) PLC Enugu State
It may not be possible
to discover the degree in some area of the business such as top management
level we shall therefore limit the study to the operating areas of sales
and production. The production activities which middle level managers
will have delegated to them normally will be scheduling ones. Similarly certain
activities that middle managers handle are recruiting sales prospects and
products presentation. These and related activities will also be studies.
1.5 RESEARCH
HYPOTHESIS
H0
Unavailability of information about the capabilities of the subordinate is
not related to the
efficiency at delegation of tasks by mangers
H1
Unavailability of information about the capabilities of the subordinate is
related to
efficiency at delegation of tasks by mangers
H0
Manager willingness to have faith in the ability of subordinates is not
related to their efficiency
at delegating tasks to their subordinate
H1
Manager willingness to have faith in the ability of subordinates is
related to their
efficiency at delegating tasks to their subordinate
H0
There is no relationship between the efficiency of managers at
delegation of task the
feeling of insecurity by the managers
H1
There is no relationship between the efficiency of managers at
delegation of task the
feeling of insecurity by the managers
1.6 SIGNIFICANCE
OF THE STUDY
Every organization is
normally set up with the goal of success. The yardstick measuring this
success in a profit making organization will differ from that which will
be used to measure the success in a non-profit making
organization. The achievement of the organizational goals will
depend to a large extend on the efficient and effective performance of the
manager in such organization. Therefore the methods and the strategies
adopted by manager in performing the task are very significant as
this will determine the effectiveness of the manager.
Delegation is tool that
when uses by managers can improve their effectiveness tremendously. As a
matter of fact delegation authority is a way of life of every manager.
Hence the significance of this study cannot be other emphasized
1.7 DEFINITION
OF IMPORTANT TERMS
EFFECTIVENESS: This is the ability to bring desired result
EFFICIENCY: The ability to perform duties well at the least
cost it should be noted that efficiency does not imply effectiveness but
effective one must be efficient
RESPONSIBILITY: This is the duty that any employee is obligated
to fulfill while performing the job the responsibilities are presented by the
activities to be performed communed with the standards for correct
performances.
AUTHORITY: The power or right to give orders and make
others obey liability for the way in which obligations are discharged.
STRATEGY: This is the skill in making an affairs it is
also broad plan to achieve a good.
DOMINATE: This is having control or influence over others
by force of character
DELEGATE: This is appointing and sending a
subordinate as a representative to a meeting or entrusting duties or rights to
a subordinate
Department | Business Administration and Management |
Project ID Code | BAM0197 |
Chapters | 5 Chapters |
No of Pages | 89 pages |
Methodology | Chi Square |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2347043069458 |