engleski

Managers factors in delegating work tasks to associates

Management cannot do all work tasks alone, but with the help and cooperation of its associates. Managers have to delegate some work tasks to their employees. Which work tasks managers will delegate depends on the manager's judgment. Trust is indispensable in the manager's decision to delegate work tasks to his colleagues. In addition to trust, the willingness of employees to perform delegated work tasks is also important, that is, the expertise of employees, the level of knowledge of employees, and the accuracy and quality of the work entrusted to employees. In this paper, using the method of interviews with 35 middle and operational managers, based on the data collected during the interviews, the necessary characteristics of employees and their necessary competencies for the manager's decision on delegation are determined, as well as the reasons for delegating work to associates. As a leading factor in the decision on delegation, managers choose the degree of trust in the associates, then the character of the associates, the level of knowledge of the associates and, finally, the professional qualifications of the associates. They state that some employees have the necessary knowledge, but do not inspire confidence or have a character that brings unrest to the organization and negatively affects teamwork so they cannot delegate work tasks to such employees. On contrary, there are employees with average knowledge and their character benefits the organization they work in and strengthens teamwork, so managers decide to delegate work tasks to such employees. Almost every day, managers delegate jobs and tasks to colleagues. In a situation where managers need to choose between trust as a factor of delegation and all other factors (level of knowledge, character of collaborators and professional training), managers choose the level of trust.

delegation ; managers ; associates ; trust ; knowledge

nije evidentirano