The Effect Of Delegation Of Authority On Staff Performance (A Case Study Of The Imo State Civil Service Commission)
For the part decades, the case of administration and management in Nigeria has been attributed to the problems of ineffective delegation.
It is against this background therefore that the researcher sort to carry out a comparative study on delegation effectiveness in public enterprise with reference to the Nigerian civil service commission. This project also sorts to know hoe effective delegation of authority affects the achievement of organizational objectives.
The work started with introduction and it is followed by background of the study, research questions, limitation and scope of the study then definition the views of other writers on the topic, their opinion and suggestion towards the achievement of organization objective through primary and secondary data.
The researcher view was also expressed in chapter three. In chapter four, the data collected was analyzed discussed and summarized and finally, chapter five dealt on summary of finding, recommendation and conclusion of the project.
Table Of Contents
- Title page
- Approval page
- Table of contents
- 1.1 Background of the study
- 1.2 statement of the study
- 1.3 objective of the study
- 1.4 research question
- 1.5 significance of the study
- 1.6 scope of the study
- 1.7 limitations of the study
- 1.8 definition of terms.
2.0 Literature Review
- 2.1 concept of delegation
- 2.2 Reasons for delegation
- 2.3 Why managers fail to delegate
- 2.4 the dynamics of delegation
- 2.5 delegation procedures
- 2.6 overcoming barriers to effective delegation
- 2.7 summary of the chapter
3.0 Research Methodology and Design
- 3.1 introduction
- 3.2 sources or method of data collection
- 3.3 population and sample size
- 3.4 sample techniques
- 3.5 validity of reliability of measuring instrument
- 3.6 method of data analysis
4.0 Presentation and Analysis of Data
- 4.1 introduction
- 4.2 presentation of data
- 4.3 analysis of data
- 4.4 interpretation of results
5.0 Summary, Conclusion and Recommendation
- 5.1 introduction
- 5.2 summary of findings
- 5.3 conclusion
- 5.4 recommendation
1.1 Background Of The Study
Delegation of authority is the flow or transmission of authority from top to the bottom of the organization. It is a process which involves the assignment or task or obligation, the transmission of authority for accomplishment of the task and the accomplishing of task.
In other words, delegation of authority is the decentralization of authority for collective participation in attaining the set objective of organizational goal.
There are different dispensations where delegation of authority is found in the economy. In political dispensation, group of people are elected or appointed as delegate.
In every established ministry or institution of federal government parastatals, there must be an area of authority delegated to different body the aid government even in tertiary institution.
Furthermore, every executive person either appointed or elected stands as delegate in that ministry before achieving the aims of the federal government. Every directive must be carried out in order of assignment to attain good result.
Authority gets delegated when a superior gives a subordinate the discretion to make decision. It is worthy to note that a superior can delegate authority which he or she has and cannot delegate the one he does not possess.
The important decision for a manager to make is to decide when and how to perform his managerial role i.e assigning task to his subordinate.
A top manager who cannot get the best out of his subordinate is not capable of heading the organization indeed and if he tries to handle every task by himself, he will become center productive. This is because he will be so slow in getting result since he is occupied with plenty of work to carryout and this will make him become center productive.
The manager will also find it difficult to go around the organization to see for himself the progress of the organization and no time to sit back, reflect and ponder on the course being pursued by the organization.
The ability to sit back and reflect both constitute the landmark of an efficient and successful administration.
According to Webster’s ninth new collegiate dictionary at page 244, civil service simply means the administrative service of government or international agency exclusive of the armed force especially on which appointments are determined by competitive examination.
The establishment of the civil service commission dates back to 13th march 1862 when the British government declared its interest in the port and Island of Lagos under the title of the settlement of Lagos. A government was constituted and provision was made for the various posts offices. The office of private secretary to the government and authority of public accounts, chief clerk, collector of customs where made.
The origin of the civil service commission can be traced back on the administration of lord lugard in 1915.
The real structure of the civil service commission was put in place by Sir Hugh Clifford who succeeded Lord Lugard and was appointed governor of Nigeria.
Efforts made to reposition the civil service to meet the challenges of the 21st century as well as the aspirations of government are manifested in the ongoing public service reform. The mission of the reform is to build a public service that is performance and result oriented.
The overall vision is a Nigerian public service that works efficiently and effectively for the people.
1.2 Statement Of The Problem
Since Nigeria and most of the former British colonies patterned their civil service on the British model.
These earst while colonies have inherited the thong problem of the relationship between generalist administration and professional specialist. In Nigeria, the problem assumed such disturbing proportion that as recently as 1874 the public service observed that the relationship is one of the long and antagonism a conflict rather than partnership in enterprise with resultant lack of the team work necessary in modern management.
During the colonial era, at that time there were no ministries under ministries and permanent secretaries as we know them instead the civil services was structured in a functional basis with most senior professional officer occupying the position of head of department.
There were department of forestry relocation, works, agriculture etc and each was headed by the most senior professional officer with the title director. These directors were ex-official members of the legislative council from 1914 until 1954 when the country attained the status of responsible government.
During the years when the professional officers, as director head of department, sat in the legislative council.
They were the chief advisers of government on all matter to their department.
Finally, the report of management consultant committee in the then Anambra state civil service committee by the department of management university of Nigeria Enugu Campus in 1982 (page 20
The major problems of civil service were summarized as follows:
- Lingering colonial mentality that the civil service is nobody’s business.
- inadequate delegation of authority and responsibility
- Lack of dedication.
- Low moral
- Lack of self confidence
- Lateness and absenteeism.
1.3 Objectives Of The Study (Purpose)
The purpose of this study is to
- Ascertain the nature of delegation
- Ascertain who delegates
- Ascertain the effect of delegation and responsibilities on staff performance.
- Ascertain what authorities that are delegated ascertain the extent of accountability in carrying out the delegated functions etc.
1.4 Research Questions
- is authority really delegated in the civil service?
- is there sufficient time to do an effective job delegation?
- is authority delegated to the right people?
- does delegation of authority have effect on the performance of the staff.
- how effective does a subordinate make use of these delegated authorities?
1.5 Significance Of The Study
The finding of this study (when completed) will be important to managers, employees and future researchers.
The managers will find out that this study will make him realized that delegation will help them achieve organizational goals and the manager will also find out the dynamics and procedures of delegation.
Through delegation, the manager is able to divide the work and allocate it to the subordinates. This helps in reducing this work load so that he can work on important areas such as planning etc.
In the areas of the employee, the superior will center his energy on vital and critical issues of concern.
This way he is able to bring effectiveness in his work as well as in work via in the area of the subordinate to flourish their abilities and skills. Through delegating authority the subordinate gets a feeling of importance.
It is a guide in which superior-subordinate relationship stands. An organization function well as the authority flows from top level to bottom.
Finally, futures researchers who may wish to undertake related topics in study may find out that this work will be a valuable guide to their endeavour.
1.6 Scope Of The Study
This research work would center in the reason why managers fail to delegates authority on its subordinates and also the reason why delegation of authority is practiced in many organization today. It is also conducted to know the effect of delegation of authority on the staff and manager or administration of the Nigeria civil service.
1.7 Limitation Of The Study
It is observed that time was the first factor which affected the researcher. Since it is also a course to be studied, it causes hindrance to other studies and also takes most of the researcher’s leisure time. Making research trip from Owerri to Port Harcourt to gather some useful information, the duration to carry out this research work is so short thereby making it impossible for proper studying of the organization.
The researcher was limited by little or no finance to carry out the work which result chiefly due to personal cost and transportation cost.
As it is noted, finance in any business organization or research work is conveniently regarded as the most powerful working tool as it constitutes the main stream of any transportation and an efficient research work.
In carrying out this research work the employees were found not co-operating very well with the researcher by nut giving out details or information required of the work because they tend to see it as a means of tarnishing the image of the organization they work unclear.
1.8 Definition Of Key Terms
This is the flow transmission of authority from top to the bottom of the organization. It is a way or process which involves the assignment of task the transmission of authority for accomplishment of the task and the accomplishing of task.
This is the administrative service of government international agency exclusive of the armed forces especially on who appointments are determined by competitive examination.
This is the legitimate power given to someone to control the activities of others by issuing orders and enforcing obedience. In other words, it is an official power given to a person or body.
This is an organized group of persons who come together for the purpose of attaining a certain set goals or objective.
5.0 Summary, Conclusion And Recommendation
This is a brief statement of the main point in this work, and the opinion reached in the cause of this study and finally, offering a suitable suggestion for the purpose of making or offering answers to the problem facing this topic.
5.2 Summary Of Findings
This research work has been specially on the examination of the delegation of authority and its effect on staff performance (the case study of the Nigeria civil service commission).
The study has been focused on finding out whether the type of delegation of authority is generally accepted by the employees.
In carrying out this study, some finding by earlier research on delegation and its important on staff performance were examined.
These studies includes Quibble (1977) who gave variety of reasons for his behaviour as some supervisor cannot delegate their duty; others whose works and contribution were examined include Ernest Dale, Donald C Mosley and Loan.
Finding analyzed revealed that even though the organization is a young and growing one, the use of delegation of authority were in practice select the appropriate person to whom a task is being delegated on the other hand, some managers will assign task to subordinate along with authority to carry them out.
This approach produced two different kinds of behaviour among workers, to some it make them watchful, careful and made them to be on their guards always.
In all, this research work enable us to know the delegation of authority and if effect on staff performance.
We have also found out that managers feel that subordinate would prefer not to have broader decision making latitude.
Thus, a manager delegating his duty must ensure that subordinate have the capacity and ability to perform the delegated task as ultimate authority for the delegated task as ultimate authority for the delegated duty rest on him (the manager).
In the civil service system as in any other body or organization, managerial authority is more likely to be obeyed if its actions are considered legitimate such legitimation may be accorded by reward system which fit the motivation of the staff in an organization.
If the civil service managerial activity is obeyed the work force will increase because it is considered legitimate. The end of the result will be charge of the service of the service and dividends of governance with the feedback form the external environment which comes in the form of further required input that sustains the system in operating order.
Delegation of authority should be encouraged in various organization because of its advantages or effects on performance. Delegation helps in saving time and also in motivating workers in performing their duties. It brings about understanding and effective management of duties.
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