The Impact Of Delegation Of Authority On Organizational Efficiency (A Case Study Of Pz Industries Plc Aba)

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The Impact Of Delegation Of Authority On Organizational Efficiency (A Case Study Of Pz Industries Plc Aba)


Abstract


The primary purpose of delegation of authority is to make organization possible. Just as no one person is an enterprise can do all the task necessary for accomplishment of a group goals so as an enterprise grows, it becomes impossible for the manager to exercise all the authority of making decisions.

This is so because there is a limit to the number of persons a manager can effectively supervise and for whom they can make decisions. Once this limit is exceeded, authority has to be delegated to subordinates. This work explained and explored the nature of authority delegation in an organizational structure using PZ industry Aba as a case study. Also, efforts were made to identify the principles underlying authority delegation, its impact towards organizational efficiency.

The problems militating against authority delegation was also explored and identified and suggestions or recommendations put forth. Both primary and secondary data were used for the work. Visits were made to both the generalized and specialized libraries. It was clearly discovered the authority delegation has a great impacts on organizational efficiencies.


Table Of Contents


Preliminary Page(s)

  • Title page
  • Approval page
  • Dedication
  • Acknowledgement
  • Abstract
  • Table of contents

Chapter One

1.0 Introduction

  • 1.1 Background of the study
  • 1.2 Statement of the problems
  • 1.3 The purpose/Objectives of the study
  • 1.4 Research questions
  • 1.5 Significance of the study
  • 1.6 Scope of the study
  • 1.7 Limitation of the study
  • 1.8 Definition of terms

Chapter Two

2.0 Literature Review

  • 2.1 Historical Background
  • 2.2 Process of Authority Delegation
  • 2.3 Requirements for Effective Delegation
  • 2.4 Conditions under which Delegation can fail
  • 2.5 Limitations of the Right to delegate
  • 2.6 Impact/Effect of Authority Delegation
  • 2.7. The effect of Non-delegation

Chapter Three

3.0 Methodology and Research Design

  • 3.1 Introduction
  • 3.2 Research design
  • 3.3 Sources of data collection
  • 3.4 Population and sample size Determination
  • 3.5 Sample techniques/ procedures
  • 3.6 Validity and reliability of measuring instrument
  • 3.7 Method of date analysis

Chapter Four

4.0 Data Presentation, analysis and Interpretation

  • 4.1 Introduction
  • 4.2 Analysis of data
  • 4.3 Interpretation of result(s)

Chapter Five

5.0 Summary of Findings, Conclusion and Recommendation

  • 5.1 Introduction
  • 5.2 Summary of findings
  • 5.3 Conclusion
  • 5.4 Recommendations
  • 5.5 Areas for further study
  • Bibliography
  • Appendix.
  • Questionnaire

Chapter One


Introduction

1.1 Background Of The Study

A common and popular adage states that a tree cannot make a forest. Another similar one assets that no man is an island, because of some psychological, economical and biological limitations of the individual, it is unavoidable that individuals should cooperate with each other in order to be able to surmount the many problems facing them.
Similarly, in the business world, the business manager is faced with lots of problems and tasks to perform in his organization. some of these problems are external while others are internal. As a result of this, the manager or who ever that is responsible must therefore prepare himself in order to compete favorably in the dynamic business environment so as to achieve the corporate objectives of the organization. But if he fails, it means that the organizations aim for going into the business is defeated.

Bearing in mind human limitations and its human beings are not “jacks of all trade and masters of all, hence the need for delegation of authority in the organization be encouraged.

This is so because whenever an organization changes its legal form of one man or small scale business to a two or more partnership, medium of large scale business, it inevitable grows to a point of impersonality. At this point, it is difficult for top management to know every one in the organization and exactly what they are doing or should be doing, nor is it possible any more to oversee the whole of this now extensive activities personality. Instead, various organizational techniques of which delegation is one used to spread the lad or break down the bulk of work to be done by the managers. The breaking down of the duties of the top management is done for a number of reasons raging for lack of enough time for the superior to attain to every task in the firm, lack of expertise in the various departments or for the purpose of training.

With delegation of authority in the organization, the workload of the manager is reduced or eased economically or otherwise. This is true because left alone, the managers cannot accomplish the entire task necessary for the attainment of the group goals, thus some of these have to be delegated to enable the delegate to work out the assigned tasks.


1.2 Statement Of Problem

Today’s managers have continually observed the lack as much as they could, they have not been able to properly motivated and make best use of the work force for greater performance.

Some firms even with the abundant resources both finance and materials, still experience poor performance due to lack of a well structural organization which is largely as a result of the inability of some managers to delegate authority to their subordinates. The problem of authority delegation in the organization has posed a very big problem to the smooth running of many organizations, as well as the government of the country.

It has become so enormous and has increases the complex of most organizations by creating relationship gap between managers and their subordinates and has inevitably has enormous impact on the overall performance of these organizations.

The pertinent question that comes to mind in case of appraising authority delegation as it affects the different organization is:

  1. Have Nigeria managers understood the fact that workers yearn to be fully integrated in the scheme of things that determine their future.
  2. What effect does delegation of authority have on the overall work force.
  3. How best would a manager delegate authority without losing total control.
  4. Why need for authority delegation.

1.3. Purpose / Objectives Of The Study

  1. Determining the causes and effects of inadequate or non-delegation of authority with special reference to PZ Nigeria Aba.
  2. Determining the impact of the delegation of authority in PZ Aba.
  3. To identify the better means of delegating authority with no adverse effect on the organization.
  4. To evaluate the strength of authority delegation in PZ Aba.

1.4 Research Questions

The benefits cum importance of authority delegation in the organization cannot be over emphasized. Delegation of authority therefore serves as an effective tool for optimum productivity in an organization.
Based on the afore concept, the following research questions are formulated.

  1. Does delegation of authority makes organizing less difficult?
  2. Has delegation of authority lead to effective and efficient attainment of organizational goal?
  3. Is delegation of authority necessary for managerial development?

1.5 Significance Of The Study

The impact of delegation of authority cannot be over emphases. It ensures managerial development as well as effective and efficiency in job performance as a result of the following.

  1. Promotion of legible
  2. Competent workers
  3. Pay increase
  4. Higher responsibilities
  5. Better performance appraisal
  6. Increase in job effectiveness etc.

While the PZ Nigeria Aba, organization will benefit from this study in the following ways:

  1. The work will help the management of PZ Nigeria Aba appreciate the importance of delegation of authority in an organization.
  2. It will help the organization to develop their workers as it also serves as on-the-line training.
  3. The organization will through this study know the strength, that is their specialization and weakness of their workers.
  4. The students of personnel and business management will see work as a reference work and a guide for further research.

1.6 Scope Of The Study

This study is on the impact of delegation of authority in PZ Nigeria Aba, which deals with the process in which delegation of authority can be carried out in an organization, the requirement needed for effective delegation from the superior have to be met as the will have great impact on how delegated duties are performed.

The conditions under which delegations can fail due to poor understanding of the duties and responsibilities delegated of the superior to his subordinates in an organization. Also noted in some effects of non-delegation viz; good ideas often remain inexperienced because subordinates believed that will be punished for disagreement with the superior or showing too much competence.


1.7 Limitations Of The Study

In the course of carrying out this research, the researcher encountered some difficulties which acted as limitations to the successful completion of the work.
These are as follows:

1. Time constraint:

This research work was carried out during holidays with all its social activities including other problems thereby necessitating the disruption and jam¬¬ packing of academic work.

2. Finance:

The research was conducted at the time when the cost of living is very exorbitant hence high fare and this obstructed or limited the findings of the work.

3. Attitude:

Most information sought for are not to let out by the management. They keep on telling the researcher to wait for long or to call back with the view of frustrating his efforts. Distance: The place to get the required information for the progress of this work was too far.


1.8 Definition Of Terms

1. Delegation:

This is the process by which a superior transfers part of his legitimate authority to a subordinate but without passing on the ultimate responsibilities which has been given to him by his own superior.

2. Authority:

The power granted by an organization to an individual to act in various specified ways.

3. Organization:

A pattern of ways in which large number of people engage in a complex task, relate to each other in conscious, systematic, establishment and accomplishment of mutually agreed purpose.

4. Organizing:

The process of creating a formal organizational structure or of breaking a task to be performed into sub-task.

5. Responsibility:

Performance area in which a person or unit is expected to produce result.


Chapter Five


5.0 Summary Of Findings, Conclusion And Recommendation

5.1 Introduction

In this chapter the summary of findings and of the important findings that have bearing on the subject matter of this research work will be made. Conclusion as well as recommendation will be made also in this part.


5.2 Summary Of Findings

Many managers want to be referred to as important pillars of the organization. They tend to create the impression that without them everything would go wrong. But they feel that to achieve respect of the enterprise they resort to hoarding of authorities. Some other executives like to dominate the scene with their desks loaded with file and correspondence all aviating their attention. They tend to device a special of importance. These executives may be hard working but they have left quite a number of subordinates undeveloped. A traditional norm in management is that managers do not excel alone in an enterprise but should have others excel too.

Achieving a well ordered and efficiently managed organization calls for job splits. Each job assigned requires adequate authority delegation to guaranteed its effective performance. This therefore implies that managers should be ready to part with portions of their authority to enable the smooth operation of the organization.

As earlier pointed out the main objectives of this project is to find out the extent to which delegation of authority can be effectively used to achieve organizational efficiency.

In chapter one of this projects the purpose of the study was stated and the problem analysis was carried out. Also the significance of the study of the research problem was dealt with.

In chapter two, the current literature in the areas of delegation of authority were examined from the point of their different scholars.

In chapter three, the method through which data for this research were gathered was examined. Also in chapter four deal with the presentation and analysis of data collected in chapter there, some reason were suggested from the inefficiency of managers at delegation of authority and these include feeling of insecurity, availability of information, and the capacity of subordinates, also the willingness of managers to have faith in the ability of subordinates was also in this chapter equally the research questions were answered.


5.3 Conclusion

  1. The result of the study shows that authority delegation makes organizing of the organization under review less difficult because it is believed that when employees are delegated to do certain jobs, makes them feel belonged or part of the organization.
  2. It was discovered in this work that the courses of poor performance of workers in an organization is when they are not delegated (Non-delegation)
  3. That authority delegation is necessary for managerial development.
  4. Finance has been a serious barriers to effective and efficient workers delegation.

5.4 Recommendations

Delegation of authority is very necessary in an organization. Many organizations experienced failure and production break-down as a result of lack of authority delegation. Beyond every reasonable doubt, attainment of managerial development and high of productivity depends on the amount of their authority delegation. However, for effective and efficient performance, the researcher made the following recommendations;

  1. That manager should be made to feel secured in their jobs by making them to understand that delegation duties to subordinates would not jeopardize their positions.
  2. Considering the high performance for authority delegation received in the study, superior should be advised to delegate authority as much as possible to help groom subordinates.
  3. Since the superior has a time limited to meet his objectives, there is need for him to delegate authority as well as some duties to his subordinates so as to beat the time limit.
  4. The subordinates should be assisted by the superior if he runs into problems in the course of performing the delegated duty.
  5. Because of the fear of the risk associated with delegated duties, the superior should therefore determine the task to be done by the subordinates and the strategies to use to enable them perform the job effectively and efficiently.

5.5 Areas For Further Study

Due to the barriers encountered by the researcher, could not reach these areas extensively.

  1. Types or sources of authority
  2. Principles of effective delegation
  3. Barriers to effective delegation.

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Frequently Asked Questions


Does delegation of authority promote functional performance?

The results of the study have shown that there is a statically significant for delegation of authority on efficiency, effectiveness and empowerment of employees’ performance at great Irbid municipality. 49 corresponded with the value of tasks in order to promote functional performance.

What are the effects of delegation?

Taken together, the effects of delegation can have a positive impact on the individual and a synergistic effect on the efficiency, effectiveness and health of the entire staff team.

Is delegation of authority neglected in organizations?

The hypothesis of the study is accepted. Background and Objectives: It is difficult to run current organizations without delegating some of the authority to management levels. Despite the importance of delegating authority to managers, this seems to have been neglected in organizations.

What is the function of delegation of authorship?

Delegation of authority is one of modern trends practiced by managers. It is function stands returns for (an organization with a manager) and (an employee with a customer) both. On the the level of productivity and speed in finalizing tasks effectively. On the level of manager, it more important work. 

What is delegation of authority?

Delegation of authority is one of modern trends practiced by managers. It is function stands out contributing and increasing the level of motivation of employees and achieving positive returns for (an organization with a manager) and (an employee with a customer) both.

Does authority delegation improve employee empowerment at gim?

Extent of delegation improves the perspective from employer to employee ranked final. 3. There is a statically significant for authority delegation on employees’ empowerment at Great Irbid Municipality (GIM). Extent of delegation eliminates the central

What are the benefits of delegation of tasks?

Delegation of tasks to others offers the following benefits: Gives you the time and ability to focus on higher-level tasks Gives others the ability to learn and develop new skills Develops trust between workers and improves communication

Can a manager give up all his authority to a subordinate?

The manager will not give up all his authority, he will only delegate that much authority that the subordinate can fulfill his responsibilities and accomplish his tasks efficiently. When we talk about the delegation of any authority in an organization, there are three main elements of such delegation.

Are there any disadvantages of using delegates?

Though delegation is a key aspect of management, many managers feel uncomfortable with delegation or reluctant to delegate for a variety of reasons. For these managers, the disadvantages of delegation may seem to outweigh the benefits. Some managers may find that delegation requires a considerable amount of time.

What are advantages of delegation?

“When you come back to Congress you should not ever be using your position in a way that would provide an advantage to increase wealth,” Daines said. Daines said that he does not hold or trade any individual stock, and does not believe that anything in …

What is lateral delegation of authority?

Lateral Delegation: After the managers delegate the authority to subordinates in the hierarchy. The subordinates may further delegate the tasks to people at the same level in an informal way. A manager shares his responsibility and authority with managers of other departments. This is the lateral delegation of authority.

What is delegation in the workplace?

Employees complete temporary tasks on a short-term basis. But the on-going tasks have long-term responsibilities. These responsibilities become a permanent part of the employee’s role. 1. Top To The Bottom Delegation: In this form, superiors delegate work or tasks to their subordinates. This is the most common form of delegation. 2.

Can a manager give up all his authority to a subordinate?

The manager will not give up all his authority, he will only delegate that much authority that the subordinate can fulfill his responsibilities and accomplish his tasks efficiently. When we talk about the delegation of any authority in an organization, there are three main elements of such delegation.

Is delegation of authority an easy task?

But it is not an easy task. It involves several elements, step by step procedure, etc. Delegation of Authority is an art or skill of a manager to get done the tasks by giving the required authority to his subordinates. The Delegation of Authority meaning seems to be simple, but it has the same ratio of profit and risk factors.

When should a manager delegate authority to a subordinate?

In order to meet the targets, the manager should delegate authority. Delegation of Authority means division of authority and powers downwards to the subordinate. Delegation is about entrusting someone else to do parts of your job. Delegation of authority can be defined as subdivision and sub-allocation of powers to the subordinates in order …

What are the elements of delegation in management?

Elements of Delegation 1 Authority. We all are familiar with the word authority. … 2 Responsibility. Delegation also involves some transfer of responsibility. … 3 Accountability. Although delegation eases out the job of superiors and has several benefits for both superior and subordinate, the superior is still accountable for the task.

What do you mean by lateral delegation?

When the authority is delegated informally it is called lateral delegation. A delegator may not like to delegate every authority to the subordinates. The authority which he keeps with him is called reserved authority and the authority which is assigned to the subordinates is delegated authority. 

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