TAILIEUCHUNG - Lecture Supervision in the hospitality industry: Applied human resources (Fifth edition): Chapter 13 - Jack E. Miller, John R. Walker, Karen Eich Drummond

Chapter 13 - Delegating. This chapter presents the following content: What delegation means, essentials of delegation, benefits of delegation, why people resist delegation, how to delegate successfully. | Chapter 13 Delegating What Delegation Means Essentials of Delegation Benefits of Delegation Why People Resist Delegation How to Delegate Successfully Aspects of Delegation Delegation:Giving a portion of one’s responsibility and authority to a subordinate. 3 Aspects of Delegation: Responsibility Authority Accountability As a Supervisor: You have been given the responsibility for certain activities and the results they are expected to produce. You have been given the the authority (rights and powers) to carry out your responsibilities. You have been given the accountability (obligation to your boss) to produce these results. Lines of Responsibility and Authority Chain of command: The lines of responsibility and authority in an organization that provide the anatomy of its organization chart. This shows who is responsible at each level for everything that happens or fails to happen. Channels of communication: The organizational lines (corresponding with the chain of command) along which messages are passed from one level to another. Benefits of Delegation More time for managing More and better work from happier people Development of promising people Greater efficiency Improved leadership skills Why Managers Have Trouble Delegating Some feel workers will not take responsibility (Theory X). Some feel that the work will not be done right. Some have an inner need for power, authority, control, and indispensability. Some feel the worker will do better at the task then them. Some fear the responsibility for the mistakes of others. Why Managers Have Trouble Delegating Some are unable to let go. Some can not shift from doing the work to managing people. Some find it quicker and easier to do than to train others to do. Some do not want to give up the tasks involving personal advantages or enjoyment. Some are reluctant to lose touch. Sometimes they are not willing, qualified workers. Why Workers Won’t Accept Responsibility Some are unable, unwilling, or both. Some fear failure. Some fear the consequences of making mistakes. Some fear rejection by other workers. Some see added responsibility as meaningless extra work (job loading). Some like their job as it is. How to Delegate Successfully Conditions for success include: Advance planning A positive attitude toward your people Trust on both sides Ability to let go and take risks Good communication Commitment How to Delegate Successfully The steps in delegation: Plan: Decide what you can delegate and to whom. Develop the task in detail. Delegate: Give the responsibility and authority, establish accountability, the worker accepts it, set up checkpoints (The Contract). Follow up: observe checkpoints and give feedback. Don’t accept reverse delegation. Common Mistakes in Delegation Failure to communicate clearly Over supervising Too little training and support No controls Job loading Common Mistakes in Delegation Assigning undesirable tasks with no reward Picking the wrong person Delegating management responsibilities such as discipline Creating overlapping responsibilities Adapt Delegation to Your Situation Delegate time-consuming detail that others are willing to do. Delegate things others do better than you do. Train others to take over in your absence. Adapt Delegation to Your Situation Delegate tasks and responsibilities that motivate and develop. Keep management responsibilities to yourself (termination, discipline). Delegate anything else that makes sense.

• Du lịch
• The hospitality industry
• Human resources
• Benefits of delegation
• Delegate successfully
• Essentials of delegation
• Hospitality law
• Hospitality managers
• Hospitality business structures
• Significant hospitality contracts
• Legally managing property
• Prevention philosophy
• Legal responsibilities
• Legally selecting employees
• Hospitality industry
• Management in the hospitality industry
• Food service
• Service industry
• Hospitality careers
• Hospitality management