Developing Your Empowering People
Stephanie Sturtevant, Ian Hosein, Nena Fairbanks, Brandon Gedler, ReemaMansukhani, Brent Kumorowski
Developing Your Empowering People
“In today’s world little is done in isolation. Almost every task is a team effort, even in the most technical jobs” (Robbins and Coulter, 2012, p.13, p9)”. As a team member the lines of communication must be open at all times. In most corporate environments, managers are often finding that delegation is the key to tackling his or her own increasing responsibilities and in meeting their objectives. Effective delegation requires the delegator to identify the right person for the job, clarify to the associate what he or she wants them to do, specify the employee’s range of discretion, allow the employee to participate, inform others that delegation has occurred, and establish feedback channels (Robbins and Coulter, 2012, p. 281-282). As we will read in our provided example, certain precautions and details were skipped making the delegation process less than satisfactory.
In the provided example, Anne has delegated the project of putting together a new departmental-procedures manual to Ricky. Ricky is overwhelmed as he is already working on an assigned project. Ricky asks Anne if he may delegate the work to Bill Harmon, who has been with the company for three years. Anne approves, as long as Bill knows the parameters of the project (Robbins and Coulter, 2012, p. 281-282). Before delegating any project it is essential that the individual or manager assigning the tasks considers the skill and motivation level of the individual taking on the task, and the dependability of the individual (Schweitzer, 2012). The consideration of these things can help avoid having to reassign projects and take additional time to explain the requirements of the project.
In clarifying the assignment, it is important that a delegator understand what they are asking someone else to do and to whom it will be given. Anne knew that Ricky was more than capable of completing the task. However, Anne did not consider what Ricky might already be working on. As a result, Ricky felt overwhelmed and repeated the mistake when he tried asking Anne if he could push it off on Bill. If Anne were to consider the other projects that Ricky may be working on or had asked him prior to making the assignment she could have gone directly to Bill or someone else in the organization that could handle taking on the project at the current time. Ricky believed Bill was capable, just as Anne felt Ricky was capable. Ricky failed to consider what Bill might also be working on. In this instance both Ricky and Anne failed to include Bill in on the reassignment of the task and in addition, ask Bill if there was anything he may be working on. If both Bill and Ricky were not motivated to take on the project it may be beneficial to assign both individuals to work on the project together to cut down on time. Considering some alternatives, it may have been possible that Ricky and Bill could have teamed up and completed the manual together by dividing up the workload, rather than one person trying to take on another project all together. The problem simply stemmed from Anne needing help with completing the manual project and so she delegated it out. Ricky should have taken the project and found a way to complete it using the resources and personnel available to him. Anne now is left to wonder if she can depend on Ricky or if she must look for someone else willing to take on more.
In delegating the task to Ricky, Anne should have been more descriptive in what the proper discretion should be. The only mention regarding discretion was when Ricky asked if Bill might be able to complete the project and Anne stated that she had concerns that Bill might not know what the expectations are. There are several thoughts as to what the appropriate lines of communication should have been in this situation. The question of wither Bill should have been in the room to discuss what work might be given to him? His three years of experience with the company seems substantial as stated in the article for him to understand the work entailed, yet it doesn’t specify if he might already be working on another project or what his expertise might be in.
Assuming that Bill is capable of completing the project, the next step for Ricky would be to meet with him and explain what needs to be done and any further expectations or details for the project. Employees should always be educated on why they are required to do certain projects or assignments. Ricky will need to ask Bill if he has any questions or concerns, this will give Bill an opportunity to share with Ricky if he has any prior tasks that might interfere with being able to take on the project. If Bill is able to proceed with the project, Ricky must make sure he communicates the expected results, timeline, and any specific parameters of the project.
One major component that will need to be addressed is Bill’s authority. So far it has not been clearly stated if Bill should complete this project without help from other employees who may be subject matter experts in the various steps of the negotiating process. Even if Bill is to complete the task on his own, Ricky should still inform employees that Bill might need to contact them with questions or inquiries. Ricky should let everyone in the group know that Bill will be handling this new project and the level of authority given to him to complete it. This will alleviate any boundaries with other employees that may stand in the way for Bill when trying to gather the appropriate information needed.
The timeline given to Bill to complete this project should contain some time blocked off to complete any revisions prior to the deadline. There must also be time to provide Bill with feedback on his performance for this particular project before the end completion date. If Bill is going to work on the project, then Ricky will need to establish the proper feedback channels.
Overall, effective delegation in the workplace is always a task that cannot be taken lightly. In order for any employee to properly complete a project, he or she will need to be given all of the details, expectations, and any authority needed to do so. In addition, the delegator assigning the work must always take the necessary steps of ensuring that individual has the time, experience, and skills necessary to complete the project. Furthermore, follow through is also a vital component within any project timeline. In addition to delegating, one must constantly check in to make sure the project is staying within timeline, budget, and to make sure the individual doing the work isn’t needing any help along the way. In our specific example, Anne should have double checked to make sure Ricky was able to complete the assignment and that his current workload would not interfere or prevent him doing so. This would have eliminated any possible issues or feelings of let down for either party and helped ensure the project be done adequately.
Robbins, S., & Coulter, M. (2012).Management (11th ed.). Upper Saddle River, NJ: Prentice Hall.
Schweitzer, K. (2012). Delegating Responsibility. Retrieved from http://businessmajors.about.com/od/employmentaftergraduation/a/delegate.htm
Functional Areas of Business
MGT 521 / Management
Functional Areas of Business
Once arriving at University of Phoenix School of Business MBA program with possible concentrations later, a person has reached this point for three reasons. Either to further their current career, start a new career, or achieve a personal goal. In this current program of management I am learning about where I am currently and how to advance within the companies I represent. Internships seem to be the key in what my undergrad has sent me. I have had internships with the city council government and then with a major company Lost Weekend NYC. I am also working on furthering my career with CVS Pharmacy with the possibilities of entering the Pharmacy level again or upper management.
The two functional areas of business that interest me with my current positions are Marketing and Human Resources Management. This is based on advice from my previous employers in management, my emphasis in my undergraduate, and my strengths in the career interest profiler and career plan building competencies.
The current Marketing Firms, in my mind, has changed here at home in the states and with the international exchange. With our current economy being in recession, most of the world and the country has seen us borrowing money and outsourcing jobs. “We also argue that through the enabling factor of marketing capabilities young firms can capitalize on their speed of internationalization to obtain performance advantages. Furthermore, the performance impact of marketing capabilities, should be more salient as new venture internationalization evolves from emerging economies to developed countries (Barnes, Wu, Zhou, 2012. para. 1 pg. 27). From my personal experience with Marketing Firms I have seen them grow into different directions with the international exchange of ideas and with the parent companies they represent. India and China are constantly progressing with the advancements in technology. When I was working for Worthington Marketing Firm, they worked directly under the parent company ATT. At this point we were armed with spreadsheets and forms and would go to different businesses in the area to make them more up to date and suited to the technology ATT provided. This involved getting names into databases with information, charging individuals a small fee that was compensated by commission to update their home phones to ATT, and finally working in ATT outlets and dealing directly with the customer. I have taken the experience I have learned from this firm into my new Internship with Lost Weekend NYC. The basis is selling a product to the consumer based on other competitors in the field and market research on products that deal with surfing, skateboarding, eyewear, clothes, and grooming products.
I found chapter 9 of our management book incredibly insightful, especially in relation to the Marketing Firm I am a part of. “Strategic Management is what managers do to develop the organization’s strategies. It’s an important task involving all the basic managing functions- planning, organizing, leading, and controlling” (Robbins and Coulter, 2012. para. 3 pg.1). The strategies involved with Lost Weekend Marketing firm are comparing and contrasting brands. The quality of the material is as important as the mark down on price to the consumer. I believe Lost Weekend does the best job at selling products to the customer at the cost advertised compared with other companies in the same market (Saturdays Surf NYC, Surf Collective NYC, RVCA, Rhythm, etc.).
Human Resources interested me after I had my first job at North shore Long Island Jewish Health System when I first moved to New York. It is a department that they can find in most companies, and this department is what was best suited to me after looking at a SWOT analysis, competencies, and my future goals that we as a class are discovering in the Career Plan exercises. What also interested me about a career in Human Resources is how technology has advanced and how they implement that with Management and functionality. “The use of technology in HR has expanded spectacularly and is continuing to change HR management activities with executives, managers, and employees (Obeidat, 2012.para. 3 pg. 195). The growing technology, an atmosphere with a strong team centered attitude, and faith in ethical practices is the right fit for my future.
In Conclusion, my role as a manager in marketing and human resources would be to constantly to be adapting to the changing world, provide careful planning short-term and long-term. I will be constantly aware of the comparative advantage that keeps our company ahead of the rest with everything that can start from a person’s outward appearance to strong communication skills. Finally my role would be to help other employees grow as individuals in the firm I am a part of. Teaching them the latest technologies, informational systems, and updating them on codes of ethics and practices.
Barnes, B. R., Wu, A., & Zhou, L. (2012, December ). The Effects of early Internationalization on Performance Outcomes in Young International Ventures: The Mediating Role of Marketing Capabilities.. Journal of International Marketing, 20(4), 25-45.
Obeidat, B. Y. (2012, October). The Relationship between Human Resources Information Systems (HRIS) Functions and Human Resource Managment (HRM) Functionalities.. Journal of Managment Research, 4(4), 192-211. doi:10.5296/jmr.v4i4.2262