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Library Administration and Management

Notes 2.5.4 Advantages/Importance of Delegation of Authority

Delegation of authority has the following advantages/importance:
It relieves manager for more challenging jobs: Delegation makes it possible for the managers
to distribute their workload to others. Thus, managers are relieved of routine work and
they can concentrate on higher functions of management like planning, organising,
controlling, etc.
It leads to motivation of subordinates: Subordinates are encouraged to give their best at
work when they have authority with responsibility. They take more initiative and interest
in the work and are also careful and cautious in their work. Delegation leads to motivation
of employees and manpower development.
It facilitates efficiency and quick actions: Delegation saves time enabling tile subordinates
to deal with the problems promptly. They can take the decisions quickly within their
authority. It is not necessary to go to the superiors for routine matters. This raises the
overall efficiency in an Organisation and offers better results in terms of production,
turnover and profit.

2.5.5 Obstacles/Barriers to Effective Delegation of Authority

Obstacles / Barriers on the Part of Manager / Superior / Delegator

These are discussed as follows:

Unwillingness of the manager to delegate authority: Some superiors/managers tend to
think that they can do the job better when they themselves handle the job. The attitude that
‘I can do it better myself’ on the part of superior acts as an obstacle to delegation. Some
managers (superiors) who are autocratic and power worshippers feel that delegation will
lead to reduction of their influence in the Organisation. A manager may feel that if he has
a competent subordinate and if he delegates authority to the subordinate, quite likely he
will outshine him (manager) and may be promoted.
Fear of competition: A manager may feel that if he has a competent subordinate and if he
delegates authority to the subordinate, quite likely he will outshine him. Fear of
subordinate’s excellence may come in the way of delegation.
Lack of confidence in subordinates: A manager may hesitate to delegate authority, if he
feels that his subordinate is not competent to deal with the problem and take decisions.
Even fear of losing control over the subordinates acts as an obstacle to delegation. In
addition, fear of being exposed due to personal shortcomings may act as an obstacle in the
process of delegation.

Lack of ability to direct: Sometimes, a manager may experience difficulty in directing the
efforts of his subordinates because of his inability to identify and communicate the essential
features of his long-range plans and programmes.
Absence of controls that warn of coming troubles: An Organisation might not have
developed the controlling techniques to know in advance the serious problems lying
ahead. It may happen due to concentration of power in the hands of few people. As a
result, manager may resist delegation.

Conservative and cautious temperament of the manager: If a manager has a conservative
and over-cautious approach, there will be psychological barrier in the way of delegation.

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