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Library Administration and Management

Notes legitimate freedom, the subordinate becomes uneasy and prefers to remain away from
the process of delegation.

Fear of being exposed: Some subordinates may have inferiority complex. They feel that
they have limited capacity to accept the challenges which are bound to come out to
delegation. They feel that their inability to deal with new problems will be exposed due
to delegation. This fear acts as an obstacle to delegation.

It improves employee morale: Delegation raises the morale of subordinates as they are
given duties and supporting authority. They feel that they are responsible employees. The
attitude and outlook of subordinates towards work assigned becomes more constructive.
It develops team spirit: Due to delegation, effective communication develops between the
superiors and subordinates. The subordinates are answerable to superiors and the superiors
are responsible for the performance of subordinates. This brings better relations and team
spirit among the superiors and subordinates
It maintains cordial relationships: The superiors trust subordinates and give them
necessary authority. The subordinates accept their accountability and this develops cordial
superior-subordinate relationships.

It facilitates management development: Delegation acts as a training ground for
management development. It gives opportunity to subordinates to learn, to grow and to
develop new qualities and skills. It builds up a reservoir of executives, which can be used
as and when required. Delegation creates managers and not mere messengers.

The advantages of delegation will not be available easily and automatically. They will be
available only when the process of delegation moves smoothly. Problems may develop, if the
delegation is not introduced with proper planning and in proper spirit. For example, the authority
given to subordinate is inadequate or the subordinate is not competent to discharge the
responsibilities assigned or the superior fails to monitor the whole process of delegation
effectively. In all such cases, the delegation will be ineffective and the expected advantages will
not be available to the organisation and also to concerned parties.

2.5.6 Principles of Effective Delegation of Authority

Effective delegation of authority has the following principles:

Knowledge of Objectives: Before delegating authority, the subordinates should be made
to understand their duties and responsibilities. In addition, knowledge of objectives and
policies of the enterprise should be provided to them. This will enable them to discharge
their roles purposefully in the process of delegation.

Parity of Authority and Responsibility: This principle of delegation suggests that when
authority is delegated, it should be commensurate with the responsibility of the
subordinate. In fact, the authority and responsibility should be made clear to the subordinate
so that he will know what he is expected to do within the powers assigned to them. There
should be proper balance/parity or co-existence between the authority and responsibility.
A subordinate will not function efficiently, if authority given to him is inadequate. On the
other hand, if the excess authority is given, he may misuse the same. For avoiding this, the
subordinates who are assigned duties should be given necessary/adequate authority
enables them to carry out their duties.

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