Delegation

Delegation

As a manager or supervisor in the business world of the 21st century, chances are you struggle with finding enough time to handle your wide range of responsibilities. The fact is, many people in management positions are expected to handle a very large "plate" of projects that can't possibly be accomplished by just one person. So what can you do? You have to figure out how to control your time and responsibilities instead of letting them control you. That's when the art of delegating steps in. Delegating doesn't mean you simply hand a project over to someone else. Rather, you are still responsible, but your skillful guidance can show your employees how to handle a project the right way without handholding. You as a manager really can motivate your employees to think for themselves and make wise choices. Delegation is an important factor in managing any type of business or organization. But what is delegation? According to Google dictionary Delegation is "The process by which an object passes on a message it has received to a sub-ordinate object." Delegation allows the behavior of an object to be defined in terms of the behavior of another object. To me, delegation means telling someone to do a task and expecting them to be able to complete that task on their own. The term 'delegation' refers to the delegation of responsibility. In this paper I will be illustrating how managers in my industry utilize delegation to more effectively plan, organize, lead, and/or control different situations and scenarios within the Jackson Hewitt organization. There are several skills that are required for effective delegation. Delegation can be explicit or implicit. With explicit delegation an object can openly delegate a message to any other object it has knowledge of. With implicit delegation an object can explicitly designate another object as its "parent". Messages that are not understood by the receiving object are automatically (completely) delegated to this parent. We can distinguish two different kinds of implicit delegation. If the delegation structure can be enthusiastically changed, we talk about unanticipated delegation, whereas anticipated delegation refers to the fact that objects cannot change parent during their life-time. Let us explore how these different delegations are utilized in the tax industry. The tax season is at its busiest from January 2nd through April 15th, the remainder of the year is spent planning for the bombardment of clients who will desire to have their taxes done in a professional and timely fashion. Essential to this success is being prepared for the number of clients your storefront will receive. Each tax preparer is delegated a particular station in which they will process their clients for that tax season. It is the office mangers responsibility to ensure that the preparer's station is functional at all times, ready to receive clients. Organizing could be considered to be most important in the tax industry due to the importance of the materials that you will be handling. The handling of such confidential information is vital to not only the client but also to the franchise from any legal action that may be taken if a client's information is somehow used in an illegal manner. Managers must delegate security measures in order to secure each client's personal information. Passwords, file cabinet, and office keys are a few instruments managers should be held solely responsible for. Delegating only those authorized to obtain access to pertinent information. Delegation isn't just a matter of telling someone else what to do. There is a wide range of varying freedom that you can give to the other person. The more experienced and reliable the other person is, then the more liberty you can give. The more critical the task then the more cautious you need to be about extending a lot of freedom, especially if your job or reputation depends on getting a good result. Take care to choose the most appropriate approach for each situation. For each example, in reality you would choose a less hurried fashion of language, depending on the person and the relationship. At the very least, a "Please" and "Thank-you" would be included in the requests. It is important also to ask the other person what level of authority they feel comfortable being given. Why guess when you can get the other person's view? You do not necessarily need to agree, but you should certainly take account of the other person's opinion. Some people are confident; others less so. It is up to you to agree with them what level is most appropriate, so that the job is