Delegating or Dumping
What is the difference between delegating and dumping? What characteristics define a successful delegation process?
First of all regarding dumping -- there are two distinct kinds. The worst kind is "delegating or dumping" something that an individual doesn't like to do or doesn't want to do and therefore "dumps" it upon someone else -- thereby not using a shared sacrifice of getting both the good and the bad. The second is a legitimate dumping. That is an action or activity that should have never been given to the level of that individual since it can successfully be completed at a much lower level of expertise or responsibility. It is "dumped" or delegated to a more appropriate level of activity on a permanent basis.
A successful delegation can be either measured objectively or subjectively. Objectively is usually the easier to determine -- did it get done in the scheduled time frame, within budget,etc. Subjectively did it achieve the goals of the individual who delegated it to another. Obviously, the objective goals are part of the subjective evaluation. Subjective would include such items as did the individual adequately use his/her resources; planning skills; interpersonal skills; organizational abilities; team building, etc. Those subjective evaluations may give an indication as to whether that individual is ready to undertake even more responsibility or needs more coaching and training.
If the objective is met, but the subjective is lacking, then one needs to define on what level of success was accomplished. Conversely, one may score highly on a subjective basis, but the objective wasn't as successful as desired, possibly beyond the control of the delegatee, then that too needs to be considered as to future activities, projects,assignments and promotions.
Dear Maurice,
I think you've over analyzed the question. The distinction between "dumping" and "delegating" is simply the level of control or authority an individual has over an assigned task. Yes, "dumping" is usually the conveyance of an unpleasant or uninteresting task to a subordinate who doesn't have the authority to control the process, which usually results on a negative outcome. Typically, dumping does not result in enhanced skill development, its just "grunt work" and is perceived as such by the employee who is "dumped on". Delegation on the other hand, can be a powerful process for a leader, if done properly. Here the leader gives the individual the authority make independent decisions and control the outcome, a critical step to effective delegation. Delegating without authority becomes dumping. The objective and subjective analysis you present is beyond the intent of the question; however, if it works for you then I'd suggest reflecting on it in a "real world" application and how your subordinates responded.
Dr. Robert Roehrich
Dumping to me is more of a negative job. A job that is not really important and that simply anyone can do...cleaning the kitchen! Delegating tends to be a positive assignment. It gives the recipient a feeling of being needed.
Shelly,
I completely agree with you. The key to effective delegating is to convey the importance of the assignment to the individual and to acknowledge the work when completed, assuming it was according to expectations. Setting clear expectations and communicating the method used to evaluate the work also enhances the opportunity for the individual to complete the delegated task(s) according to a managers requirements. Dumping , as you have stated is the "chore" work that almost anyone can do and normally doesn't result in any platitudes or accolades for getting it done.
Dr. Robert Roehrich
