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Effective Coordination Through Delegation
Effective Coordination Through Delegation
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Introduction
The management process in an organization is a multifaceted responsibility that is bestowed on a particular individual(s) mainly for ease of coordination, decision making and being the main vision carrier to the organization. It is then most likely that the person would have a lot of responsibilities and duties to attend to and without proper planning and working practices; the person may be in a crisis on management of personal life as well as the management of the organization as assigned. This paper is therefore a proposal on best management practices that a coordinator should embrace in order to overcome such a crisis ensuing in planning own business as well as personal life. It will therefore have the proposed action plan for a period of approximately one year (precisely running from September 2013 to December 2014) which is meant to work towards overcoming the challenge.
Objectives
Analyze such challenges that are often faced by persons in management or coordination positions within organizations,
Evaluate feasible coordination attributes that one needs develop and apply
Develop a proposal of an action plan to run for one year in order to develop effectiveness and efficiency in coordinating activities with the reporters as well as balancing the personal life
Discussion
Many leaders have suffered the difficulties of balancing between job obligations and personal life balance (Chapman, 2008-20102, para 5-7). It is often the case where one becomes over indulged with office work and fails to attend to personal life, which results to failure to deliver effectively. For one to be effective both at work place as well as in personal life there is the need to strike a balance between the two. There are various instruments that can be applied in creating a healthy working lifestyle, which will not compromise on personal life and development. A basic instrument is the uses of a schedule or work plan which would enable one to balance the two and as a result become effective and more efficient (Uscher, 2013, para 1-2). When one is not in a position to balance between work and own life, research shows that stress levels are likely to rise, which will have adverse effects especially in work obligations. The cost implication with such an imbalance is unbearably high on personal growth, family life as well as social life thus the need to have a balance (Staff, 2012, para 1). Modern day management philosophy requires that leadership responsibilities succeed when one works smartly as against ‘working hard’. This principle implies that one needs to prioritize o responsibilities and pursue to realize the highest gains in time management. Focusing on the most useful ways to utilize time as well as the element of delegation comes in critically. Effectiveness in leadership requires one to learn the habit of sharing responsibilities out and having communication as a tool to succeed in management practices (Balkhi, 2013, para 1-6; ‘Holden Leadership Center’, 2009, para 1-4 ). Management practices revolve around the understanding that an organization comprises of various personnel, all hired for particular purposes and as such to realize an organization’s objectives, maximum utilization of the staff is necessary. Delegation therefore implies the effective sharing of duties to other staff in order to ease workload on the coordinator or such other leader (Chang, 2013, para 2; ‘Yale university’ nd, para 1-5). However, it is worth noting that the process of coordination through delegation is not a single day’s learning and it involves continuous learning. The use of such a tool as an action plan enables a coordinator to lead through continuous improvement as a necessary feature in management (Jha, nd, p. 115-118).
Delegation on the other hand requires timely orientation and effective coaching on the assigned duties especially to newly recruited employees. This implies that the coordinator should have had enough exposure to the duty or should oversee efficient orientation of staff in order to delegate effectively such responsibilities. This equally has an implication that the coordinator must have learnt the art of delegation through practice (Heathfield, 2013, para 1-7). In effective coordination, a leader is expected to have specific attributes among which are skills in communication, organization, negotiation, facilitation and delegation among others. They must also portray great attributes of fairness, integrity, confidence and be respectful (Scott, 2013, para 1-8)
Action plan
As a coordinator, delegation process should entail a plan which can be timed and be evaluated over a time. This proposal supports the delegation plan to run from September 2013 to December 2014 with evaluations after every three months and a glad evaluation in December 2014. The template below is a sample of a delegation plan that can be adopted for the coordination process.
Action plan Time period Evaluation and comments
Monitoring and observation of individual reporters with an aim of establishing particular skills and attributes dominant in each personnel September 2013-december 2013 Appoint departmental leaders to whom direct reporting is done based on skills and competences identified and have them trained January 2014-April 2014 Delegate to each departmental leader various duties to tackle and report directly to the overall coordinator May 2014-August 2014 Evaluation of overall performance of the organization and offer appropriate appraisal to the departments and the leaders respectively September 2014-December 2014 Conclusion
Effective coordination of organizations activities and programs requires that coordinators be endowed with the appropriate skills and competences in order to balance between personal life as well as the works assignments. There are many tool that a leader can adopt for effectiveness with delegation being pointed as most effective among others. This is because, involvement of other staff in a particular responsibility not only brings talent and specialization on board but also helps a coordinator in planning personal life which is a prerequisite to effective delivery at work place.
Bibliography
Balkhi S., 2013. Worn Out? The Dilemma of Finding Balance at Work and in Life. Available at:< http://www.huffingtonpost.com/syed-balkhi/worn-out-the-dilemma-of-f_b_3750085.html> (Accessed on 22 November 2013)
Chapman A., 2008-20102. ideas for happiness and life change – tips and tools for work-life balance. Available at:< http://www.businessballs.com/life_balance.htm> (Accessed on 22 November 2013)
Chang J., 2013. Ways for Small-Business Owners to Maintain Work-Life Balance. Available at:< http://online.wsj.com/news/articles/SB10001424052702304373104579107480787494734> (Accessed on 29 November 2013)
Heathfield S. M., 2013. Delegation as a Leadership Style: Tips for Effective Delegation. Available at:< http://humanresources.about.com/cs/manageperformance/a/delegation.htm> (Accessed on 29 November 2013)
‘Holden Leadership Center’, 2009. Delegating Responsibility. Available at:< http://leadership.uoregon.edu/resources/exercises_tips/skills/delegating_responsibility> (Accessed on 29 November 2013)
Jha K. N., nd. Attributes of a project coordinator. Available at:< http://www.arcom.ac.uk/-docs/proceedings/ar2005-0115-0124_Jha.pdf> (Accessed on 29 November 2013)
Scott S., 2013. The 10 Effective Qualities of a Team Leader. Available at:< http://smallbusiness.chron.com/10-effective-qualities-team-leader-23281.html> (Accessed on 29 November 2013)
Staff M. C., 2012. Work-life balance: Tips to reclaim control. Available at:< http://smallbusiness.chron.com/10-effective-qualities-team-leader-23281.html> (Accessed on 29 November 2013)
Uscher J., 2013. 5 Tips for Better Work-Life Balance. Available at:< http://www.webmd.com/health-insurance/protect-health-13/balance-life> (Accessed on 29 November 2013)
‘Yale university’ nd. “Understanding Recruiting and Effective Delegation of People” Available at:< http://www.aya.yale.edu/content/understanding-recruiting-and-effective-delegation-people> (Accessed on 29 November 2013)
Effective Communication in Conflict Resolution
Effective Communication in Conflict Resolution
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Effective Communication in Conflict Resolution
For several days I was so upset, hardly could I take lunch. I complained to my coworker, John, about the about Lucy, who regularly uploaded daily sales figures late. I was fed up with the way she dealt with her job. I could no longer keep this to myself since I forced to delay compilation of financial reports. John later advised me to talk to Lucy first before forwarding the matter to the management. Neither had I complained to the management nor Lucy. I found sense in John’s advice, and I decided to manage the conflict on myself by acknowledging it and taking the correct action. I saw it was better rather facing Lucy directly, using assertive communication, than to revolve around unproductively. I decide to speak and listen to her. Little did I know that the conversation would bear fruits, and even opportunity to make a new friend (Holmes, n.d).
It is difficult to escape from conflict; hence, effective communication skills are better mechanism to resolve conflicts than hostility, heated confrontation or blaming approach. Communication I had with Lucy provided an opportunity to share assumptions, convey opinions, and inquire into personal approach of thinking we had. The communication further enhanced understanding between us, and eliminated the peril of jumping in to the conclusion (MCC, 2004).
For me to achieve this positive resolution, I had to incorporate several mechanisms as follows. Throughout the conversation, I actively listen through ignoring my own feelings momentarily, being open and trying to comprehend what Lucy was saying. I also kept a soft tone together with avoiding hostile body language like arm crossing in front of my body. I talked to her with “I messages” instead of “You messages” to convey how I was thinking about the condition what expect from her. I first made an appointment with her, where chose a day that we would have an ample time for a private talk (MCC, 2004).
In summary, conflict is unavoidable, especially in workplaces and it is well solved by good communication skills, such as soft tone, and proper timing and body language. Therefore, firms should their staff on how to resolve conflict, and this can help the staff to perform best.
Reference
Holmes, S. (n.d). Types of Conflict in The Workplace. Retrieved from http://www.thecorporatetoolbox.com/system/media_files/files/34/original_Types_of_Conflict_In_The_Workplace_by_Shelley_Holmes.pdf.
Mayland Community College, MCC. (2004). Resolving Conflicts through Communication. Retrieved from http://www.mayland.edu/aca111/ConflictModule.pdf
Effective Communication and Relationships
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Effective Communication and Relationships
Effective communication is a key pillar in any relationship, more so in romantic relationships. Effective communication refers to the ability of the individual conveying the message, to do so in a complete, concise, clear, concrete, considerate, courteous and correct manner. An ability to do so is particularly important when it comes to romantic relationships as it plays a key role in helping parties involved in the relationship to achieve their goals and objectives within the relationship. Effective communication, affects not just relationships, but also an individual’s eligibility to enter into a meaningful relationship. Effective communication therefore, positively influences the marriage market and the wheel of love.
When it comes to the marriage market, the first step towards making one’s eligibility known, is communication. In terms of effective communication, the individual must make their availability known, with the ability to make it clear in a courteous and complete manner, being very important. Communication plays a very important in how individuals present themselves, as well as how they are perceived. Communication affects the individual’s ability to sell themselves as a viable partner to other people, a factor that significantly affects the marriage market. Individuals who are interested in establishing lifelong unions are usually looking for particular attributes within those they consider eligible partners. In this regard, being able to communicate with clarity is quite important, as it will ensure that potential suitors, are made aware of the attributes, likes, hobbies, talents and other characteristics of these eligible individuals. It is therefore, plausible to argue that effective communication usually significantly affects one’s eligibility, or perceived eligibility, by affecting their ability to present themselves as serious suitors, or potential partners. The marriage market therefore, only favors those who are able to communicate effectively, hence sell their strengths while at the same time downplaying their weaknesses.
The wheel theory of love, argues that love develops in four stages: rapport, self revelation, mutual dependency and need fulfillment. At each stage of the theory, effective communication plays a very important role, more so within the first two stages. When establishing rapport, being able to communicate effectively is very important, as it helps to lift any reservations one may have over the other individual. In terms of rapport, effective communication also allows an individual to be able to identify well with their potential partner, by being able to clearly establish which if any interests they share, with the ability to be courteous playing a very important role in the process. When it comes to self revelation, being able to provide personal information, clearly, concisely, and in a considerate manner is key to the process, as the process essentially entails not just trusting one’s partner with sensitive information, but being considerate enough to know when exactly to release this information. In cases where a partner has shared information, the manner with which one reacts is very important, as it dictates whether the flow of information will continue to be two way process. These two stages set up the possibility of realizing the stage of mutual dependency, as the first two stages help build trust. Once trust has been established, being able to share ones needs is key to mutual dependence and the fulfillment of the needs raised. Key to this equation is effective communication, which allows both partners to share their needs, regardless of how hard that may be.