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DELEGATION AND EMP0WERMENT

DELEGATION AND EMP0WERMENT. PERILAKU SPESIFIK DLM KEPEMIMPINAN UTK MENGELOLA PEKERJAAN. DELEGATION. Involves the assignment of new responsibilities to subordinates and additional authority to carry them out

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DELEGATION AND EMP0WERMENT

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  1. DELEGATION AND EMP0WERMENT PERILAKU SPESIFIK DLM KEPEMIMPINAN UTK MENGELOLA PEKERJAAN

  2. DELEGATION • Involves the assignment of new responsibilities to subordinates and additional authority to carry them out • Commonly used to describe a variety of different forms and degrees of power sharing with individual sub-ord

  3. DELEGATION Aspek utama: • Macam dan seberapa penting tg jwb tsb • Keleluasaan utk melaksanakan tg jwb terkait dgn kebijaksanaan dan pilihan” dlm melaksanakan tugas • Wewenang utk bertindak dan dan mengimplementasikan keputusan tanpa persejutuan atasan • Frekuensi dan sifat dari syaratan ‘harus lapor’ scr alami • Arus informasi kinerja

  4. DELEGATION Keuntungan potensial: • Perbaikan kualitas keputusan • Meningkatkan komitmen bawahan untuk menerapkan keputusan secara efektif. • Membuat pekerjaan menjadi lebih menarik, menantang, dan berarti. • Sebentuk manajemen waktu bagi manajer yang berlebih tgjawbnya • Sebentuk metode efektif dari pengembangan manajemen

  5. DELEGATION Reasons for lack of delegation: • Confidential information • Keputs dan tugas yg sangat penting • Keputs dan tugas yg penting bagi peran delegator • Keputs dan tugas yg dgn tkt kesalahan yg nyata • Delegator dpt mengerjakan dgn lbh baik • Susah dijelaskan pada bawahan • Susah diawasi • Interesting and enjoyable

  6. Guidelines for DELEGATION What to delegate • Task that can be done better by subordinate • Task that are urgent but not high priority • Task that are relevant to subordinate’s career • Task that are appropriate difficulty • Both pleasant and unpleasant task • Task not central to manager’s role

  7. Guidelines for DELEGATION How to delegate: • Jelaskan tg jwb scr spesifik • Berikan wewenang yg layak dan batasan ‘kebijaksanaan’ yg spesifik • Tetapkan waktu lapor scr spesifik • Ensure that subordinate acceptance of responsibilities • Informasikan pihak lain yg perlu mengetahui pendelegasian tsb • Monitor progress in appropiate ways • Arrange subord to receive necessary info • Provide support and assistance • Make mistake a learning experience

  8. Empowerment • Psychological empowerment menjabarkan bagaimana motivasi intrinsik dan [self-efficacy] seseorang dipengaruhi oleh: • Leadership behavior • Job characteristic • Organization’s structure • Personal needs and values owned

  9. Empowerment • melibatkan persepsi anggota organisasi bahwa mereka memiliki kesempatan untuk: (1) menentukan peran kerjanya, (2) mencapai karya yang berarti, (3) mempengaruhi peristiwa penting. • Leader actions and dec. processes are an important determinant of empowerment, but by themselves they do not explain when and why people will actually feel empowered.

  10. Empowerment Keuntungan potensial: • stronger task commitment • greater initiative in carrying out role responsibilities • greater persistence in the face of obstacles and temporary set back • more motivation and learning, and stronger optimism about the eventual success of the work • higher job satisfaction • stronger ogrn commitment • less turn over

  11. Facilitating conditions for empowerment • Job design • Organization structure • Organization culture • Leader selection and assessment • Procedures for influencing decision • Shared leadership

  12. Guidelines for empowerment • Clarify obj & explain how the works supports them • Involve people in making decision that affect them • Delegate responsibility and authority for important activities • Mempertimbangkan perbedaan motivasi dan ketrampilan individu • Provide access to relevant informations • Provide resources needed to carry out new responsibilites • Change management systems to be consistent with empowerment.

  13. Guidelines for empowerment • Lepaskan batasan birokratis dan pengendalian yg tidak perlu • Perlihatkan kepercayaan dan mempercayai orang lain • Provide coaching and advice when requested • Encourage and support initiative and problem solving • Recognize important contributions and achievements • Pastikan bahwa imbalan sepadan dgn tg jwb baru • Pastikan akuntabilitas penggunaan kekuasaan scr etis

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