One of the most important tasks of managers is duty delegation since the workplace is diverse with each employee having a particular skill set. Task delegation is, therefore, crucial and its importance to an organization cannot be gainsaid. As a manager in a loans and savings cooperative, some duties would be entrusted to specific individuals. For instance, if the manager wants to assess the number of new clients who joined the cooperative in the previous month, he or she will not undertake the task themselves. Instead, the manager would give this function to an employee who is mandated to handle such work since it involves the analysis of specific data and information that the manager does not interact with regularly. In most cases, junior staff members are in charge of registering and processing new clients. It is, therefore, imperative for the manager to allow competent individuals in this area to handle this work, which will ultimately lead to the acquisition of ‘raw’ or first-hand information.
Regarding this case, the first step in the delegation process would involve preparing the task by enquiring the number of clients who joined the cooperative and any other relevant information like their age and profession (Lussier & Achua, 2016). Secondly, I would identify the responsible staff members and then assign them the task commensurate with their skills. Afterward, there would be an ascertainment to ensure every role and its attributes such as timespan, requirements, and specific details, have been understood. The next step of the delegation process would be to confirm the commitment of the staff to the task. This would be done by assessing the progress of the work at specified times before the deadline. Afterward, there would be a follow-up to ensure there is no reverse delegation of duties. This means that every task allocated to a staff member would have to be undertaken without reconsideration. Lastly, an element of accountability would be imposed so that every function is conducted with proficiency and effectiveness.
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Loans and savings cooperatives have to ensure there is an amicable balance between the cash that flows in and that which is lent out. Still, as the manager of a loans and savings cooperative, a problem is encountered where most people are requesting loans as compared to saving. Also, there is the challenge of failure to repay loans in good time. Being a loans and savings cooperative, this is a serious problem since it threatens the very core of the existence of the cooperative. If left to prevail, the problem can easily lead to the collapse of the cooperative. As such, to identify the sources of the problem and project a viable solution, a problem-solving team would be formed (Lussier & Achua, 2016).
The team would be relevant to the task since it would be exclusively formed on the basis of an identified issue that needs an immediate solution. Notably, the formation of a team is geared towards attaining a specific goal. In this case, the team would aim to identify the underlying sources of the problem and come up with a viable and lasting solution. To increase the odds that the team would be successful, several measures would be put in place such as the selection of members from different areas of specialty. The team will also be provided with the necessary resources, tools, and equipment. To ensure the members are motivated, there would be some rewards and accolades, especially if the outcome would be positive. All these considerations would boost the team’s probability of success.
Reference
Lussier, L. N. & Achua, C. F. (2016). Leadership theory, application & skill development, 6 th edition . Boston: Cengage Learning. ISBN-13: 978-1-285-86635-2.
