Some businesses start out flourishing while some have continued to rigmarole within space and time. Why the difference? Maybe the former is disciplined and the latter has the “I am the boss around here, and whatever I say stands” syndrome - the attitude of promising businessmen and women that has run them down. Such entrepreneurs run their organizations informally even when they have a formal structure in place. A leadership style that is detrimental to the growth of the organization. As a result, their organizations may continue to exist in vicious circles and eventually hit the rocks.
Delegation is a powerful tool in leadership which can make or mar an organization. Its importance cannot be over-emphasized yet, some organizations relegate it to the background.
Running an organization well is not just about setting rules and documenting processes; it is about leadership and integrity. Hence the need for top management to tread with caution when assigning roles and responsibilities.
Empirical facts and historical information have helped companies grow and multiply. Where there are no standards in the first place, things will most likely fall apart no matter the level of ingenuity. Intuition and instincts can fail; where there is no carefully planned structure. When you assign responsibility based on individual perceptions without evidence of relevant competency; the chances are that such an organization will gradually drown. It is crucial to ensure that only those who can work get the opportunity.
The notion that affiliation could enhance motivation and productivity- in that, people are more likely to deliver on their obligations when they have ties with the management; is not entirely true. When an inexperienced employee is elevated based on relationship, the organization will bear the brunt. It could lead to inbreeding, creating cabals within the firm. Then, it degenerates gradually to what the clique wants instead of the organization’s shareholders. Support from interested stakeholders begins to decline, and all that comes with it.
Abuse of power for personal gains has cost organizations tremendously. Some influential stakeholders give authority to subordinates and loyalists without any criteria, devoid of existing protocols. Such persons who do this just for the fun of it or for sheer expression of power end up plunging their firm into losses. This show of recklessness, not minding the consequences of neglecting a well-defined quality management system in place could expose the firm to regulatory penalties that could lead to company indebtedness.
When you prejudice against a staff; that staff could become disconnected from work, which could also affect the entire workforce. Employees will no longer concentrate on the growth of the organization through individual commitment but will emphasis on strengthening their relationship with the kingmaker. Proven rules will no longer guide activities but prejudice thereby creating room for mistakes that could run the organization down.
Organizational politics, lies, backstabbing, in an organization, could spell doom for that organization in the long run. The employees of such firms rely on their ability to manipulate and cut corners instead of working hard to achieve success. That is why the chances that they fail is high since people don’t trust each other. Besides, over time such an organization cannot escape the long arm of the law for possible irregularities in their practices.
A Job Analyst, Recruitment Officer or HR Expert will be of help in aiding an organization decide their portfolios. The Responsible Accountable Consult Inform (RACI) matrix, the Responsibility Assignment Matrix (RAM), and the Roles and Responsibility matrix are some of the tools that for handling roles and responsibilities within a firm after a thorough job analysis.
Finally, an organization will succeed when it invests in creating and preserving structures that stand on values and virtues devoid of corruption and prejudice. Delegation is ultimately a deciding factor in the sustenance of an organization and as such, should be objective and hinged on validated criteria. Thus, it is wise to engage only those who have the experience and know-how to develop the required template for a steady improvement within the firm. Who are they? Industry experts, professional bodies, and experienced practitioners.
This content is accurate and true to the best of the author’s knowledge and is not meant to substitute for formal and individualized advice from a qualified professional.