Here is a compilation of essays on ‘Delegation of Authority’ for class 11 and 12. Find paragraphs, long and short essays on ‘Delegation of Authority’ for school and college students.

Essay on the Delegation of Authority

Essay Contents:

  1. Essay on the Meaning of Delegation of Authority
  2. Essay on the Main Elements of Delegation of Authority
  3. Essay on the Principles of Delegation of Authority
  4. Essay on the Importance of Delegation of Authority
  5. Essay on the Difficulties or Obstacles in the Process of Delegation of Authority

Essay # 1. Meaning of Delegation of Authority:

It is the assignment of duties, authority and responsibility to others. If they accept the assignment, then they become a delegate of manager and are responsible for the assigned work. If it is not accepted, delegation is only attempted. It is the key to organisation.


Some important definitions of authority are as follows:

1. According to E.F.L. Brech, “Delegation means, in brief the passing on to other of a share in the four elements of the management process.”

2. According to Louis A. Allen, “Delegation is the dynamics of management, it is the process of a manager follows in dividing the work assigned to him so that he performs that part which only, he, because of his unique organisational placement, can perform effectively and so that he can get others to help him with what remains.”

3. According to Theo Haimann, “Delegation of authority merely means the granting of authority to subordinates to operate within prescribed limits.”

Essay # 2. Main Elements of Delegation of Authority:


The main elements of delegation of authority are discussed in the following ways:

1. Assignment of Duties:

As a manager cannot do all the work he must allocate a part of his work to subordinates for the purpose of accomplishment by them. To delegate duties, the manager has to decide what part of his work he will keep for himself and what parts will be transferred to his subordinates.

2. Granting of Authority:


In the process of delegating authority, the executive gives permission to the subordinates to use certain rights, such as the right to spend money, to use raw materials, etc. Effective delegation requires that the limits of authority should be made clear to each subordinate.

3. Creation of Accountability or Obligation or Responsibility:

It creates an obligation on the part of the subordinates to perform duties satisfactorily. The subordinate, by accepting the assignment, takes on an obligation to his superior to complete the work and perform it well.

Essay # 3. Main Principles of Delegation of Authority:

The main principles of delegation are given below:


1. Principle of Delegation or Results Expected:

Duties of subordinates become clear to them only when they understand what activities they must undertake and what results they must show. By spelling out duties in terms of goals or expected results, advance notice is given to the subordinates as to the criteria on which their performance will be judged. Consequently subordinates make efforts for the realisation of goals and avoid aimless activity.

2. The Principle of Absolute Responsibility:

Once a subordinate has accepted the job assigned to him the power of carry out, his responsibility to the superior is absolute.


3. The Principle of Parity of Authority and Responsibility:

There should be equality between authority and responsibility, otherwise many undesirable effects may arise in the organisation. If, for example, authority exceeds responsibility the subordinate may be tempted to misuse it. On the other hand, if a subordinate accepts responsibility without authority to use resources, he will not be able to perform the task assigned to him.

4. The Principle of Unity of Command:

Command orders or guidance should always flow from a single superior, otherwise there are chances of shirking duties, of abusing authority and evading accountability. Hence subordinates should always be placed under the control, guidance and supervision of one superior who will set up work priorities and will arrange for co-operation.


5. The Scalar Principle:

A clear understanding of the scalar principle is necessary for proper organisation functioning. Every subordinate must know who delegate’s authority to you and to whom matters beyond his own authority must be referred.

Essay # 4. Importance of Delegation of Authority:

The main points of importance of delegation of authority are discussed below:

1. Facility for Business Expansion:


As delegation provides the means of multiplying the limited personal capacity of the superior, it is instrumental for encouraging expansion and diversification of the business. So delegation provides facility for the expansion of the business.

2. Reduction of Manager’s Burden:

Delegation enables the managers to distribute their workload. Thus they become free to concentrate more effectively of their management functions.

3. Vehicle for Co-Ordination:

As the primary purpose of delegation is to establish structural relationships throughout the organisation, it results in securing co­ordination and achieving company unity.

4. Development of Subordinates:


Delegation permits the subordinates to enlarge their jobs, to develop their capacity and to broaden their understanding. By forcing subordinates to assume greater responsibility and make important decisions, the superior insists on the development of subordinates, executive talents.

5. Fundamental of Organisation:

Delegation of authority is the key to organisation and no organisation structure can exist without delegation of authority.

Essay # 5. Difficulties or Obstacles in the Process of Delegation of Authority:

Many difficulties arise in the way of delegation of authority.

The following can be held liable for the failure of delegation:

1. Superior


2. Subordinate.

1. Superior:

The delegation of authority fails because of superiors.

Some of the reasons are given below:

(i) The superior or executive feels that he can do a job better himself. He sticks to the old cliche, “If you want a job done well, do it yourself.”

(ii) It is fact that risk is involved in delegating a job to a subordinate. The superior may have temperamental aversion to taking a chance. Such a superior will not delegate anything to anyone.


(iii) If a superior is not competent, the procedure and methods designed by him are likely to be faulty. For fear of exposure, he keeps all the authority to himself.

(iv) The superior who lacks ability to direct, cannot direct however much he may wish to do so.

(v) Superior or executive feels that his subordinates are not dependable. So a superior, who has no confidence in his subordinates does not delegate.

2. Subordinates:

The subordinates are responsible for the failure of delegation because of following reasons:

(i) The subordinates do not want to take pains and moreover they do not want to put themselves into trouble.


(ii) Subordinates may hesitate to accept the assignment if they believe that they lack the necessary information to perform a good job.

(iii) Some superiors are in the habit of criticising actions taken by a subordinate, This discourages initiative, causes resentment and destroys subordinate’s self-confidence.

(iv) Subordinates are not given adequate incentives by way of promotion, etc. for the good job performed by them.