THE IMPACT OF DELEGATION OF AUTHORITY ON STAFF PERFORMANCE

1.1 Introduction

Delegation of authority is one of modern trends practiced by managers. It is function stands out contributing and increasing the level of motivation of employees and achieving positive returns for (an organization with a manager) and (an employee with a customer) both. On the level of an organization, it achieves competitive advantage, knowledge inventory, increases the level of productivity and speed in finalizing tasks effectively. On the level of manager, it alleviates functional burdens, gains employees’ satisfaction and builds cooperation and trust between manger and employees giving a chance for manger to have full-time for realization of more important work. So, it reduces physical and intellectual efforts exerted by manager and other employees. On the level of an employee, it works on achieving functional empowerment, constructing alternative and administrative leadership, making employees feel self-confidence and motivation for Excellency in performance. On the level of customer, it meets the needs of customers rapidly, delivering or providing the service will not be delayed due to delegation authority. Giving the customer a higher level of care and attention, building customer’s perceived and creating loyalty and mutual respect for an organization and production in which the organization produced.

As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Limitations of the Study and Definition of technical terms.

1.2 Background of Study

Delegation of authority is the flow or transmission of authority from top to the bottom of the organization. It is a process which involves the assignment or task or obligation, the transmission of authority for accomplishment of the task and the accomplishing of task. In other words, delegation of authority is the decentralization of authority for collective participation in attaining the set objective of organizational goal. There are different dispensations where delegation of authority is found in the economy. In political dispensation, group of people are elected or appointed as delegate.

In every established ministry or institution of federal government parastatals, there must be an area of authority delegated to different body the aid government even in tertiary institution.

Furthermore, every executive person either appointed or elected stands as delegate in that ministry before achieving the aims of the federal government. Every directive must be carried out in order of assignment to attain good result. Authority gets delegated when a superior gives a subordinate the discretion to make decision. It is worthy to note that a superior can delegate authority which he or she has and cannot delegate the one he does not possess. The important decision for a manager to make is to decide when and how to perform his managerial role i.e. assigning task to his subordinate.

A top manager who cannot get the best out of his subordinate is not capable of heading the organization indeed and if he tries to handle every task by himself, he will become center productive. This is because he will be so slow in getting result since he is occupied with plenty of work to carryout and this will make him become center productive. The manager will also find it difficult to go around the organization to see for himself the progress of the organization and no time to sit back, reflect and ponder on the course being pursued by the organization. The ability to sit back and reflect both constitute the landmark of an efficient and successful administration.

According to Webster's ninth new collegiate dictionary at page 244, civil service simply means the administrative service of government or international agency exclusive of the armed force especially on which appointments are determined by competitive examination.

The establishment of the civil service commission dates back to 13th march 1862 when the British government declared its interest in the port and Island of Lagos under the title of the settlement of Lagos. A government was constituted and provision was made for the various posts offices. The office of private secretary to the government and authority of public accounts, chief clerk, collector of customs where made.

The origin of the civil service commission can be traced back on the administration of lord lugard in 1915. The real structure of the civil service commission was put in place by Sir Hugh Clifford who succeeded Lord Lugard and was appointed governor of Nigeria.

Efforts made to reposition the civil service to meet the challenges of the 21st century as well as the aspirations of government are manifested in the ongoing public service reform. The mission of the reform is to build a public service that is performance and result oriented. The overall vision is a Nigerian public service that works efficiently and effectively for the people.

Therefore, in Imo State Civil Service Commission where the research was carried out, the activities that was conducted is to know the Impact of Delegation of Authority on Staff Performance.

1.3. Statement Of Problems

There are many problems associated with delegating of authority with regards to making good decision for the organization, especially as there are many individual differences. Employers know the importance of employee’s participation and satisfaction and their effects in the achievement of organization objectives.

To be able to achieve better result in shorter time with minimum supervision and attention, the manager should ensure that he delegates his authorities to capable hands, and at the same time, authority should be delegated with equal responsibility.

The problem areas to be given attention now are:

1. Ability or inability to identify subordinate that is capable
2. Most at times, authority can be delegated without equal responsibility.
3. There is also the possibility that authority is not delegated close to the scene of action.
4. Ability of the manager to identify his limitations and the need to supplement it with personal influence.

1.4 Aim and Objectives of the Study

The aim of the study is to explore the Impact of Delegation of Authority on Staff Performance using Imo State Civil Service Commission as a Case Study. In achieving this aim, the following specific objectives were laid out as follows:

1. To determine the most cost-effective means of delegation of authority that will not have an adverse effect on Staff Performance;
2. To ascertain what authorities that are delegated ascertain the extent of accountability in carrying out the delegated functions;
3. To identify the impact of the delegation of authority on employees’ productivity at Imo State Civil Service Commission;
4. To ascertain the effect of delegation and responsibilities on staff performance; and
5. To proffer solution and recommendations to problems identified.

1.5 Research Questions

The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:

• Is there any significant relationship between delegation of authority and commitment to work?
• Is it possible for a manger to delegate his authorities to his subordinate especially when the issue to be handled is a sensitive one?
• Is authority really delegated in the civil service?
• Is there sufficient time to do an effective job delegation?
• Is authority delegated to the right people?
• To what extent does delegation of authority have effect on the performance of the staff?
• To what extent can management decision-making be effective without delegation of authority?
• How effective does a subordinate make use of these delegated authorities?

1.6 Research Hypothesis

In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.

• H₀1: There is no statically significant for the method of delegation authority on functional efficiency of employees.
• H₀2: There is no statically significant for the method of delegation authority on functional effectiveness performance of employees.
• H₀3: There is no statically significant for the method of delegation authority on functional empowerment of employees

1.7 Significance of the Study

The finding of this study (when completed) will be important to managers, employees and future researchers.

1. The managers will find out that this study will make him realized that delegation will help them achieve organizational goals and the manager will also find out the dynamics and procedures of delegation.
2. Through delegation, the manager is able to divide the work and allocate it to the subordinates. This helps in reducing this work load so that he can work on important areas such as planning etc.
3. In the areas of the employee, the superior will center his energy on vital and critical issues of concern.
4. This way he is able to bring effectiveness in his work as well as in work via in the area of the subordinate to flourish their abilities and skills. Through delegating authority the subordinate gets a feeling of importance.
5. It is a guide in which superior-subordinate relationship stands. An organization function well as the authority flows from top level to bottom.
6. Finally, futures researchers who may wish to undertake related topics in study may find out that this work will be a valuable guide to their endeavour.

1.8. Scope of the Study

This research work focuses on the Impact of Delegation of Authority on Staff Performance using Imo State Civil Service Commission as a Case Study. It covers the aspect of responsibility to carryout activities, planning and ways through which workers could gain more power and improve their position relative to management only.

1.9 Limitations of the Study

During the course of this study, many things militated against its completion, some of which are:

1. Time Factors: It is observed that time was the first factor which affected the researcher. Since it is also a course to be studied, it causes hindrance to other studies and also takes most of the researcher's leisure time. Making research trip from Owerri to Port Harcourt to gather some useful information, the duration to carry out this research work is so short thereby making it impossible for proper studying of the organization.
2. Finance: The researcher was limited by little or no finance to carry out the work which result chiefly due to personal cost and transportation cost. As it is noted, finance in any business organization or research work is conveniently regarded as the most powerful working tool as it constitutes the main stream of any transportation and an efficient research work.
3. Respondent: In carrying out this research work the employees were found not co-operating very well with the researcher by nut giving out details or information required of the work because they tend to see it as a means of tarnishing the image of the organization they work unclear.

1.10 Definition of Terms

Delegation: This is the flow transmission of authority from top to the bottom of the organization. It is a way or process which involves the assignment of task the transmission of authority for accomplishment of the task and the accomplishing of task.