Delegating Authority

I am currently working for the US Navy, and I am in charge of conducting military funeral honors. My main task is referred to as passing of the flag. This is a very demanding job, but fortunately, two persons can accomplish it. There are many military funerals and thus I cannot manage to attend all of them. That is why I need to delegate my authority to someone else. This implies that the task of passing the flag is possible, just as if I was physically present.

Lewis et al. (2007, p.198) argue that the task delegation cannot be successful without clear instructions that explain the manner in which to execute the task. It is in this regard that I have considered documenting the task because it will help in preventing any faults.

This is because I am the one expected to account for all happenings encountered in the task and hence, I cannot hold the delegated person accountable. I have therefore created a framework for the person that receives my authority to dictate the appropriate time and manner of executing the task.

I have decided to explain to the person to whom I am delegating this task to the importance of this initiative. The benefits are to be experienced by three entities, that is, this other person and the organization in general, and myself. First, delegation will slash my workload and therefore I will not feel overwhelmed because the tasks will be more manageable and I will focus on the most crucial tasks such as planning for flag passing sessions.

In this light, the most obvious benefit is the monetary reward, which varies depending on the volunteer’s position. The person to whom authority will be delegated will get an opportunity to exercise his/her skills and abilities and he/she could be my successor when I retire.

Saleem (2007, p.1) explains that executing this task on my behalf will provide the other person with the relevant training that will be needed in future for him/her to serve in this position. Moreover, volunteering in this position will yield points, which will be credited into his /her retirement scheme and thus, increase his/her income at that time.

Similarly, I will explain to the person to whom I am delegating this task to how I will measure his/her performance and be in a position to tell whether the quality of his/her performance was satisfactory. I will set the goals for this task as recommended by Portny (2010, p.134) and thereafter, refer to them when gauging his/her performance.

I expect his/her output to be slightly higher than mine because he/she will not be handling the entire tasks single handedly, as I did previously. Should I get any complains from my superiors I will assume his/her output is below average and at that juncture, I will have to go back to the drawing board.

The person to whom I intend to delegate this task to is very competent because he/she is drawn from the US navy and therefore is familiar with the force’s obligations and thus, knows what is expected of him/her. This implies that I will not have to train this person concerning this task of passing the flag.

However, I will evaluate his/her performance in her/his present position so that I can be certain about his/her reliability. This is because this person cannot be expected to deliver an outstanding performance if he/she has failed to do the same in her/his present position.

The spirit of volunteering when the need arises especially when we are engaged in a war motivates every officer in the US navy. However, I have a good working relationship with the person receiving may authority, which is based on mutual respect. Besides, if there are any faults in the task there are hardly any monetary costs. There can only be human expenses because this service is usually rendered before the bereaved family commences with grieving (Department of Defense, 2011).

Furthermore, I will be able to supervise the performance of this person because in most situations, I am usually present but hardly noticed because I only come in when there is a fault that needs to be corrected. The faults will be corrected swiftly so that the organization does not feel the pinch of accumulated liabilities. In fact, I do not need to consult my boss regarding this initiative. This is because my superior knows that I am a responsible person and our code of ethics has granted me the power of task delegation.

If the person performs well, this task will be his/her bridge for advancing his/her career in the US navy. He/she is most likely to be promoted to the position of funeral honor coordinator. The position entails dictating how the honors will be conducted. Moreover, this position involves giving messages of condolences to the bereaved family on behalf of the deceased officer’s branch. I will delegate this task without fear because all officers are trained to be flexible and thus, they are able to work in any position and deliver the desired results.

References

Department of Defense (2011). Military Funeral Honors. Retrieved from http://www.militaryfuneralhonors.osd.mil/intro.html

Lewis, P. S., Goodman, S. H., Fandt, P. M., & Michlitsch, J. F. (2007). Management: Challenges for Tomorrow’s Leaders (5th ed.). Mason, OH: Cengage Learning.

Portny, E. S. (2010). Project Management for Dummies. Hoboken, NJ: Wiley Publishing Inc.

Saleem, H. (2007, June 23). How to Delegate Effectively. Directory Journal. Retrieved from http://www.dirjournal.com/guides/how-to-delegate-effectively/