如何實(shí)現(xiàn)有效的授權(quán)（How to achieve effective authorization）

1、如何實(shí)現(xiàn)有效的授權(quán)（How to achieve effective authorization）How to achieve effective authorizationHow to implement effective authorization for 2008-12-20 15:09:58Abstract: with the growing scale of the modern enterprise, all levels of enterprise managers face to deal with things more and more complex, the orig

2、inal one running a business or a department of the situation will no longer adapt to the enterprise's operational needs, it must consider the proper authorization. However, managers in many enterprises have a good grasp of the scale of authorization, or think that the ability of subordinates is

3、not competent, or worry about the ability of subordinates to play, will surpass themselves. If managers can make full use of the art of empowerment, these problems can be avoided.Keywords: empowerment, management, powerAuthorization refers to the management of the part of the authority delegated to

4、subordinates, so that subordinates in a certain range of responsibilities within the full capacity of the work, while the management of the results of the work of subordinates bear the ultimate responsibility. And decentralization is a function of different authorization management at all levels mus

5、t grasp, a successful manager, through appropriate authorization, let subordinates give full play to the enthusiasm and creativity, to share their work and achieve the aim of accomplishing a task. In order to solve the situation that many managers do not want to authorize their subordinates, we furt

6、her explore how to avoid a series of problems caused by authorization and achieve effective authorization:Contents and characteristics of authorizationBefore authorizing, managers must know clearly the content of authorization, which is helpful to grasp the basic direction of authorization and to de

7、legate power to subordinates. Authorized generally includes two aspects: one is to assign the task, which will be part of management tasks to subordinates, let subordinates independently; one is granted power to authority to subordinates, make it right to handle a specific task, the powers granted t

8、o disappear with the completion of the task. Many managers there are serious errors in the understanding that authorization authorization is equal to give up this part of the authorities in fact, authorization is just a temporary behavior, it disappeared with the completion of the project, in this p

9、rocess, managers can also withdraw grant out of power, re arrangement of grant. Therefore, the delegation of authority is not the waiver or transfer of power, just to enable subordinates to better grasp the process for their own share of work, and temporarily transfer part of power.The full understa

10、nding of the characteristics of authorization helps managers to further release the authorization behavior, and also helps managers to better grasp the authorization scale when authorizing. The characteristics of authorization are as follows:1. free of charge. All the powers granted can be recovered

11、 at any time, and the giver will not permanently lose his power. Give freely to ensure the enterprise operation flexibility in the implementation of matrix organizational structure in the enterprise, often to grant temporary project team responsible for certain power, so that it can be solely respon

12、sible for the project, the problems in the process of project coordination.2. scope of authorization. Authorization is an act by which a direct superior gives temporary power to a direct subordinate. It implies the scope of the authorization and its insurmountable nature. The temporary power of the

13、authorized person is limited to the scope granted by the direct superior, and the decision made beyond the scope will be illegal. The power granted can not directly overhead intermediate Leadership Award, leapfrog authorization is not allowed in the official company system, this will only lead to co

14、nfusion, leapfrog often leads to the grantee of the authorized power is greater than the middle leadership, the grantee inadvertently won with the middle leadership against power at the same time, but also stifle the labor enthusiasm among the leadership, they may think that they have no political c

15、onsequences from organization attention.3. self responsibility. Authority is not equal to the ultimate consequences of the project managers will be the responsibility also passed out, management should bear some responsibility for the completion of the project, this feature also led to higher often

16、distrust the licensee, everything,I would rather do it myself than give power to subordinates. This situation often occurs in small and medium-sized enterprises in marketing or insurance companies, insurance marketing supervisor or team leader often complain that a person's own performance than

17、the performance of subordinates several people together, in fact, lead to the outcome of this may be because these leaders fear performance do not, without proper authorization. Results.4. flexibility. "Managers must be flexible in dealing with all kinds of problems encountered in their work (p

18、iotwisky, roke.1963)." Power granting is the same to managers. Its size, scope and term must be different according to the actual project. At the same time, it is necessary to assign different allocation according to the individual's ability. When the project is relatively large and the man

19、power is relatively insufficient, it can grant more power to the subordinates and enlarge the scope of their responsibilities. Under the same external conditions, the subordinates with outstanding personal management ability can appropriately grant more power. When managers really understand the con

20、tent and characteristics of authorization, they can grasp the scale of authorization in essence.Two. Matters needing attention in the process of authorizationIn order to make the authorization act achieve good results, in the process of authorization, we should try to avoid the occurrence of acts th

21、at should not happen.In the process of authorization, we should pay attention to the following problems:1. petty things are responsible for subordinates. The power of a manager to give subordinates must be real and must be of importance. Authorization is to accomplish an important task, not to let a

22、 subordinate do anything. So the job must be prevented between the upper and lower levels due to good, superior personal things often let subordinates responsible, which leads to lower a secretary in the lower breeding of the major event not me, I return of small "suspicion and lose enthusiasm

23、for work.2. granted inappropriate permissions. "Mandate" is one of the most important skills for managers must master the powers granted must have a range of degrees, power more than this, will lead to quantitative change to qualitative change, caused by blind phenomenon, in the process of

24、 out of order, out of control, also the original backseat driver do not mess. The idea leads to professional confusion. If the power does not reach this degree, it is not granted, superior because without proper authorization, resulting in their busy busy, too much work, and the subordinate is exclu

25、ded from the outside of work, look at other people and their work on the sidelines, leading to enthusiasm.3. the power should be withdrawn at will. Before giving power to the subordinates, we must consider carefully, arrange reasonably, and avoid taking back the power freely because of improper cons

26、ideration. The granting of power is a kind of trust of the superior to the subordinate, and should fully believe the ability of the subordinate, and let him have the right to deal with all the problems in the task. If do not pay attention to the training of subordinates working ability, if there is

27、a sudden task, let subordinates hastily on the top, the lack of experience found immediately after the withdrawal, the result is a denial of the superior ability of subordinates itself, confidence hit, this is one of the non authorized must often deal with caution.4., the definition of authority is

28、unclear. Many leaders do not pay attention to the authorization process because of their affairs, and the whole process of authorization is a sentence: "this matter has been dealt with by you."." In fact, this is a kind of irresponsible authorization, said that no say, when subordinat

29、es encounter bigger things, beyond the usual scope of authority, will be at a loss what to do, and did not dare to ask their superiors, often after the end of the matter, the results with the desired result is superior to blame can be quite different, don't ask so, ending. In fact, such things o

30、ften happen in reality, not because of the ability of subordinates, but when the superiors do not define the boundaries of power clearly. A task and objectives are not clear authorization, also lost the meaning of existence.5. fear of responsibility and competition. Failure is the tuition that must

31、be paid for success,He who fears failure will never realize the joy of success. Many managers often considered in the authorization when and if subordinates error, they have to bear the responsibility rather than authorization, or fear of subordinates in after the completion of outstanding tasks and

32、 took the position covered the main high power anti. That subordinates take more responsibility, work more, the achievement is more likely to go beyond their own, but in the enterprise's reputation and influence will expand, caused by the threat of himself, and often reluctant to delegate author

33、ity to subordinates. 6. self satisfaction psychological expansion. When a person's needs are not satisfied at a given moment, his behavior motivation and behavior will be characterized by unmet needs (A.H.Maslow, 1943)." When the superior is eager to meet his desire to work hard, he will no

34、t give the right authorization.The power granted is a very comprehensive art, the authorization process involves all aspects of the content is more, the managers to grasp the essential points of authorization, can according to their own wishes, calmly arrange authorization. Of course, the successful

35、 use of authorization skills, in addition to understanding the content of the authorization characteristics and precautions, must also have a good supervision and feedback mechanism.Three. Establish effective authorization management methodIn order to effectively make the authorization act successfu

36、lly, managers must establish a complete set of management methods to fully prepare the possible problems of authorized behavior, so as to be surprised and unchangeable. The establishment of effective management methods can be divided into ex ante and post event. As the saying goes: "the idea th

37、at day, one day". The idea is not just to raise, soldiers must often exercise in peacetime, to use when can show power. Prepare authorization is the same reason, the superior must be bold to subordinate some small projects independently in peacetime, pay attention to cultivate their ability of

38、strict Dudangyimian at all times, to have the qualification and experience to undertake emergency tasks may face in the future. Of course, power and responsibility must be adopted gradually, with the increase of work experience, slowly increase its proper mission responsibilities and rights, not a s

39、udden will be placed in front under the frenzy caused serious losses. Pre training preparation is the basis of authorization. Through ex ante training can greatly reduce the supervision after the event, but even if there is complete pre training preparation, post supervision is also necessary.After

40、supervision, managers can master the progress of the project, find out the problems according to the requirements of the project, prevent the occurrence of major accidents, and the supervision mechanism after the event should include the following points:1. establish authorization inspection methods

41、. Managers should master the time schedule of the projects under construction, and listen to the authorized reports timely according to the schedule in the process of the project to help solve specific problems. This method can be carried out by means of project statistical report or sampling check,

42、 or by the manager to visit the project site.2., establish a reasonable reward and punishment system. Effective incentive is an important part of modern management theory. "Job condition is not the decisive factor of productivity, but the emotion of employees.". (g.e.mayo, 1929) reasonable

43、 reward and punishment system is a kind of affirmation and a spur to the person in charge of the task. Effective incentives can improve the mood of employees, work with higher efficiency, and ensure the completion of the task.3. establish a fast feedback mechanism. The object of feedback control can

44、 be the final result of the task, or the key point of the task. In the supervision, we should combine the two, not only timely feedback to the milestone intermediate process results, but also the macro feedback control of the whole task after the completion of the task. In this way, the feedback control of milestone results can detect problems as soon as possible and correct them so as to avoid further ex