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List three work tasks that managers could successfully delegate to employees. List three work tasks that managers should not delegate. Explain your reasoning.
Weegy: A manager's most basic responsibility is to (1)focus people toward performance of work activities to achieve desired outcomes. (2) Planning: This step involves mapping out exactly how to achieve a particular goal. [ Say, for example, that the organization's goal is to improve company sales. And (3) Organizing: After a plan is in place, a manager needs to organize her team and materials according to her plan. Assigning work and granting authority are two important elements of organizing. More? ] User: User: List three work tasks that managers could successfully delegate to employees. Weegy: Delegating work, responsibility, and authority is difficult in a company because it means letting others make decisions which involve spending the owner-manager's money. [ [ At a minimum, you should delegate enough authority to get the work done, to allow assistants to take initiative, and to keep the operation moving in your absence. This Guide discusses controlling those who carry responsibility and authority and coaching them in self-improvement. It emphasizes the importance of allowing competent assistants to perform in their own style rather than insisting that things be done exactly as the owner-manager would personally do them. Read more: 7. Delegating Work and Responsibility Get more information on Entrepreneurship ] ] (More)
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Asked 9/17/2011 6:30:31 PM
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User: List three work tasks that managers could successfully delegate to employees
Weegy: this seems like it really depends on what their career is! i would say 1. propose new project ideas 2. work on existing projects 3. train new employees User: List three work tasks that managers should not delegate. Explain your reasoning. Weegy: The answer depends on the workplace. (More)
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Asked 9/17/2011 6:47:04 PM
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List three work tasks that managers should not delegate. Explain your reasoning.
Weegy: A manager's most basic responsibility is to (1)focus people toward performance of work activities to achieve desired outcomes. (2) Planning: This step involves mapping out exactly how to achieve a particular goal. [ Say, for example, that the organization's goal is to improve company sales. And (3) Organizing: After a plan is in place, a manager needs to organize her team and materials according to her plan. Assigning work and granting authority are two important elements of organizing. More? ] User: List three work tasks that managers should not delegate. Explain your reasoning. Weegy: A manager's most basic responsibility is to (1)focus people toward performance of work activities to achieve desired outcomes. (2) Planning: This step involves mapping out exactly how to achieve a particular goal. [ Say, for example, that the organization's goal is to improve company sales. And (3) Organizing: After a plan is in place, a manager needs to organize her team and materials according to her plan. Assigning work and granting authority are two important elements of organizing. More? ] User: . List three work tasks that managers should not delegate. Explain your reasoning. (More)
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Updated 3/16/2013 5:34:25 PM
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The three work tasks that managers should not delegate are ; here are three particular situations where delegating is inadvisable:

1. Are you struggling to explain precisely what you want the delegatee to do? Whether it's a project that requires an emergent or deliberate strategy, if you can't articulate what problem needs to be solved, or exactly what needs to be done, it's usually best to wait to assign responsibility for a task until you can. A potential sign that you've delegated too early is when those under your supervision make statements like, "I wasn't really sure what you wanted," or you hear it whispered that you're capricious. There are then two possibilities. You didn't hire well and members of your team really aren't capable of the task at hand. The other likelihood is that you delegated prematurely. Think through the problem or task a little longer, long enough so you can clearly explain what you want to achieve.

2. Are you putting your own development or ability to lead in jeopardy by delegating? It is irrefutable that leaders need to develop others, but as we rise to more senior positions and have more resources at our disposal, we may tend to delegate too much, or hand off tasks that are vital to our own development.

Several years ago, I came across a CEO who was technically and operationally brilliant, but lacking in people skills, a skill set vital to employee morale and retention. Because the company was well-funded, he could afford to delegate and as a consequence became increasingly insulated from his employees with the exception of a few trusted advisors.
Delegation taken to its extreme creates the bubble that typically surrounds high-ranking political leaders. A recent column in the Wall Street Journal, "The Special Assistant for Reality," explores President Obama's failure to understand the backlash around the airport body searches. As author Peggy Noonan comments, "Wherever you go, there [the bubble] is. And the worst part is that the army of staff, security and aides that exists to be a barrier between a president and danger, or a president and inconvenience, winds up being a barrier between a president and reality."

In the case of the CEO, passing on tasks that involved interactions with the majority of his staff, avoiding his Achilles heel of poor interpersonal skills, worked to his detriment, and his tenure at the company was cut short. For the president, writes Noonan, "the bubble accounts for many of the spectacular blunders presidents make." The more resource-rich we are, the more likely we are to transfer responsibilities to others, and quite frankly, we must. But if you have a hunch that you are delegating to the point of inhibiting your development or assigning your leadership away, probably best to heed that feeling.

3. Are you potentially undermining a project's success by delegating? There are instances when we don't have the skill set needed for a particular project, and it would be folly not to commend the assignment to another. There are also times when we are the best person for the job, and daunted by a project's magnitude because we have the expertise to accurately understand the project's scope, we have the tendency to try to delegate.
Added 3/16/2013 5:34:25 PM
List three work tasks that managers should not delegate. Explain your reasoning.
Weegy: In most cases, the following activities should not be delegated to others because they require the expertise of experienced managers: Activities with poorly defined objectives Managerial functions such as team-building, [ budget approval or employee development Decision-making involving objectives of the company or department Decision-making involving interdepartmental or company-wide relationships Tasks that deal with confidential information Performance evaluations Resolution of staff disputes Personnel matters Disciplining, praising or thanking employees. This should provide you more information on the said research. ] (More)
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Asked 9/17/2011 8:43:27 PM
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What is the principle of life insurance?
Weegy: Hi- what is your questin? User: What is the principle of life insurance? Weegy: Life insurance operates on some basic principles common to many individuals. [ How the policy works is actually a function of the fact that many individuals come together as a group, and each person shares in the risk of death of the other people in the group. Life insurance companies manage this risk quantitatively and provide an organized structure for the transfer of risk from one individual to a large group of individuals. Read more: The Principle of Life Insurance | eHow.com ] (More)
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Asked 9/17/2011 10:06:24 PM
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