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Impact Of Delegation On Management Decision Making

(A Case Study Of Zenith Bank Plc Enugu)

5 Chapters
|
67 Pages
|
8,531 Words

Delegation significantly influences management decision-making processes, fostering efficiency, empowerment, and skill development within organizations. By redistributing tasks and responsibilities to capable team members, managers can leverage diverse expertise and perspectives, leading to more informed and nuanced decisions. Effective delegation enhances agility, enabling prompt responses to dynamic challenges and opportunities. Furthermore, it cultivates a culture of trust and collaboration, as team members feel valued and empowered to contribute meaningfully to the decision-making process. This decentralized approach fosters innovation and adaptability, as individuals are encouraged to take ownership of tasks and make decisions within their areas of expertise. However, improper delegation can lead to inefficiencies, miscommunication, and decision-making bottlenecks. Therefore, managers must strike a balance by aligning delegation with organizational goals, adequately communicating expectations, and providing necessary support and feedback to ensure successful outcomes.

ABSTRACT

The attention of the study is directed to the important to delegation on management decision making, every organization whether big or small must take decision. The decision may be of the following level of management, top level management, middle level management and lower level management. Decision making is defined as the selection of a logical choice from the available. It is the point at which plans, politics and objectives are translated into concrete actions. The purpose of decision making is to direct human behavior towards future goals. A plan cannot be said to exist unless there is a decision. Decision making involves trying to cover all aspect of the organization including decision making, has to delegate certain duties and responsibilities which must be accomplished with adequate authority

TABLE OF CONTENT

Title Page
Approval Page
Dedication
Acknowledgments
Abstract
Table of Contents

CHAPTER ONE
1.0 Introduction 1
1.1 Background of the study 1
1.2 Statement of the problem 4
1.3 Objective/ Purpose of the study 5
1.4 Research questions 6
1.5 Research hypothesis 7
1.6 Significance of the study 8
1.7 Scope of the study 9
1.8 Limitations of the study 9
1.9 Definitions of terms 11
1.10 Brief history of Zenith Bank Plc Enugu

CHAPTER TWO
2.0 Literature review 13
2.1 Historical background 13
2.2 Principle of delegation of authority 13
2.3 Principle of effective delegation 17
2.4 Risk of delegation 22
2.5 Reasons for refusal of delegate
2.6 Solution to the refusal on delegate
2.7 Benefits of delegation
2.8 Guides for overcoming weak delegation
2.9 Nature of delegation
2.10 Delegation authority and responsibility

CHAPTER THREE
3.0 Research methodology 25
3.1 Research design 26
3.2 Sources of data 26
3.3 Population and sample size determination 28
3.4 Sampling techniques 29
3.5 Instruments of data collection 29
3.6 Validity and reliability of measuring instrument 31
3.7 Method of data analysis 31

CHAPTER FOUR
4.0 Data Presentation, analysis and interpretation 33
4.1 Presentation of data 33
4.2 Analysis of data
4.3 Test of hypothesis 42
4.4 Interpretation of result(s) 47

CHAPTER FIVE
5.0 Summary of findings, Conclusion and
Recommendations 48
5.1 Introduction 48
5.2 Summary of findings 49
5.3 Conclusion 50
5.4 Recommendations 51
Bibliography 55
Appendices 57-60

CHAPTER ONE

INTRODUCTION
1.1 BACKGROUND OF THE STUDY
One of the most important human activities is managing. Ever since people began to come together as a team to accomplish objectives, they could not have achieved as individuals, managing has been essential to ensure a co-ordinate effort of individuals.
Managing involves the creation and maintenance of an environment necessary to improve the performance of individuals working together as a group towards the accomplishment of common objectives. For managing in to be effective, decision making must be effective, because decision making is what makes for actualization of set goals or objectives which the who essence of human activities. Therefore, for human or employees to function effectively, this is where delegation comes to play, because individuals differences would not some people to work or carry out their responsibilities effectively except it is been delegated to them by the authority, because the role of management is to delegated authority after decision making, so without delegation of authority, no organized accomplishment of organization. But in the case of one man business, sole proprietor, decision making delegation of authority may not be necessary. Therefore, the major function of a manager is delegation of task to the staff or advice to make progress in their given tasks.

1.2 STATEMENT OF THE PROBLEMS
There are problems associated with delegation of authority with regards to making good decision for organizations, especially there are many individual differences. These problems include:
a. Inability to identify sub-ordinate that is capable due to poor quality of personnel.
b. Authority of delegation without equal responsibility.
c. Delegation of authority without effective supervision of duties.
d. Manager’s inability to define duties in delegation.

1.3 OBJECTIVES OF THE STUDY
The major objective of the study is to determine the impact of delegation in organization decision making. Other sub-objectives include:
a. To examine the inability to identity subordinate that is capable due to poor quality of personnel.
b. To investigate if there are actually authority of delegation without equal responsibility.
c. To determine delegation of authority without effective supervision of duties.
d. To find out manager’s inability to define duties in delegation.

1.4 RESEARCH QUESTIONS
a. Does the inability to identity subordinate that is capable due to poor quality of personnel affect decision making?
b. To what extent delegation of authority without equal responsibility effect decision making in the organization?
c. Does delegation of authority without effective supervision of duties effect decision making?
d. To what extent manager’s inability to define duties in delegation effect decision making in the organization?

1.5 RESEARCH HYPOTHESIS
The following hypotheses were formulated for the study:
Ho: There is no significant relationship between delegation of authority and responsibility.
Hi: There is significant relationship between delegation of authority and responsibility.
Ho: Manager’s inability to define duties does not significantly effect delegation in decision making.
Hi: Manager’s inability to define duties d significantly effect delegation in decision making.

1.6 SIGNIFICANCE OF THE STUDY
The significance of this study make us to know the proper decision making help in business growth which results in better utilization of the resources and how to face new challenge in the organization.
It also motivate the employed and increase efficiency, it is perspective that the significance of this work cannot be understated, hence it will benefit the research public the case study decision making, business and management scholars in the following ways, this work will serve as a guild and reference purpose to their public and other researchers writing on this topic.
This is because the research will be directly on the activities and also help them to know especially the manager how to make decision efficiently.
This research will also help people to know the importance of delegation and it can be used to improve business decision making and how it will help a student who wishes to engaged themselves in sole proprietorship.

1.7 SCOPE OF THE STUDY
The research work on the impact of delegation of authority on management decision making focused on Zenith Bank Plc Enugu.

1.8 LIMITATIONS OF THE STUDY
The study is however subjected to some limitation which could make it not be exhausted such limitation includes the researcher inability to interview some principle staff of the organization whose contribution could have been of greater help. It is also limited to time and material resources.

1.9 DEFINITION OF TERMS
It is necessary to define accurately some of the unfamiliar and terminology used in this thesis. This is necessary because the meaning of the words is not in the words but in the use.
Delegation: The organization process that permit the transfer of authority from superior to a subordinate.
Responsibility: The obligation to carry out certain attitude with accountability for performance.
Decision Making: The thought process of selecting a logical choice from the available options or process of making choices amongst possible alternatives.
Sole Proprietor: A person who is a exclusive owner of a business, entitled to keep all profits after tax has been paid, but liable to losses (Sole trader).
Task: A task is an activity that needs to be accomplished within a defined period of time.

1.10 PROFILE OF ZENITH BANK PLC
Zenith Bank Plc was established in May 1990, and commenced operations in July of the same year as a commercial bank, the bank became public ltd company on June, 2004 and was listed on Nigeria Stock Exchange (NSE) on October, 21 2004 following a highly successful Initial Public Offering (IPO).
Zenith Bank Plc currently has a shareholder base of about one million and is Nigeria’s biggest bank by tier capital. In 20013, the bank listed $850m worth of share at $6.80 each on the London Stock Exchange (LSE).
Headquarter is in Lagos, Nigeria, Zenith Bank Plc has over 500 branches and business offices in prime commercial centres in all states of the federation and he Federal Capital Territory (FCT). In March 2007, Zenith Bank Plc was licensed by the Financial Services Authority (FSA) of the United Kingdom to established Zenith Bank (UK) Limited as the United Kingdom subsidiary of Zenith Bank Plc. They also have subsidiaries in Ghana, known as Zenith Bank (Ghana) Limited, Gambia, Zenith Bank (Gambia) Limited, the bank also has representation offices in South Africa and the people’s Republic of China, the bank Africa and the people’s republic of china. The bank plans to take the Zenith brand to other firkin countries as well as European and Asia markets.
Zenith Bank Plc blazed the trail in digital banking in Nigeria, scoring several firsts in the development of Information and Communication Technology (ICT) infrastructure to create innovative products that meet the needs of its teeming customers. The bank is verifiably a leader in the deployment of various channels of banking technology, and the Zenith brand has become synonymous with the deployment of state of the art technologies in banking.
Zenith Bank Plc founded by Jim Ovia in 1990, has since grown astronomically to become one of the leading financial institutions in Africa, Zenith Bank Plc currently ranks as the 6th biggest bank in the continent. The bank grew its shareholder’s fund of N20 million in 1990 to N509.25 billion as at year end 2013. Today, the bank continues to thrive on the strong values, brand equity, corporate culture of professionalism and service excellence which are the foundations upon which the bank was built.
Our Mission Statement
The mission state of Zenith Bank Plc focuses on becoming an international financial institution that provides superior service. They also focus on innovation, integrity and professionalism.
Our Vision
The overall vision of the bank has been to build the Zenith brand into a reputable international financial institution recognized for innovation, superior performance while creating premium value for all stakeholders.
Our Strategies Objectives
The strategies objectives of Zenith Bank includes the continuous improvement of its capacity to meet the customers increasing and dynamic banking needs as well as sustain high quality growth in a volatile business environment through continuous investment in branch network expansion and thus bringing quality banking services closers to teeming existing and potential customers.

Our Core Values
Our core values belief in God, integrity and keeping the service promise.
Our Corporate Social Responsibility
As a leading financial service institution, giving back to the communities where we operate and ensuring the sustainability of our social, economic and ecological environments are integral to or overall business strategy.
Our aim is to give back in a structured and sustainable manner that ensures the greatest positive impact on our beneficiaries. To achieve this, we periodically carryout need gap analysis in target communities to be able to accurately measure areas where to deliver Corporate Social Responsibility (CRS) project that are relevant and impactful.
Our corporate social responsibility focused on the following areas: healthcare, education and skills development poverty alleviation, infrastructure development, environmental sustainability. Female and youth employment and the welfare of the physical challenged.

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Delegation is a critical aspect of effective management, and it has a significant impact on the decision-making process within an organization. Here are some key ways in which delegation influences management decision making:

  1. Enhanced Efficiency: Delegating tasks and responsibilities to capable employees allows managers to focus on high-priority decisions. This efficiency in task management can lead to quicker and more effective decision making.
  2. Specialization: Delegation enables managers to leverage the expertise of their team members. When decisions are delegated to those with the most relevant knowledge and skills, the decisions are often better informed and more effective.
  3. Time Management: By delegating routine tasks and decisions, managers can free up their time to concentrate on strategic and long-term decisions. This can lead to more thoughtful and well-considered choices.
  4. Employee Development: Delegating decision-making authority can be a powerful tool for employee development. It allows employees to take on more responsibility and develop their decision-making skills. This not only benefits individual growth but can also lead to better decision making across the organization as a whole.
  5. Risk Management: Delegation can distribute decision-making authority across a team or organization. This diversification can help mitigate the risks associated with individual decision makers making poor choices. It spreads the responsibility for outcomes.
  6. Empowerment and Morale: Delegating decisions can empower employees and boost their morale. When employees feel trusted to make decisions, they are often more motivated and engaged in their work, which can positively influence the decision-making process as a whole.
  7. Speedier Response: Delegating authority to make certain decisions can lead to faster response times. Lower-level managers or employees who are closer to the frontlines can make decisions more quickly than higher-level executives, which can be crucial in certain situations.
  8. Alignment with Organizational Goals: Effective delegation ensures that decisions made at various levels of the organization are aligned with its overall goals and objectives. This alignment is critical for maintaining consistency in decision making.
  9. Accountability: Delegation clarifies who is responsible for specific decisions. This accountability ensures that decisions are made with ownership and that individuals can be held responsible for the outcomes.
  10. Adaptability: In rapidly changing environments, delegation can facilitate quicker adaptation to new circumstances. Frontline employees may be better positioned to notice changes in customer preferences or market conditions and make appropriate decisions in response.

However, it’s important to note that while delegation can have many positive impacts on decision making, it also comes with challenges. Poorly executed delegation can lead to miscommunication, misunderstandings, and even decision-making errors. Therefore, effective communication, clear guidelines, and ongoing supervision are essential to ensure that delegation enhances rather than hinders the decision-making process in an organization.