NURSE’S PERCEPTION FOR THEIR NURSE MANAGER’S DELEGATION OF RESPONSIBILITIES IN TERTIARY HOSPITALS

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CHAPTER ONE

One of the crucial organizational activities that must take place as a corporation expands and flourishes is the delegation of responsibilities (Akrani, 2010). Anyone who is willing to put up the work and practice necessary to master and refine this managerial skill can do so (Curtis & Nicholl 2004). Although the role of delegation in the nursing profession is not new, it is becoming more crucial as the field experiences fast change. The emphasis of the reforms is on the mix of skills, the organization of care, and the growing significance of nurses. The success of this function depends on both the delegator and the delegate having a clear understanding of their respective responsibilities.

Effective delegation, according to Okoronkwo (2005), is the organizational procedure that enables the transfer of authority and responsibility from an executive to the subordinate. According to the author, this establishes the subordinate’s accountability and gives her the power to use discretion on behalf of the superior. A duty or obligation to do or accomplish a work (made by one’s own presumption or circumstance, or one that has been assigned by another person) satisfactorily is known as responsibility. Failing to do so will result in a punishment. Giving someone a task from the delegater’s practice is a definition of effective delegation of responsibilities (Weydt, 2010). It could also be seen as the delegation of control to someone else for the accomplishment of a