delegation of authority

简明释义

官方代表团

英英释义

例句

1.The CEO implemented a delegation of authority policy to empower department heads.

首席执行官实施了一项授权委托政策，以赋予部门负责人更大的权力。

2.Effective delegation of authority can lead to better decision-making within an organization.

有效的授权委托可以促进组织内更好的决策。

3.The manager emphasized the importance of delegation of authority in improving team efficiency.

经理强调了授权委托在提高团队效率中的重要性。

4.During the meeting, we discussed the delegation of authority to junior staff members.

在会议中，我们讨论了对初级员工的授权委托。

5.Without proper delegation of authority, projects may face delays and mismanagement.

如果没有适当的授权委托，项目可能会面临延误和管理不善。

作文

In the modern organizational landscape, the concept of delegation of authority plays a pivotal role in enhancing efficiency and fostering employee empowerment. Delegation of authority refers to the process by which managers assign specific responsibilities and decision-making powers to their subordinates. This practice not only helps in distributing workload but also cultivates a sense of ownership among employees, leading to increased job satisfaction and productivity.One of the primary advantages of delegation of authority is that it allows managers to focus on higher-level strategic tasks while entrusting routine operational activities to their team members. For instance, a project manager may delegate the responsibility of conducting research to a junior analyst, enabling the manager to concentrate on project planning and stakeholder engagement. This division of labor ensures that tasks are completed efficiently and that the manager can devote more time to critical decision-making processes.Moreover, delegation of authority encourages skill development within the workforce. When employees are given the opportunity to take on more significant responsibilities, they acquire new skills and gain confidence in their abilities. For example, if a team leader delegates the authority to make decisions regarding budget allocations to a team member, that individual learns valuable financial management skills. As employees grow and develop, they become more competent and capable of taking on leadership roles in the future, creating a strong talent pipeline for the organization.However, successful delegation of authority requires clear communication and trust between managers and their subordinates. Managers must clearly outline the scope of authority being delegated, as well as the expected outcomes and deadlines. This clarity helps prevent misunderstandings and ensures that employees feel empowered to make decisions within their designated authority. Additionally, managers should remain available for guidance and support, fostering an environment where employees feel comfortable seeking help when needed.Another critical aspect of delegation of authority is accountability. While managers transfer certain responsibilities to their subordinates, they still retain ultimate accountability for the outcomes. This means that managers must monitor progress and provide feedback to ensure that tasks are completed effectively. By maintaining this balance of delegation and oversight, organizations can achieve optimal results while empowering their employees.In conclusion, the practice of delegation of authority is essential for modern organizations seeking to enhance efficiency and foster employee development. By distributing responsibilities and empowering team members, managers can focus on strategic initiatives while cultivating a skilled and motivated workforce. As organizations continue to evolve, understanding and implementing effective delegation of authority will be crucial for achieving long-term success and sustainability.

在现代组织环境中，“授权委托”这一概念在提升效率和促进员工赋权方面发挥着关键作用。“授权委托”是指管理者将特定责任和决策权分配给下属的过程。这一做法不仅有助于分配工作负担，还培养了员工的主人翁意识，从而提高工作满意度和生产力。“授权委托”的主要优点之一是，它允许管理者专注于更高层次的战略任务，同时将日常操作活动委托给团队成员。例如，项目经理可以将进行研究的责任委托给一名初级分析师，使得经理能够集中精力进行项目规划和利益相关者沟通。这种劳动分工确保了任务的高效完成，并且经理可以投入更多时间进行关键决策。此外，“授权委托”还鼓励员工技能的发展。当员工获得承担更大责任的机会时，他们会学习到新技能，并对自己的能力产生信心。例如，如果团队领导将预算分配的决策权委托给某个团队成员，该员工就会学习到宝贵的财务管理技能。随着员工的成长和发展，他们变得更加胜任，并能够在未来担任领导角色，为组织创造强大的人才储备。然而，成功的“授权委托”需要管理者与下属之间的明确沟通和信任。管理者必须清楚地说明被授权的范围，以及预期的结果和截止日期。这种清晰度有助于防止误解，并确保员工在指定的权限内感到有能力做出决策。此外，管理者应保持可供指导和支持的状态，营造一个员工在需要时感到舒适寻求帮助的环境。“授权委托”的另一个关键方面是问责制。虽然管理者将某些责任转移给下属，但他们仍然对结果保持最终的问责。这意味着管理者必须监控进展并提供反馈，以确保任务有效完成。通过维持这种授权与监督的平衡，组织可以在赋权员工的同时实现最佳结果。总之，“授权委托”的实践对于寻求提升效率和促进员工发展的现代组织至关重要。通过分配责任和赋予团队成员权力，管理者可以专注于战略性工作，同时培养一支技术娴熟、积极向上的员工队伍。随着组织的不断发展，理解和实施有效的“授权委托”将对实现长期成功和可持续发展至关重要。