Clarifying the Assignment
The first agenda in the meeting between Rick and Bill should be a comprehensive clarification of the assignment. Ricky has the obligation to acquaint Bill with all the dynamics relating to the assignment to be delegated. This information should include the expected results and the possible limitations that might affect different approaches to the project (Robbins & Coulter, 2012). With the knowledge about the assignment, Bill will indicate whether he is suited to handle the assignment. During this stage of delegation, Ricky may also take the opportunity to highlight the performance level he expects from Bill, and Bill has a chance to highlight the approach he will use to meet the goals.
Employee’s Range of Discretion
Ricky has the obligation to clarify the range of authority that he is willing to delegate to Bill as he handles the project. It is apparent that the project will require Bill to have access to some leadership power along the way so that he can deliver the required objectives. There is a high risk that when such a project is delegated by the manager to an employee, the employee assumes that he or she has equal power with the manager. Ricky should inform Bill about the powers he can exercise in the company following his acceptance of the delegated assignment.
Employee Participation
It is important for the manager delegating a task to an employee to give the employee a chance to take part in the discussion on the parameters of authority he or she will require. The manager should only be concerned about the end results of the project; hence, the employee should be allowed to decide which leadership powers he or she may require based on his or her plan. Employee participation is a source of motivation and empowerment of the employee involved (Robbins & Coulter, 2012). For instance, in Ricky’s case, he should allow Bill to weigh in on the amount of authority he will require. It is also important for Ricky to look into limiting the power he grants to Bill because there is always a risk of bias on the part of the employee to whom an assignment is being delegated.
Informing others about the Delegated Assignment
It is important to notify the employees who will be affected by the new arrangement. Ricky should look into identifying the employees that will work closely with Bill, and he should let them know about the authority delegated to Bill. This strategy will foster their cooperation with Bill, and it will make the project run more smoothly with Bill exercising some leadership power. It is important for Ricky to contact stakeholders outside the organization, who will be contacted by Bill.
Establishing Feedback Channels
Feedback channels during the project are vital for Ricky because he should provide oversight for the delegated assignment. Bill is entitled to the right to use his personal approach for the project, but he should deliver the objectives set by Ricky. Both parties should agree on a timeline for the delivery of short-term and long-term goals to avoid the risk of incurring time overruns on the project. Regular feedback from Bill will provide Ricky with the assurance that the project will be successful. The feedback will also provide Bill with a chance to consult with the manager whenever he faces big challenges in the project.
Reference
Robbins, S. P., & Coulter, M. (2012). Management (11th ed.). Upper Saddle River. NJ: Prentice-Hall.