متى يتم التفويض

أولاً وقبل كل شيء، يجب أن يقرر المديرون متى يكون ملائماً انخراط مرءوسيهم في أداء مهام أو اتخاذ قرارات. يمكن أن تساعد الإجابات على الأسئلة الأساسية الخمسة الآتية – ويمكن أن تساعد المدير على التقرير. وتعتبر هذه الأسئلة ملائمة سواء كانت المهمة المخصصة سيتم تفويضها لفرد واحد أو لجماعة.

1. هل يمتلك المرؤوسون المعلومات أو الخبرة الضرورية (أو الأكثر امتيازاً)؟ في العديد من الأحوال، ربما يكون المرؤوسون في الواقع مؤهلين أفضل من مديريهم لاتخاذ قرارات وأداء مهام لأنهم أكثر إلماماً بتفضيلات العملاء، والتكاليف الخفية، وعمليات التصنيع ... إلخ، ويكونون أقرب للعمليات اليومية الفعلية.
2. هل يمتلك المرؤوسون التعهد الضروري لنجاح المشروع؟ إن المشاركة في عملية اتخاذ القرار تزيد التعهد بالقرار النهائي. عندما يعطي العاملون بعض حرية التصرف والاختيار في أداء مهمة (على سبيل المثال: ماذا، كيف، متى يؤدون العمل)، يجب انخراطهم في عملية اتخاذ القرار للتأكد من تعاونهم، وبينما ستزيد مشاركتهم من الوقت المطلوب لاتخاذ قرار، فإنها ستحدث تخفيضاً جوهرياً في الوقت المطلوب لتنفيذ القرار.
3. هل ستتسع قدرات المرؤوسين بهذه المهمة المعهودة إليهم؟ يمكن أن يصبح التفويض بسرعة تسمية سيئة في جماعة عمل إذا نظر إليه باعتباره آلية يستخدمها الرئيس للتخلص من مهام غير مرغوبة. وبالتالي يجب تجانس التفويض ويجب أن يعكس فلسفلة إدارية شاملة تؤكد على تنمية العاملين، ويجب أن يكون تحسين قدرات ومصالح المرؤوسين مركزياً في تفويض المهام.
4. هل يتقاسم المرؤوسون (مع الإدارات وبعضهم البعض) قيم و/ أو رؤى مشتركة؟ إذا لم يتقاسم المرؤوسون وجهة نظر مماثلة، ربما يقدمون حلولاً غير مقبولة، ووسائل غير ملائمة، وأخطاء صريحة، الأمر الذي يتطلب إشرافاً وثيقاً ومراقبةً متكررةً. فمن الأمور الحاسمة بيان رؤية واضحة ومجموعة من الأهداف للمرؤوسين. يمتلك المديرون ثلاثة أمور بشأن الوظيفة يجب أن يبلغوها لأولئك الذين يفوضون لهم: ماذا، كيف، ولماذا، لقد اكتشفت البحوث أن الأفراد المهمين يُبلغون دائما لماذا، لكن الأفراد الأقل أهمية غالباً ما يبلغون فقط ماذا وكيف. يمكن إبلاغ المرؤوسين عن كيفية تقدير المديرين لهم بالرسالة التي يقومونها. يجب أن تشمل لماذا.
5. هل يوجد وقت كافي لأداء وظيفة فعالة بالتفويض؟ ولتجنب سوء الفهم يجب أن يقضي المديرون وقتاً في شرح المهمة ومناقشة الإجراءات المقبولة والخيارات علاوة على ترتيب فرص لمراجعة سير العمل وطرح الأسئلة.

تسمح هذه الاعتبارات الخمسة للمديرين باتخاذ قرارات مبينة على معلومات بشأن متى يتم التفويض. كما تفيد في تقرير ما هو شكل التفويض الأكثر ملائمة لقرار أو مشكلة، بمعنى أنه بعد تقرير تفويض مهمة. يجب حينئذ أن يقرر المديرون سواء انخراط فرد واحد فقط أو فريق من المرؤوسين.

مبدأ التفويض:
1- السماح بالمشاركة في تفويض المهام: يجب السماح للمرؤوسين بالمشاركة في تحديد متى وكيف سيتم إنجاز المهمة المفوضة، وعندما يمكن، ماذا ستكون المهمة. صاغ برنارد (1938) "نظرية قبول السلطة" وفيها اقترح أن الأفراد سيقبلون وينجزون المهام فقط إذا تم استيفاء 4 شروط. أولاً، يجب أن يفهموا ما يطلب منهم عمله. ثانياً، يجب أن يدركوا أن المهمة متناسقة مع غرض وهدف المنشأة. ثالثاً، يجب أن يؤمنوا أن المهمة متجانسة مع مصالحهم الذاتية. رابعاً، يجب أن يستطيعوا أداء المهمة. تؤكد هذه الصياغة على أهمية الاتصال في اتجاهين أثناء عملية تفويض المهمة.
2- ترسيخ التكافؤ بين السلطة والمسئولية: هذه هي القاعدة العملية الأقدم والأعم في التفويض. من الأمور الشائعة أن يوزع المديرون العمل حتى يتجنبوا تكافؤ المسئولية، بمعنى إعطاء العاملين سلطات كثيرة جداً. فهذا الاختلال يؤدي إلى نقص تحديد المسئولية واحتمال أن يسئ المرؤوسون استخدام السلطة. ورغم أنه يجب احتفاظ المديرين دائماً بالمسؤولية النهائية عن المهام المفوضة، يجب تأكدهم من إعطاء المرؤوسين مسئولية أساسية عن تصرفاتهم.
3- تقديم دعم كاف للمهام المفوضة: يجب أن يقدم المديرون باستمرار المعلومات المعينة عندما تتاح للمرؤوسين الذين فوضت لهم مهام. وبالإضافة لهذا، من المهم علانية منح التقديرات عند نجاح المرؤوسين في المهمة المعهودة لهم، لكن عدم علانية اللوم عندما يعملون أخطاء. يجب أن تكون المكافآت علنية، ويجب أن يحدث التأديب سراً.
4- تركيب المساءلة على النتائج: يحب ألا يشرف المديرون عن قرب شديد بعد تفويض المهمة. يجب السماح للمرؤوسين بعمل اختيارات. يجب أن يراجع ويقيم المديرون نتائج المهمة المعهودة وليس الوسائل المستخدمة لإنجاز المهمة طالما لم يتم انتهاك سياسة الشركة والمعايير الأخلاقية. فالسماح للمرؤوسين بممارسة المبادرة بشأن كيفية معالجة مهمة هو مصدر مهم للابتكار في إجراءات الشركة.
5- التفويض بطريقة متناسقة: يجب على المديرين أن يفوضوا بطريقة متناسقة ليس فقط عندما تزيد أعباء العمل عليهم أو يتعرضوا لضغط زمني.
6- تجنب التفويض لأعلى: يجب أن يتجنب المديرون ترك المرؤوسين يعيدون تفويض العمل المخصص لهم للمدير. غالباً ما يطلب المرؤوسون النصح من المدير، يطلبون من المدير حل مشكلة لهم، أو بطريقة أخرى يشيرون إلى أنهم لا يعرفون كيفية حل المشكلة بدون تدخل المدير، وهلم جراً. لكن عندما يقبل المدير المسئولية عن تقديم حلول بديلة لمشكلة المرؤوس، يصبح المرؤوس هو المدير (على سبيل المثال، يمكنه الآن أن يحاسب المدير عن الأداء)، ويصبح المدير هو المرؤوس. بدلاً من ذلك يجب أن يصر المديرون أن يقوم المرؤوسون بتقديم توصية من أجل حل بدلاً من طلب النصح. الأسئلة مثل: "ما رأيك؟" "ماذا فعلت حتى الآن؟" "ماذا ستكون خطوة أولى جيدة؟" توصل توقعات المدير بشان المبادرة والمسئولية

 

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