Who is a delegated authority

By setting up a delegated authority with Pen, you have the opportunity to bring to market a distinct insurance product that builds on your knowledge of your customers, and precisely meets their insurance needs — be they movie companies, thatched home owners or business owners in your local area.

Pricing: Our in-house actuarial team includes pricing specialists who will ensure that the product is priced correctly ie it is as competitive as it can be for your market. Control: We understand that you not only want to control your product, but your service to your customers too, so while Pen can arm you with everything from wording to delivery, you remain in control of the service that you deliver.

Remuneration: Taking on a delegated authority will provide higher commission than if you sold the same product as an intermediary. Depending on the extent of the work transfer from us to you, your remuneration could increase — put simply, the more you do, the more you could earn.

What delegated authorities can we offer? They at the same time have to be obligatory towards the duties assigned to them. Responsibility is said to be the factor or obligation of an individual to carry out his duties in best of his ability as per the directions of superior. Responsibility is very important. Therefore, it is that which gives effectiveness to authority. At the same time, responsibility is absolute and cannot be shifted. Accountability, on the others hand, is the obligation of the individual to carry out his duties as per the standards of performance.

Therefore, it is said that authority is delegated, responsibility is created and accountability is imposed. Accountability arises out of responsibility and responsibility arises out of authority. Therefore, it becomes important that with every authority position an equal and opposite responsibility should be attached. Therefore every manager,i. Authority is the legal right of person or superior to command his subordinates while accountability is the obligation of individual to carry out his duties as per standards of performance Authority flows from the superiors to subordinates,in which orders and instructions are given to subordinates to complete the task.

It is only through authority, a manager exercises control. In a way through exercising the control the superior is demanding accountability from subordinates. If the marketing manager directs the sales supervisor for 50 units of sale to be undertaken in a month. If the above standards are not accomplished, it is the marketing manager who will be accountable to the chief executive officer. Therefore, we can say that authority flows from top to bottom and responsibility flows from bottom to top.

Accountability is a result of responsibility and responsibility is result of authority. Therefore, for every authority an equal accountability is attached. As a premium member, you get access to view complete course content online and download powerpoint presentations for more than courses in management and skills area.

View All Articles. But according to Dr. Scott Williams , delegating does much more than just get stuff off your plate. For one, the people who work for you will be able to develop new skills and gain knowledge. This prepares them for more responsibility in the future. Delegation empowers employees by enabling them to demonstrate their capability to take on new work.

There are several ways you can transfer responsibilities to employees depending on the needs of your workplace. You can use the following types of delegation of authority to assign tasks to various team members in the workplace :.

You can delegate the supervision of a particular department to another employee. You can assign an employee or group of employees to complete a specific project from start to finish.

For example, the marketing director could assign an advertising campaign to a project manager or project lead. The project manager then assembles a team of copywriters and designers to collaborate on the project. Each of these collaborators performs specific delegated duties. The marketing director has delegated authority to the project lead. The project lead might further delegate to the team if they are all skilled and familiar with the intent and desired outcomes. If the collaborators are mostly freelancers or more junior staff, the project lead may delegate tasks but hold onto authority and be more involved in monitoring the various tasks.

You can give one of your employees the power to make certain decisions so that you can focus on other work. For example, as a marketing director, you could delegate authority to the assistant marketing director to hire employees for the department when needed. When you need more information, you can ask employees to complete detailed research on the topic.

As the marketing manager, for instance, you may assign social media monitoring to a marketing assistant. In addition, identify a goal and purpose for the delegated functions. Your goal will determine the approach you take. Engage the employee in a specific conversation about the task you want to delegate.

Then make sure you both are in agreement regarding the task and the outcome you desire. This step is useful to set expectations and state the quality of work that needs to be completed. This is particularly important when delegating a stretch goal or something the person has not done before. If you think the employee might need some revision time, build it upfront.

This ensures that you do not end up at the deadline with an outcome that is different from the one you wanted. Clearly outline the level of authority you want the person to have. Different levels of authority include the following. Set regular checkpoints right at the beginning to provide support and follow-through. You can use checkpoints to review the work and give feedback or even provide encouragement and coaching.

He watched it grow slowly from a small side business, then suddenly he realized revenue had doubled. But because the growth was gradual, he never took steps to put a management system in place for a larger company. With everyone reporting to Kehne, he was stretched thin. Part of the solution was to implement an organizational chart. As managers and employees assumed their new roles, operations became increasingly smoother.

This allowed for even more growth.