Delegation as Experienced by Nurse Managers

Abstract

BACKGROUND: Since it is impossible to carry out organizational activities effectively without trust, managers are recommended
to expand trust atmosphere throughout their organizations due to its effect on all human's communication
aspects. Delegation of authority leads to the promotion of trust throughout organization and it would be the best tool for
managers to prove their trust to their personnel. Therefore, it is the nurse managers' responsibility to have adequate
knowledge of delegation and to apply it. Unfortunately, no comprehensive research has been carried out in this field in
Iran yet, and there is an informational gap in this field. The goal of this study was to determine the delegation as experienced
by nurse mangers.
METHODS: This study was a type of phenomenological qualitative research has been carried out in four selected subordinates
of Isfahan University of Medical Sciences in March/June 2001. The sample size of this research consisted of 14
managers as the information sources from three different ranks of superior level (matron), mid level (supervisor) and
executive level (head nurse). All participants underwent unstructured interviews as the data collecting technique for this
study. The obtained results analyzed using collizie method.
RESULTS: Nurse Managers had three forms of experiences on delegation phenomenon that were as the following: Lack
of authority for delegation and frustration experiences, delegation in minor affairs and lack of authority with superior's
sporadic unessential interference while neither of them was perfectly acquainted with this phenomenon. Managers' experienced
benefits were categorized in four dimensions as benefits concerning superiors, subordinates, hospitals and
patients. Experienced barriers were barriers pertaining to superiors, subordinates and situation.
DISCUSSION: In order to apply art and skill of delegation much better in nursing management it is necessary not only for
all nurse managers to get acquainted with delegation through educational services but also for nursing students as the
future nurse managers. Thus, the attitude of delegation can be inserted in nursing management. Obviously a change in
the attitude of matrons and superiors seems to be essential in this regard. It also should be mentioned that more qualitative
and quantitative researches in this field are needed.
KEY WORDS: Delegation, time management, metrons.