How to become a manager: managerial responsibility

Each leader must constantly make decisions. For the decisions made and for the consequences of these decisions, he is undoubtedly responsible. Moreover, The more authority a manager has, the more his managerial responsibility. If the responsibility is less than the authority, administrative arbitrariness is likely. If authority is less than responsibility - management activities can be paralyzed.

How to identify scope of authority? It is determined by the resources thatthe head has the right to use, without coordinating this with higher authorities, as well as the number of subordinates who are obliged to follow his decisions (directly or indirectly). Managerial responsibility is all the more important the greater the authority of the head. It depends on the size of the organization, the dynamics of the business and the problems solved by the manager (how complex they are, important and diverse).

Management responsibility is primarily related to management decisions. How to make the most effective management decision? To make life easier for yourself and your subordinates, when making an administrative decision, one should listen to such advice:

• taking a managerial decision, take into account all the factors - apply a systematic approach;


• Develop a set of standard solutions: most situations fit into their framework;


• form a sufficient information base, but remember that extra information can interfere;


• accelerate and automate the implementation of your management decisions;


• give subordinates reasonable freedom of choice;


• consider the consequences of implementing the decision;


• commensurate your level of authority and the level of responsibility for the decision made (as discussed above);


• apply creativity;


• make decisions in a timely manner;


• involve those who are concerned about it;

Well the most important rule for making managerial decisions - this is still the same managerial responsibility. Even if the decision was made collectively, the responsibility is still on the head. Alas, but managerial responsibility is often ignored. When making current decisions, managers lose sight of the prospect, which ultimately negatively affects business.

How to make so that the managerial responsibility corresponded to powers and personnel management was carried out most effectively? Learn delegate authority. Of course, managerial responsibility in the delegation of authority is not shifted to subordinates. It simply increases the effectiveness of decision-making.

There are two main distribution of authority - centralization and decentralization. When centralizing authority management responsibility is focused onhigher levels of government. At the same time, management is strategically directed, decisions are made by competent people who understand the general situation, and managerial functions are not duplicated. However, with such a distribution of powers, the information is transmitted for a long time along the hierarchical ladder, often distorting at the same time. Often higher ranks do not know about specific situations. A centralized management process is often inflexible.

When decentralization of management managerial responsibility lies on the lowermanagement levels. This strategy makes the management flexible and maneuverable. The center is not overloaded with problems of secondary importance, information flows are reduced, and managerial responsibility rests with employees who are well versed in a particular situation. However, in this case, the management is not strategically directed, but tactically, coordination of management is difficult, which can lead to neglect of the interests of the organization as a whole, separatism and the destruction of the organization.

As with all extremes, both these strategies for allocating the powers of managerial responsibility in their pure form are ineffective. The manager should correctly combine them, skilfully distributing and delegating authority. Credentials are delegated from top to bottom. The authority of each individual employee should suffice exactly so that he can solve the tasks assigned to them. The credentials of employees who interact when making a decision must be balanced. Every employee should know from whom he gets authority, to whom - he transfers; to whom he is responsible for the decision, and who is responsible to him.

Managerial responsibility is an inalienableattribute of any leader, and "get rid" of it is impossible. Delegation of authority does not relieve the boss of managerial responsibility, but only helps maintain a balance between managerial responsibility and authority level. If you are not ready to assume managerial responsibility, you are not ready to become a boss.