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1
Overgaard, Nicholas, and Mirka Loiselle. "Authority Delegation." Scientonomy: Journal for the Science of Science 1 (September 7, 2016): 11–18. http://dx.doi.org/10.33137/js.v1i0.27065.
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In this paper, we introduce a new concept to the field of scientonomy, that of authority delegation. Authority delegation is, in essence, a type of relation between distinct scientific communities whereby one community both recognizes another as an expert on a particular topic and will accept the theories it is told by the expert community over the same topic. Importantly, authority delegation is not a new fundamental ontological category along with theory and method. We show that authority delegation is reducible to the more basic concepts of theory and method. Furthermore, we suggest that authority delegation comes in two forms: one-sided authority delegation and mutual authority delegation.Suggested Modifications[Sciento-2016-0003]: Accept the notion of authority delegation:Authority Delegation ≡ community A is said to be delegating authority over topic x to community B iff (1) community A accepts that community B is an expert on topic x and (2) community A will accept a theory on topic x if community B says so.[Sciento-2016-0004]: Provided that the preceding modification [Sciento-2016-0003] is accepted, accept the following notions of mutual and one-sided authority delegation, as subtypes of authority delegation: Mutual authority delegation ≡ communities A and B are said to be in a relationship of mutual authority delegation iff community A delegates authority over topic x to community B, and community B delegates authority over topic y to community A.One-Sided authority delegation ≡ communities A and B are said to be in a relationship of one-sided authority delegation iff community A delegates authority over topic x to community B, but community B doesn’t delegate any authority to community A.
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Lyons, Paul R. "Making the case for manager delegation of authority." Human Resource Management International Digest 24, no. 5 (July 11, 2016): 1–3. http://dx.doi.org/10.1108/hrmid-03-2016-0025.
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Purpose The purpose of this paper is to present some of the foundational characteristics of the effective delegation of authority. Taken from a broad array of research and opinion, the fundamental aspects are given clear exposition. Design/methodology/approach Addressed in this paper are several areas that establish the basis for effective delegation to include the psychology of delegation, potential benefits, delegation and high performance human resource management practices, and fears of actually delegating authority. Findings Findings are grounded on actual practices which have been researched. There is a “science” to manager delegation of authority, and the critical information about how to delegate is presented. Originality/value This work gives shape to the actions that help to create effective delegation. There are many benefits that accrue from effective delegation, and these benefits are often under-represented.
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Tunny, Hasna, and Irhamdi Achmad. "The Relationship between Delegation of Medical Personnel Authority to Nurses and Nurse Job Satisfaction." Fundamental and Management Nursing Journal 7, no. 1 (April 1, 2024): 25–32. http://dx.doi.org/10.20473/fmnj.v7i1.42455.
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Introduction: Nurses, in carrying out their daily duties, deal directly with medical personnel and the patients they handle. There is a demand to provide health services responsibly by applying treatment according to procedures. Collaborative relationships between doctors and nurses are often a complex problem. Nurses work on delegation of authority (delegation, mandate, and other authorities). This act of delegation of authority affects nurse job satisfaction. The purpose of this study was to determine the relationship between the delegation of authority for medical action from doctors to nurses with the job satisfaction of nurses. Methods: A quantitative descriptive design with a cross-sectional approach was applied to this study. The sample size was calculated through appendicitis pre-operative cases and 60 nurses were involved. Data was collected by self-report study and analyzed using the chi-square test. Results: There is a relationship between the delegation of authority and nurse job satisfaction, delegation (0.000), mandate (0.015), and other authorities (0.000). The process of delegation is more on carrying out doctor's orders or instructions written on the patient's status or medical record. Conclusions: There is an appropriate delegation of authority relationship. This is proven by the process of delegating authority; Hospitals did not apply a standard report on delegation. Nurses' job satisfaction was related to service fees that were also shared with doctors. Re-socialize the delegation process, hospitals need to provide delegation standard reports. This strategy might legally support nurses for their independent, collaborative interventions, and nurse’s authority as well.
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Patton, Paul. "Epistemic Tools and Epistemic Agents in Scientonomy." Scientonomy: Journal for the Science of Science 3 (December 26, 2019): 63–89. http://dx.doi.org/10.33137/js.v3i0.33621.
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The only subtype of epistemic agent currently recognized within scientonomy is community. The place of both individuals and epistemic tools in the scientonomic ontology is yet to be clarified. This paper extends the scientonomic ontology to include epistemic agents and epistemic tools as well as their relationship to one another. Epistemic agent is defined as an agent capable of taking epistemic stances towards epistemic elements. These stances must be taken intentionally, that is, based on a semantic understanding of the epistemic element in question and its available alternatives, with reason, and for the purpose of acquiring knowledge. I argue that there can be both communal and individual epistemic agents. Epistemic agents are linked by relationships of authority delegation based on their differing areas of expertise. Having established the role of epistemic agents in the process of scientific change, I then turn to the role of epistemic tools, such as a thermometer, a text, or a particle accelerator in epistemic activities. I argue that epistemic tools play a different role in scientific change than do epistemic agents. This role is specified by an agent’s employed method. A physical object or system is an epistemic tool for some epistemic agent if there is a procedure by which the tool can provide an acceptable source of knowledge for answering some question under the employed method of the agent. An agent is said to rely on such a tool.
Suggested Modifications
[Sciento-2019-0014]: Accept the following definition of epistemic agent:
Epsitemic Agent ≡ an agent capable of taking epistemic stances towards epistemic elements.
[Sciento-2019-0015]: Accept that there are two types of epistemic agents – individual and communal. Also accept the following question as a legitimate topic of scientonomic inquiry:
Applicability of the Laws of Scientific Change to Individuals: do the scientonomic laws apply to individual epistemic agents?
[Sciento-2019-0016]: Accept the term epistemic tool, with the following definition:
Epistemic Tool ≡ a physical object or system is an epistemic tool for an epistemic agent, when there is a procedure by which the tool can provide an acceptable source of knowledge for answering some question under the employed method of that agent.
[Sciento-2019-0017]: Accept the following definition of authority delegation, which generalizes the currently accepted definition to apply to all epistemic agents:
Authority Delegation ≡ epistemic agent A is said to be delegating authority over question x to epistemic agent B iff (1) agent A accepts that agent B is an expert on question x and (2) agent A will accept a theory answering question x if agent B says so.
Also accept the following redefinitions of subtypes of authority delegation, including mutual authority delegation, one-sided authority delegation, singular authority delegation, multiple authority delegation, hierarchical authority delegation, and non-hierarchical authority delegation:
Mutual Authority Delegation ≡ epistemic agents A and B are said to be in a relationship of mutual authority delegation iff A delegates authority over question x to B, and B delegates authority over question y to A.
One-Sided Authority Delegation ≡ epistemic agents A and B are said to be in a relationship of one-sided authority delegation iff A delegates authority over question x to B, but B doesn’t delegate any authority to A.
Singular Authority Delegation ≡ epistemic agent A is said to engage in a relationship of singular authority delegation over question x iff A delegates authority over question x to exactly one epistemic agent.
Multiple Authority Delegation ≡ epistemic agent A is said to engage in a relationship of multiple authority delegation over question x iff A delegates authority over question x to more than one epistemic agents.
Hierarchical Authority Delegation ≡ a sub-type of multiple authority delegation where different epistemic agents are delegated different degrees of authority over question x.
Non-Hierarchical Authority Delegation ≡ a sub-type of multiple authority delegation where different epistemic agents are delegated the same degree of authority over question x.
[Sciento-2019-0018]: Accept the relationship of tool reliance can obtain between epistemic agents and epistemic tools. Accept the following definition of tool reliance:
Tool Reliance ≡ an epistemic agent is said to rely on an epistemic tool when there is a procedure through which the tool can provide an acceptable source of knowledge for answering some question under the employed method of that agent.
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Sajadi, Haniye Sadat, Maryam Nazari, Leila Mounesan, Fatemeh Rajabi, and Laleh Ghadirian. "Identifying Effective Strategies for More Delegation of Authority to Managers: A Case Study." Depiction of Health 11, no. 4 (September 8, 2020): 305–15. http://dx.doi.org/10.34172/doh.2020.39.
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Background and Objectives: It is difficult to run current organizations without delegating some of the authority to management levels. Despite the importance of delegating authority to managers, this seems to have been neglected in organizations. The aim of this study was to identify effective strategies for delegation of authority in Tehran University of Medical Sciences. Material and Methods: The present study was conducted in 2019 in two stages. In the first stage, existing strategies to increase the willingness of managers to delegate authority were extracted through a review study. In the second stage, by conducting 18 semi-structured face-to-face interviews and holding a focused group meeting, effective and appropriate solutions were identified to increase the desire of managers to delegate authority at the university from the perspective of stakeholders. At this stage, data were analyzed by thematic analysis method by 2 people. Results: The review of studies showed two groups of strategies at the organizational and individual levels to increase the willingness of managers to delegate authority. The effect of implementing the solutions has not been fully investigated in previous studies. In the analysis of qualitative findings, three themes (including the importance of delegation at the university management levels, barriers to delegation at university and effective strategies for delegation to administrators at the university) and four sub-themes (including clarification of the delegation process, teaching how to delegate, establishing methods Correct monitoring and evaluation and the use of motivational methods appropriate to the performance of managers) were identified. Conclusion: with regard to the most important barrier to delegation at the managerial level is process-related, it is suggested that the training method and process of performance appraisal and organizational reward be reviewed to increase skills and motivate further delegation. So that, measure the effectiveness and implementation considerations, it is recommended to conduct further studies on the effective implementation of strategies and to monitor and evaluate the effects of the implementation of strategies.
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Tomizh, Hasan M., Mohd Saiful Izwaan Saadon, Aleef Omar Shah Bin Nordin, and Yousef Amin Salman Almahasneh. "The mediating effect of job satisfaction on the relationship between the delegation of authority and the performance of employees." Corporate Governance and Organizational Behavior Review 6, no. 4 (2022): 100–109. http://dx.doi.org/10.22495/cgobrv6i4p9.
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The current study aims to examine the relationship between the delegation of authority and employee performance in the banking sector in Palestine. Delegating authority explores new competencies and experiences that increase the quantity and quality of performance (Al-Jammal, Al-Khasawneh, & Hamadat, 2015). The concept of delegation of authority is gaining increasing attention by human resources management in large organizations because the concept of delegation of authority is one of the most important concepts used in the practice of management (Muhammad & Kazmi, 2020). A questionnaire was used to collect data and 300 questionnaires were distributed after being reviewed by a panel of experts. The Social Package for the Social Sciences (SPSS) was used to analyze and process the data, and the study found that there is a positive relationship between the delegation of authority and performance. This relationship mediates job satisfaction, as delegation contributes to increased job satisfaction, thus, job satisfaction increases the quality of performance. The current research recommended that additional efforts should be invested to enhance the culture of delegation of power and attention to the state of job satisfaction among workers in banks as well as other institutions and that future research should focus on finding new ways to ensure improvement in the quality of performance in the banking sector in Palestine
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., Rustiari. "IMPLEMENTASI KEBIJAKAN PELIMPAHAN SEBAGIAN KEWENANGAN BUPATI KEPADA CAMAT." Jurnal Paradigma (JP) 2, no. 1 (July 5, 2017): 86. http://dx.doi.org/10.30872/jp.v2i1.345.
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The implementation of policies relating to the delegation of partial authority district to district, from 13 (thirteen) delegated areas not implemented well. The main purpose of this article to explains the implementation of delegating policy from head of district to head of subdistricts in Tenggarong. At the macro level policy of delegation of partial authority from the Head Regent to subdistrict particularly in Tenggarong can not run completely.
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Loiselle, Mirka. "Multiple Authority Delegation in Art Authentication." Scientonomy: Journal for the Science of Science 1 (May 19, 2017): 41–53. http://dx.doi.org/10.33137/js.v1i0.28233.
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In this paper, I expand upon the research on authority delegation begun by Overgaard and myself in our 2016 paper Authority Delegation. I argue that singular authority delegation – in which a community delegates authority over a given topic to a single expert community – should be distinguished from cases of multiple authority delegation. A community engages in multiple authority delegation iff that community delegates authority over a given topic to more than one expert community. Furthermore, multiple authority delegation can be further divided into two types: hierarchical and non-hierarchical. I examine two cases of authority delegation in the art market and argue that these cases model instances of hierarchical authority delegation.Suggested Modifications[Sciento-2017-0007]: Accept the following definitions of subtypes of authority delegation: Singular authority delegation ≡ community A is said to engage in a relationship of singular authority delegation over topic x iff community A delegates authority over topic x to exactly one community.Multiple authority delegation ≡ community A is said to engage in a relationship of multiple authority delegation over topic x iff community A delegates authority over topic x to more than one community. Hierarchical authority delegation ≡ a sub-type of multiple authority delegation where different communities are delegated different degrees of authority over topic x.Non-hierarchical authority delegation ≡ a sub-type of multiple authority delegation where different communities are delegated the same degree of authority over topic x. [Sciento-2017-0008]: Accept the following reconstruction of the contemporary authority delegation structure in the art market regarding the works of Monet: A work claimed to be by Monet is authentic if it is considered authentic by the Wildenstein Institute.[Sciento-2017-0009]: Accept the following reconstruction of the contemporary authority delegation structure in the art market regarding the works of Picasso: A work claimed to be by Picasso is authentic if it is has been certified as authentic by both Maya Widmaier-Picasso and Claude Ruiz-Picasso.[Sciento-2017-0010]: Accept the following reconstruction of the authority delegation structure in the art market regarding the works of Modigliani between 1997 and 2015: A work claimed to be by Modigliani is authentic iff (1) it is in the Ceroni catalogue raisonné or (2) if it is not in catalogue and has been certified as authentic by Marc Restellini.[Sciento-2017-0011]: Accept the following reconstruction of the contemporary authority delegation structure in the art market regarding the works of Renoir: A work claimed to be by Renoir is authentic iff (1) it has been certified as authentic by the Wildenstein institute or (2) it has not been dismissed by the Wildenstein institute and it is included in the Bernheim-Jeune catalogue.
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Ahmadi, Candra, Hasnati Hasnati, and Indra Afrita. "PELIMPAHAN WEWENANG SECARA DELEGATIF KEPADA PERAWAT TERHADAP TINDAKAN SIRKUMSISI BERDASARKAN UNDANG-UNDANG NOMOR 38 TAHUN 2014 TENTANG KEPERAWATAN." JOURNAL OF SCIENCE AND SOCIAL RESEARCH 5, no. 3 (October 20, 2022): 602. http://dx.doi.org/10.54314/jssr.v5i3.996.
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Abstract: Health services to the community include promotive, preventive, curative and rehabilitative services. On of the health services in the field of promotive and preventive is circumcision (sunat/khitan). Circumcision in indonesia is a common practice in society based on religious guidance, customs, or cultural and social guidailines. Circumcision usually done by most nurses in carrying out independent practice. Circumcision according to law number 29 of 2009 concerning medical practice is an invasive procedure or minor surgery under the authority of a doctor. These actions can be carried out by nurses with delegation of authority either by mandate or by delegative. The delegation of authority to nurses based on law number 38 of 2014 concerning nursing is only general in nature and is not clear and detailed. Avoiding overlapping authorities, this study analyzes the extent of delegation, of authority and legal responsibilities in the delegation. Keywords: circumcision, delegation of authority, delegative, nursing law Abstrak: Pelayanan kesehatan terhadap masyarakat meliputi pelayanan promotif, preventif, kuratif dan rehabilitatif. Salah satu pelayanan kesehatan di bidang promotif dan preventif adalah sirkumsisi (sunat/khitan). Sunat/khitan di Indonesia merupakan tindakan yang lazim di tengah masyarakat berdasarkan tuntunan agama, kebiasaan adat istiadat atau budaya dan sosial. Khitan sudah biasa dilakukan sebagian besar perawat dalam menjalankan praktek mandiri. Tindakan sirkumsisi menurut Undang-Undang Nomor 29 Tahun 2009 tentang Praktik Kedokteran merupakan tindakan invasif atau bedah minor yang merupakan kewenangan dokter. Tindakan tersebut dapat dilakukan oleh perawat dengan pelimpahan wewenang baik secara mandat atau delegasi. Pelimpahan wewenang kepada perawat berdasarkan Undang-Undang Nomor 38 Tahun 2014 Tentang Keperawatan hanya bersifat umum dan tidak jelas dan rinci. Menghindari terjadinya tumpang tindih kewenangan, penelitian ini menganalisis sejauh mana pelimpahan wewenang secara delegasi dan tanggung jawab hukum dalam pedelegasian tersebut. Kata kunci: sunat, pendelegasian wewenang, pendelegasian, hukum keperawatan
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Yani, Sri, Sabir Alwy, and Mappeaty Nyorong. "Legal Protection of Nurses in Delegating Authority in Medical Actions." Jurnal Kesehatan Manarang 6, no. 1 (July 28, 2020): 8. http://dx.doi.org/10.33490/jkm.v6i1.133.
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Delegation of authority is the process of transferring tasks to other legitimate or legitimate people in carrying out various activities aimed at achieving certain goals. In the implementation of the delegation of the authority of medical action from doctors to nurses must be carried out in writing and the mechanism for implementing the delegation of authority must be clear. This study aims to determine the legal protection of nurses in the implementation of the delegation of authority on medical actions and the mechanism of implementing the delegation of doctor's authority to nurses. The research method used is empirical legal research by interviewing and filling out questionnaires as primary data and the legal approach and conceptual approach. Data is analyzed qualitatively. The results showed that most of the knowledge of medical personnel (83.3%) and nurses (88.9%) regarding the delegation of authority and legal protection to medical actions was still lacking. This is because medical personnel and nurses do not know about legislation related to the delegation of authority from medical personnel to nurses. The West Sulawesi Provincial General Hospital and the Mitra Manakarra Mamuju Hospital are still using doctor's instructions as a form of delegation and consider the implementation of delegation of authority from doctors to nurses as a routine activity that is usually done. The delegation implementation mechanism in the form of a special format for delegation, hospital leadership decree and standard delegation operational procedures has never been made. This will affect the implementation of the delegation of authority of medical personnel to nurses. As a result, medical personnel and nurses have not been guaranteed maximum legal protection in hospitals. The conclusion states that the statutory regulations regarding the delegation of authority from medical personnel to nurses and the mechanism of delegation have not been optimally implemented
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Jusdienar, Akka Latifah, Ahmad Firdaus, and Yuniria Zendrato. "DELEGATION OF AUTHORITY AND EMPLOYEE PERFORMANCE AFFECT MANAGEMENT DECISION MAKING EFFECTIVENESS IN PT. SOLUSI GUNA SEJAHTERA-BEKASI." Fokus Ekonomi : Jurnal Ilmiah Ekonomi 19, no. 1 (June 6, 2024): 31–41. http://dx.doi.org/10.34152/fe.19.1.31-41.
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This study explores the relationship between effective Delegation of authority and employee performance, highlighting the importance of clear communication, trust-building, and well-defined responsibilities in managerial decision-making. It examines the role of Delegation as a strategic tool for managers to empower employees and the impact of employee performance on management decision-making. High-performing employees can contribute valuable insights, innovative ideas, and data-based recommendations, while poor performance can lead to errors, misjudgments, and suboptimal choices. The interaction between Delegation and employee performance is analyzed, revealing a symbiotic relationship. Effective Delegation can stimulate employee engagement and motivation, leading to improved performance, while outstanding performance can strengthen managers' confidence in delegations, allowing them to entrust more responsibility to employees. On a scale of 1 to 5, the statements in the questionnaire are rated. SEM (Structural Equal Model) analysis on SmartPLS 4.0 in use the research findings indicate that (1) employee performance positively influences managerial decision-making, and (2) delegation positively influences managerial decision-making.
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Shageev, Denis A. "Analytic hierarchy process based method for delegating authority and responsibility in an organization." Vestnik of Saint Petersburg University. Management 19, no. 4 (2020): 542–73. http://dx.doi.org/10.21638/11701/spbu08.2020.406.
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There are only a few scientific sources in domestic and foreign citation databases where the methodical aspects on the topic of delegation of authority and responsibility in the organization at the average and higher levels have been elaborated. Today there is a need for further development of the delegation methods in economic and management science. The decisions made on delegation should have practical applicability, efficiency, possibility of integration with information technologies and mathematical methods, availability of a clear algorithm, the ability to confi rm or disprove the need for delegation by a set of different methods, the ability to assess the effect (effectiveness) of decisions. A methodology for delegating authority and responsibility in an organization based on the hierarchy analysis method that meets these requirements is proposed. The paper presents the results of the methodology approbation in a large commercial networks of one of the Russian megacity. Two problem situations of the network which required effective management decisions through the delegation of authority and responsibility were studied with the help of the developed logical algorithm. Th e analytic hierarchy process based method was used to implement delegation process by means of the Mpriority computer program. The results of delegation led to positive changes in performance indicators. The first situation showed a signifi cant reduction in the indicators of delayed orders and complaints, conflicts with customers, expressed in monetary terms. The second situation showed the increase in the customer base and profit growth. After solving both problems, the users of the method confi rmed its relevance.
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Basri, Abdul Rahman, Akbar Silo, Yosephina Ohoiwutun, and Untung Muhdiarta. "Efektivitas Pelimpahan sebagian Kewenangan Bupati Kepada Kepala Distrik di Kabupaten Jayapura." JURNAL EKOLOGI BIROKRASI 12, no. 1 (June 17, 2024): 38–60. http://dx.doi.org/10.31957/jeb.v12i1.3917.
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Since the implementation of Law Number 23 of 2014 concerning Regional Government, Jayapura Regency has adopted a policy of delegating authority as an effort to improve the efficiency and effectiveness of government administration at the district level. This study aims to analyze the effectiveness of the delegation of authority from the Regent of Jayapura to the District Heads based on the Jayapura Regent Regulation Number 13 of 2019 on the Delegation of Partial Authority from the Regent to the District Heads to Perform Certain Local Government Affairs. This study uses a qualitative approach with data triangulation methods, including indepth interviews, observations, and document analysis. The results show that although there are some successes in the implementation of delegated authority, various obstacles remain, such as mismatches between the delegated authority and district capacities, lack of trained and competent human resources, and budget limitations. Additionally, the delegation process often lacks adequate accountability and transparency systems. The study also found that unclear policies and regulations, as well as complex bureaucratic processes, hinder the effectiveness of the delegated authority implementation. Some district heads feel that the delegated authority is insufficient to enable them to make quick and accurate decisions to serve local community interests. Recommendations from this study include improving human resource capacity at the district level, enhancing accountability and transparency systems, and simplifying bureaucratic processes to support the effectiveness of delegated authority. Thus, it is expected that the delegation of authority from the Regent of Jayapura to the District Heads can run more optimally and contribute positively to regional development and the improvement of public service quality
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Kritzman-Amir, Tally. "Privatization and Delegation of State Authority in Asylum Systems." Law & Ethics of Human Rights 5, no. 1 (May 1, 2011): 194–215. http://dx.doi.org/10.2202/1938-2545.1057.
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One of the measures taken by states to relieve the burden of providing for asylum seekers and refugees is privatization and delegation of asylum regimes. I analyze the privatization and delegation of authority that is taking place within asylum systems and describe three tiers of privatization/delegation: 1. admission at points of entry or criminalization of undocumented entry, 2. status determination, 3. social integration and provision of social and economic rights and benefits. I then ask why states are privatizing and delegating authority within the context of asylum systems and argue that privatization and delegation of authority are intended to be used to maintain control and reduce immigration and integration of asylum seekers. Governments are often helpless in their attempts to manage refugee migration and need to recruit other sectors to assist them in regaining control over immigration. This tool is particularly instrumental as it allows governments to maintainto a large extentcontrol of immigrations and at the same time distance themselves from their responsibilities, from human rights violations, etc. Governments attempt to have private or other actors carry out acts that they cannotwhether because of practical reasoning or due to legal constraints. Finally, I argue that asylums systems are a special locus; thus, special care, great caution, much regulation, or complete refrain from privatizing at all, is paramount since privatization of asylums systems carries unique and severe consequences.
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Sandy, Bill, and Eti Arini. "PENGARUH PELIMPAHAN WEWENANG TERHADAP EFEKTIFITAS KERJA KARYAWAN HOTEL DI KABUPATEN LEBONG." Jurnal Entrepreneur dan Manajemen Sains (JEMS) 4, no. 2 (July 27, 2023): 445–56. http://dx.doi.org/10.36085/jems.v4i2.5067.
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The aims of study were to describe the effectiveness of employee work, the delegation of authority that has been running and to analyze the effect of the delegation of authority with the work effectiveness of the Hotel, Lebong Regency. This research was conducted at the Hotel, Lebong Bengkulu Regency. This research is analytical research with quantitative method using cross sectional approach. The populations were all employees of the Hotel, Lebong Bengkulu Regency as many as 50 people. The analysis method used the results of descriptive analysis, bivariate analysis and simple linear regression. The results showed that the work effectiveness described on all indicators of work effectiveness showed a good category. The delegation of authority that has been running at the Hotel, Lebong Regency, shows a good category. The delegation of authority has a positive and significant effect on the work effectiveness of the Hotel, Lebong Regency. Based on linear regression analysis, the hypothesis which states that the delegation of authority has a significant effect on work effectiveness is accepted. The conclusion of the study is that the delegation of authority affects the effectiveness of employees' work. Keywords: effectiveness, hotel, work, delegation and authority
Keywords: effectiveness, hotel, work, delegation and authority
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Sanaki, Abdul Anwar, Djohermansyah Djohan, and Sampara Lukman. "Revitalisasi Peran Perangkat Kewilayahan Melalui Pelimpahan Sebagian Kewenangan Bupati Fakfak Kepada Kepala Distrik Fakfak." Jurnal Kajian Pemerintah: Journal of Government, Social and Politics 9, no. 2 (October 30, 2023): 59–72. http://dx.doi.org/10.25299/jkp.2023.vol9(2).14723.
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The authority given to several fields overlaps, for example authority has been given in accordance with Regent Regulation Number 33 of 2012 concerning the Delegation of Part of the Regent's Authority to District Heads in the Fakfak Regency Government Environment, but in practice this is not the case, the agencies at the Regency level are in charge of the field/sector In fact, they almost never coordinate with the District, so that the functions of the District according to Regent Regulation Number 33 of 2012 are not carried out properly. This research uses a qualitative method with a descriptive approach using theory from Iglesias (Kaho, 1997: 59) with primary and secondary data sources. Data collection techniques were carried out using interviews, observation and documentation, data analysis techniques used were data reduction and drawing conclusions. Based on the research results, it was concluded that the ideal revitalization of the role of regional apparatus through delegating the authority of the Regent of Fakfak to the Head of the Fakfak District must be followed by increasing financial capacity, apparatus capability, community participation and non-human resource capabilities. The implementation of the role of regional apparatus through the delegation of part of the authority of the Regent of Fakfak to the Head of the Fakfak District has not been optimal, where the delegation of authority for the fields of government, economic development, education and health and civil service has not been fully followed by giving full authority to the Head of the District, or it seems still half-hearted because The district head's space for movement is always monitored by the regent regarding the implementation of his authority. The process of delegating authority is still not able to run optimally because the district's resources are still limited so that service activities are not yet optimally felt by the community.
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Haseran, Achmadi. "Pengaruh Pendelegasian Wewenang dan Pengawasan Terhadap Kinerja." REVITALISASI 11, no. 1 (June 22, 2022): 88. http://dx.doi.org/10.32503/revitalisasi.v11i1.2540.
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This reseacrh aims to determine the effect of delegation of authority and controlling on employee performance at Sukses Mitra Sejahtera, PT at Kediri district. The population in this research are 584 people, the sampling technique used the Simple Random Sampling and obtained a sample of 85 people. This research uses descriptive statistical analysis method with hypothesis testing using SPSS version 22 software program. Based on the results of the F test, it is proven that the variable delegation of authority and controlling are simultaneously affect employee performance, indicated by a significant value of 0.000 <0.05. The t-test shows that the delegation of authority variable has a partial effect on employee performance. This is indicated by the significant value for delegation of authority variable is 0.150, it means that the possibility of delegation of authority does not affect performance is 15%. The rest there is still an 85% possibility that the delegation of authority has an influence on employee performance and for the controlling variable it has a partial effect on employee performance. This is evidenced by a significance level of 0.001 < 0.05. The coefficient of determination test shows that the value (R Square) is 0.264. It means that the effect of delegation of authority and controlling variables on employee performance is 26,4%.
Keywords: Delegation of authority, Controlling, Employee Perfomance
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Lastini, Ketut, Endang Sutrisno, and Taty Sugiarti. "PERLINDUNGAN HUKUM PROFESI BIDAN DALAM PELIMPAHAN WEWENANG TINDAKAN MEDIS." Mimbar Keadilan 13, no. 2 (July 15, 2020): 131–40. http://dx.doi.org/10.30996/mk.v13i2.3324.
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AbstractMedical actions taken by the midwife and cause medical problems, will potentially lead to lawsuits, if the Midwife does not carry out the transfer of authority in accordance with statutory regulations. The problem is how the form of legal protection for the midwife profession in connection with the delegation of authority in carrying out medical actions, this is intended to examine the form of legal protection, with a normative juridical research approach. The delegation of authority for medical actions is regulated in various regulations. In reality, in daily practice, there are hospitals that have not yet managed the technical operational aspects regarding the delegation of authority over medical procedures, how the mechanism for delegating authority, or what types of medical actions can be delegated or delegated. Juridical consequences if there are allegations of abuse of authority can lead to civil and criminal lawsuits.Keywords: delegation of authority; medical treatment; midwifeAbstrakTindakan medis yang dilakukan oleh bidan dan menimbulkan masalah medis,akan berpotensi terjadinya tuntutan hukum, jika Bidan tidak melaksanakan pelimpahan wewenang sesuai dengan peraturan perundang-undangan. Persoalannya bagaimanakah bentuk perlindungan hukum profesi bidan sehubungan dengan pelimpahan wewenang dalam melaksanakan tindakan medis, hal ini dimaksudkan untuk menelaah bentuk perlindungan hukumnya, dengan pendekatan penelitian yuridis normatif. Pelimpahan wewenang tindakan medis sudah diatur dalam berbagai regulasi. Kenyataan dalam praktek sehari-hari, masih ada rumah sakit yang belum mengatur secara teknis operasional tentang pelimpahan wewenang tindakan medis, bagaimana mekanisme pelimpahan wewenang, maupun jenis-jenis tindakan medis apa saja yang bisa dilimpahkan secara delegasi maupun mandat. Konsekuensi yuridis jika ada dugaan penyalahgunaan wewenang dapat menimbulkan gugatan perdata maupun pidana.Kata kunci: bidan; pelimpahan wewenang; tindakan medis
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Astariyani, Ni Luh Gede, and I. Gusti Ngurah Wairocana. "Delegation of Governor Regulation in Ensuring Utility and Justice." Jurnal Magister Hukum Udayana (Udayana Master Law Journal) 8, no. 3 (September 30, 2019): 302. http://dx.doi.org/10.24843/jmhu.2019.v08.i03.p02.
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Delegation means delegation of authority to make Law and Regulations. Article 246 paragraph (1) of Act No. 23 of 2014 on Regional Government stipulates that “to implement the Regional Regulation or over the power of Law and Regulations, the Head of Region shall pass the Head of Region Regulation.” The words "implement" and "over the power" which contains ambiguity of command cause philosophical problem related to the validity value. It becomes a sociological problem if such delegation cannot predict the dynamics of society. Furthermore, it becomes a juridical problem due to the existence of vague norm which creates multi interpretation which could potentially miss the aim of delegation of regulation. Specifically, this article has specific aims to examine philosophically concerning the need for delegations of authority to regulate, examine and find the direction of regulation in the delegation of regulation to governor regulation in ensuring utility and justice. This is a normative legal research with literature study which employs statute, philosophy, theories, conceptual and contextual approaches. The study so that with regard to the philosophical basis, delegation of regulation to Governor Regulation is needed to formulate technical and detail norms, the urgent factor contained herein as well as brief discussion and The direction of regulation to the Governor Regulation in the Regional Government Act to implement Regional Regulation or over the power of law and regulations. Such direction is based on command from the higher law and regulations, or established based on delegation.
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Kräkel, Matthias. "On the delegation of authority." Journal of Economic Behavior & Organization 191 (November 2021): 965–81. http://dx.doi.org/10.1016/j.jebo.2021.09.033.
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Fehr, Ernst, Holger Herz, and Tom Wilkening. "The Lure of Authority: Motivation and Incentive Effects of Power." American Economic Review 103, no. 4 (June 1, 2013): 1325–59. http://dx.doi.org/10.1257/aer.103.4.1325.
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Authority and power permeate political, social, and economic life, but empirical knowledge about the motivational origins and consequences of authority is limited. We study the motivation and incentive effects of authority experimentally in an authority-delegation game. Individuals often retain authority even when its delegation is in their material interest—suggesting that authority has nonpecuniary consequences for utility. Authority also leads to overprovision of effort by the controlling parties, while a large percentage of subordinates underprovide effort despite pecuniary incentives to the contrary. Authority thus has important motivational consequences that exacerbate the inefficiencies arising from suboptimal delegation choices. (JEL C92, D23, D82)
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Lee, Douglas W., Daniel W. Fitzick, and Ellen J. Bass. "Simulating Human Performance of Task Sharing: Modeling Task Delay and Delegation of Authority." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 61, no. 1 (September 2017): 786–90. http://dx.doi.org/10.1177/1541931213601680.
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In systems that support dynamic allocation of work across human and autonomous agents, analyzing the implications of task sharing can support operational concept development. Computational tools should address not only the taskwork but also the teamwork emerging from the allocation. This paper describes a computational human agent model that manages work by executing or delaying the execution of the task, or by delegating activities to other agents. The agent considers its capacity and strategies for delegation to coordinate with other agents. Using a framework for simulating multiple types of agents, case studies apply this computational human agent model to the evaluation of a concept of operation that distributes work across an air traffic controller capable of delegating and flight deck crews. The case studies show how capacity changes agent utilization and delegation strategies redistribute taskwork across multiple agents while creating teamwork demands.
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Nuryawani, Tini Partini. "The Impact Evaluation of the Authority Delegation from the District Mayor to the Department of Investment and One-Stop Service (OSS) on Economic Performance in Indonesia." Jurnal Perencanaan Pembangunan: The Indonesian Journal of Development Planning 5, no. 1 (April 30, 2021): 144–59. http://dx.doi.org/10.36574/jpp.v5i1.179.
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This paper examines the impact of authority delegations, both licence and non-licence, from the district mayor to the Department of Investment and One-Stop Service (OSS) in the local government on Indonesia's economic performance. This authority delegation may simplify the regulation in doing business in Indonesia and create a more favorable business environment required to promote economic performance. However, this paper finds that the authority delegation has no significant impact on economic performance. A plausible underlying argument is that there are some constraints in the implementation, such as a lack of skilled personnel and weak internal governance, which impede the efforts to simplify the business regulation setting. Also, in terms of the cultural aspect, there are risk aversion behavior and a flawed perspective on entrepreneurial activities in Indonesian society, which may flourish the informal sectors with low productivity and technology, hampering the effectiveness of such reform in boosting economic performance.
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Bilabora, Yus Baimbang. "LEGAL PROTECTION FOR PROFESSIONAL NURSES WORKING IN HOSPITAL HEMODIALYSIS ROOMS." Indonesia Private Law Review 4, no. 2 (July 17, 2023): 91–110. http://dx.doi.org/10.25041/iplr.v4i2.2986.
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Providing services in the hemodialysis room, doctors, nurses, and even hospitals must also be prepared to be responsible for all related activities. If nurses are required to take actions beyond their authority (collaborative actions), they must get protection for the risks they face. This study examines (1) the procedure for delegating authority from doctors to nurses in providing services in the hemodialysis room, (2) the responsibilities of nurses working in the hospital hemodialysis room, and (3) policies related to legal protection for the professional nurse working in the hospital hemodialysis room. The problem approach used in this research is a normative juridical approach. The normative juridical approach used in this thesis research is the statutory approach. In addition, the research uses secondary data consisting of primary, secondary, and tertiary legal materials. Based on the research results, the procedure for delegating authority from doctors to nurses to provide services in the first hemodialysis room has several stages. First, the implementing doctor must ensure that the authority given is written, the recipient of the authority has the required competence, the willingness of the recipient of authority, and the implementation of hemodialysis under the supervision of the implementing doctor. If the conditions have been met, the delegation of authority can be implemented. Based on the vocational skills and profession of the hemodialysis nurse, delegation of authority can occur on a mandate basis, with active supervision from the implementing doctor. If it is to the requirements for the delegation of authority, then hemodialysis is carried out by skilled nurses under the supervision of the implementing doctor. The responsibilities of a nurse working in a hospital hemodialysis room are regulated based on professional and legal provisions in Indonesia, namely criminal, civil, and administrative. There are several perspectives. Legal protection for nurses in the hemodialysis room is related to competence based on the Regulation of the Minister of Health (Permenkes) of the Republic of Indonesia concerning the Implementation of Dialysis Services in Health Facilities. However, the Standard Operating Procedures for the hemodialysis room are returned to each hospital’s policies.
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Rahmatiah, Sitti, Takdir Tahir, and Kadek Ayu Erika. "Analisis Pelaksanaan Pendelegasian Kewenangan Klinis Perawat di Rumah Sakit." Journal of Telenursing (JOTING) 5, no. 2 (October 30, 2023): 2798–808. http://dx.doi.org/10.31539/joting.v5i2.6714.
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This literature review aims to summarize the results of research regarding the implementation of delegation of clinical authority to nurses in hospitals. Literature search using five databases PubMed, ProQuest, ScienceDirect, Google Scholar and Wiley in the period 2013-2023. Nine studies were included in the review, where the effectiveness of the implementation of delegation of nursing authority could be hampered by three factors: 1) practice standards and policies (clarity of delegation standards, clarity of nurses' duties, transparent supervision); 2) delegation (delegator's fear of responsibility, burdensome delegation tasks, accountability, recognition of the delegate's efforts, education and learning opportunities, expertise, lack of positive incentives, communication and openness of information, trust); 3) situational obstacles (lack of resources, workload and fatigue, important tasks that are difficult to delegate). In conclusion, there are three factors inhibiting the effectiveness of delegation, namely: practice standards and policies, delegation, and situational obstacles.
Keywords: Delegation, Clinical Authority, Implementation, Nurse, Hospital
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Ghaemi, Sayed Mohamma, and Abdolkhalegh Gholami. "Investigate the relationship between delegation of authority, sense of responsibility, customer-oriented and moderating variables." Journal of Management and Accounting Studies 7, no. 02 (September 29, 2020): 1–6. http://dx.doi.org/10.24200/jmas.vol7iss02pp1-6.
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Objective: The aim of present research is investigate the relationship between delegation of authority, sense of responsibility, customer-oriented and moderating variables in general department of Islamic development in Kohgiluyeh and Boyer Ahmad province. Methodology: In present research, delegation of authority is independent research; responsibility, customer-oriented and moderating variables are dependent variables. The method used in this study is descriptive and correlational. Present study is applied in terms of purpose and is descriptive -correlational in terms of collecting data. Results: Statistical population of research includes the employees of general department of Islamic development in Kohgiluyeh and Boyer Ahmad province that are 63 peoples. SPSS software was used for data analysis. Conclusion: The results of present research indicated that: there is a significant relationship between the delegation of authority and sense of responsibility; there is a significant relationship between the delegation of authority and customer-oriented; there is a significant relationship between the delegation of authority and moderating variables.
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Lyons, Paul R. "Helping managers to more effectively delegate authority." Human Resource Management International Digest 24, no. 6 (August 8, 2016): 1–3. http://dx.doi.org/10.1108/hrmid-03-2016-0026.
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Purpose The purpose of this paper is to provide human resources (HR) practitioners with some information and tools to assist managers become more effective delegators of authority. Included is information that might be used in a training session for managers. Design/methodology/approach Drawn from research and opinion is information that serves to help managers form solid partnerships with employees in sharing of some tasks and responsibilities. Several findings from research aim to illuminate key prescriptions for effective delegation. A survey instrument is provided to assist managers assess their own preferences in delegation practices. Findings Findings clear the fact that delegation can be deliberately planned and executed. There are several areas that can be assessed to ultimately guide a manager in effective delegation. Originality/value The originality of this paper lies in its potential to: a) assist and guide a manager as he/she goes about establishing an effective delegation; and b) the arrangement of the content of the paper to enable HR practitioners to use the material as a training module for managers.
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Sriayu Putri Lestari, Mhd. Shafwan Koto, and Heriyawan Hutagalung. "Pengaruh Komunikasi Dan Pendelegasian Wewenang Terhadap Kinerja Pegawai Pada Kantor Kesyahbandaran Dan Otoritas Pelabuhan Kelas IV Sibolga." Jurnal Mahasiswa: Jurnal Ilmiah Penalaran dan Penelitian Mahasiswa 4, no. 4 (December 7, 2022): 194–203. http://dx.doi.org/10.51903/jurnalmahasiswa.v4i4.456.
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This study aims to determine whether Communication and Delegation of Authority Affects Employee Performance at The Office of Harbormaster and Port Authority Class IV, Sibolga. The type of research used in this study is a quantitative research methodwith a descriptive approach. The sample in this study were employees at the Class IV Sibolga Harbor Authority and Port Authority with the distribution of questionnaires totaling 55 (fifty five) respondents. From the results of the t-test in the study, it is known that the t-count value of Communication is 2.877 and the delegation of authority is 4.193 > t-table 2.00665, while with a significant communication 0.006<0.05, and with a significant delegation of authority 0.000 <0.05, the hypothesis is proposed Communication and Delegation of authority partially or individually have a positive and significant effect on the performance of employees at The Office Of Harbormaster and Port Authority Class IV Sibolga can be accepted. Meanwhile, from the results of the F test, it is known that the calculated F value is 37,176 > F table 3.18 and the significance F count is 0.000 < 0.05 so that the hypothesis proposed by Communication and Delegation of Authority has a positive and significant effect simultaneously or simultaneously on employee performance at The Office Of Harbormaster And Port Authority Class IV Sibolga is acceptable.
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Febriadi, Herry. "Delegation Of Medical Tasks And Delivery Of Information By Doctors To Nurses Based On Law Number 38 Of 2014 Concerning Nursing." Jurnal Penegakan Hukum Indonesia 3, no. 2 (September 13, 2022): 199–212. http://dx.doi.org/10.51749/jphi.v3i2.75.
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Delegation is the delegation of authority in the process of transferring duties and responsibilities given by doctors to nurses, program implementers, or services to carry out certain tasks within a certain time. Legal actions in the medical world are carried out with the delegation of authority and informed consent in the provision of health care. Health is a human right that is recognized and protected by the 1945 Constitution of the Republic of Indonesia. Based on the results of the study, it is understood that the application of the law regarding the legal force of delegation of authority and informed consent must be carried out correctly following the Standard Operating Procedures (SOP) that have been established. there are, in addition, medical and non-medical already know and understand the rules and consequences of the actions to be taken in connection with the delegation of authority and the provision of informed consent.
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Idris, Nur Azizah, Abdul Razak, and Muhammad Ilham Arisaputra. "DELEGATION OF MEDICAL ACTION AUTHORITY OF DOCTORS TO NURSES IN HEALTH SERVICES IN EMERGENCY DEPARTMENTS: EMPIRICAL LEGAL." Journal of Law and Sustainable Development 12, no. 4 (April 2, 2024): e3461. http://dx.doi.org/10.55908/sdgs.v12i4.3461.
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Purpose: This study aims to analyze the implementation of the delegation of authority of medical actions of doctors to nurses in the emergency department and explore the legal responsibility of the delegation of authority of medical actions of doctors to nurses in the emergency department in Indonesia. Theoretical Fremework: Theoretically, this research is expected to contribute intellectually and academically to the enhancement of understanding of healthcare laws for healthcare practitioners, institutional leaders, and to provide a sense of security and protection in carrying out healthcare services functions to the community, especially in the provision of medical procedures at healthcare facilities. Additionally, it is expected to provide practical insights for the goverment, hospital directors, and health departments in order to improve healthcare services to the public and ensure legal protection for healthcare workers in carrying out their professional duties. Method: The type of research method used is empirical legal research. Data primarily obtained from respondents using a list of questions (questionnaire) and direct interviews with the research object. In addition to that, it is also based on legal materials that are relevant to the discussion or problem being researched and other supplementary legal materials that can provide explanations. Results: The delegation of medical action authority from doctors to nurses in healthcare services at emergency rooms is regulated in Article 290 of Law Number 17 of 2023 concerning Health. Medical and healthcare services, consisting of both mandatory delegation. The scope of work delegated through partnership must be clearly and specifically defined in writing within the authority delegation letter and adjusted according to the level of competence of the nurse. The doctor as the delegator and the nurse as the recipient of medical authority there are also responsibilities of the hospital, as well as the central and local governments, especially in meeting the national needs for medical and healthcare personnel. In handling medical dispute cases, law enforcement agencies must prioritize the mechanism of restorative justice. If no agreement is reached, the dispute is then taken over by the professional disciplinary board under the Ministry of Health to determine whether there has been any violation of professional discipline by medical and healthcare personnel. Conclusions: 1) Delegation of authority for doctor’s medical actions to nurses in health services in emergency departments in Indonesia, regulated in Law No. 17 of 2023 concerning Health Article 290, Minister of Health Regulation No. 2052 of 2011 Article 23 and Minister of Health Decree No. HK.01.07-425 of 2020 concerning Nursing Professional Standards; 2) Responsibilities by doctors, nurses, and hospitals regarding the delegation of authority for doctors’ medical actions to nurses in health services in emergency departments must be carried out by laws.
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Idris, Nur Azizah, Abdul Razak, and Muhammad Ilham Arisaputra. "Delegation of Medical Action Authority of Doctors to Nurses in Health Services in Emergency Departments: Empirical Legal." Revista de Gestão Social e Ambiental 18, no. 2 (May 15, 2024): e06155. http://dx.doi.org/10.24857/rgsa.v18n2-117.
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Purpose: This study aims to analyze the implementation of the delegation of authority of medical actions of doctors to nurses in the emergency department and explore the legal responsibility of the delegation of authority of medical actions of doctors to nurses in the emergency department in Indonesia. Theoretical Fremework: Theoretically, this research is expected to contribute intellectually and academically to the enhancement of understanding of healthcare laws for healthcare practitioners, institutional leaders, and to provide a sense of security and protection in carrying out healthcare services functions to the community, especially in the provision of medical procedures at healthcare facilities. Additionally, it is expected to provide practical insights for the goverment, hospital directors, and health departments in order to improve healthcare services to the public and ensure legal protection for healthcare workers in carrying out their professional duties. Method: The type of research method used is empirical legal research. Data primarily obtained from respondents using a list of questions (questionnaire) and direct interviews with the research object. In addition to that, it is also based on legal materials that are relevant to the discussion or problem being researched and other supplementary legal materials that can provide explanations. Results: The delegation of medical action authority from doctors to nurses in healthcare services at emergency rooms is regulated in Article 290 of Law Number 17 of 2023 concerning Health. Medical and healthcare services, consisting of both mandatory delegation. The scope of work delegated through partnership must be clearly and specifically defined in writing within the authority delegation letter and adjusted according to the level of competence of the nurse. The doctor as the delegator and the nurse as the recipient of medical authority there are also responsibilities of the hospital, as well as the central and local governments, especially in meeting the national needs for medical and healthcare personnel. In handling medical dispute cases, law enforcement agencies must prioritize the mechanism of restorative justice. If no agreement is reached, the dispute is then taken over by the professional disciplinary board under the Ministry of Health to determine whether there has been any violation of professional discipline by medical and healthcare personnel. Conclusions: 1) Delegation of authority for doctor’s medical actions to nurses in health services in emergency departments in Indonesia, regulated in Law No. 17 of 2023 concerning Health Article 290, Minister of Health Regulation No. 2052 of 2011 Article 23 and Minister of Health Decree No. HK.01.07-425 of 2020 concerning Nursing Professional Standards; 2) Responsibilities by doctors, nurses, and hospitals regarding the delegation of authority for doctors’ medical actions to nurses in health services in emergency departments must be carried out by laws.
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Ojak Haholongan Nadeak, Jasmen. "MECHANISMS AND LEGAL RESPONSIBILITIES OF NURSES IN CARRYING OUT EMERGENCY MEASURES IN THE INTENSIVE CARE UNIT." International Journal of Advanced Research 12, no. 01 (January 31, 2024): 792–98. http://dx.doi.org/10.21474/ijar01/18188.
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In carrying out their duties and authority in treating patients in the Intensive Care Unit (ICU), a nurse is required to obtain a mandate from a doctor, which is a legal relationship that arises as a result of delegation of authority. This certainly has a clear mechanism because it will have legal consequences if errors or omissions occur in the delegation of authority. In fact, there are still cases that have fatal consequences for patients and those who are asked to be held accountable are nurses whose capacity is only as recipients of mandates. The method in this research is empirical juridical and normative juridical, based on field data and statutory regulations and related documents. The results of this research show that doctors who are unable to carry out medical procedures due to certain factors may ask the nurse for help to carry out medical procedures, provided that the doctor is obliged to provide a clear delegation of authority to the nurse in writing to carry out the medical procedure. Delegation of authority to carry out medical procedures from doctors to nurses as intended in Article 27 letter a Minister of Health Regulation Number 26 of 2019 concerning Explanation of Law No. 38 of 2014 concerning Nursing can take the form of delegation of delegated authority or mandate. Delegation of authority to carry out medical procedures must be done in writing to professional nurses or trained vocational nurses. Emergency actions carried out by nurses aim to save the patients life and prevent further disability. The delegation of authority is mandatorily given by doctors to nurses to carry out medical procedures under the supervision of the medical personnel who delegate authority. The form of accountability can be in the form of civil law, criminal law and administrative law, so that all three can provide their own sanctions for violations that occur due to losses, negligence or administrative errors.
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Chanju Park. "Several Issues on Delegation of Authority." Journal of hongik law review 9, no. 3 (October 2008): 151–90. http://dx.doi.org/10.16960/jhlr.9.3.200810.151.
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Paddock, Douglas A. "Delegation of Authority in Active Directory." EDPACS 30, no. 8 (February 2003): 9–15. http://dx.doi.org/10.1201/1079/43291.30.8.20030201/40422.3.
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Somek, Alexander. "Delegation and Authority: Authoritarian Liberalism Today." European Law Journal 21, no. 3 (March 24, 2015): 340–60. http://dx.doi.org/10.1111/eulj.12132.
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Van Rensburg, L. J. "Die aard van wetgewende diskresies by die Suid-Afrikaanse uitvoerende gesag." Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 3, no. 2 (July 10, 2017): 25. http://dx.doi.org/10.17159/1727-3781/2000/v3i2a2887.
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This article focuses on the nature of legislative discretions in the hands of the executive authority of the state.Relevant concepts are analysed, followed by an exposition of the position regarding delegation of legislative authority to the executive under the previous constitutional dispensation when the country had a sovereign Parliament. This is followed by a discussion of the legal position in Germany, which shows similarities to the situation in South Africa. It appears that differences in approach to the problem exist worldwide, but one similarity is to be found in all, namely that a complete parliamentary abdication of legislative authority is always disallowed. What follows from this is that South African law seems to follow the German example regarding the delegation of legislative powers. It seems that the South African Constitutional Court considers the delegation of essential legislative authority as undesirable. Limits have to be placed on the extent of Parliament's competencies pertaining to legislative delegation. Furthermore the manner and form requirements in the Constitution must be met when legislation is adopted. This however does not occur in all instances of legislative delegation to the executive authority. When legislative delegation takes place, it is consistently done by granting the executive the authority to adopt subordinate legislation, which in any event has the same legal effect as legislation of Parliament itself.Next the Transitional Constitution of 1993 is considered against the background of relevant case law. It appears that the legal position was not changed by the promulgation of the ("final") Constitution of 1996. Empowering legislation that delegates any legislative authority must lay down guidelines providing direction regarding the exercise of the delegated authority. Delegated legislation may of course not contain substantive norms.Like the German Bundesverfassungsgericht, the South African Constitutional Court seems to require empowering legislation to lay down the content, extent and purpose of the empowering provisions before it will enjoy legal effect. This content, extent and purpose will not primarily be evident from the delegated legislation, but must be contained in the empowering legislation itself. If this is not the case, the delegation of authority will have exceeded constitutional limits. Therefore, a wide delegation of legislative authority without limitations regarding its exercise, at least as far as content, extent and purpose are concerned, will without doubt be unconstitutional.
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Purwaningtyas, Lovika Augusta, Bayu Dwi Anggono, and A'an Efendi. "Pendelegasian Wewenang Pembentukan Undang-Undang oleh Undang-Undang." INTERDISCIPLINARY JOURNAL ON LAW, SOCIAL SCIENCES AND HUMANITIES 4, no. 1 (May 31, 2023): 21. http://dx.doi.org/10.19184/idj.v4i1.31841.
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There is an unclear formulation in Article 10 paragraph (1) letter b of Act Number 12 of 2011 as amended by Act Number 15 of 2019, that the act can delegate the authority to form acts. This is contrary to Hans Kelsen's theory, namely legal norms accept delegation from norms that are considered valid or have a higher hierarchy, in other words the legal norms contained in the P3 Act cannot get validity. The purpose of this study is related to the main problem, namely conducting a study to find and analyze the delegation of authority to form Acts by Act. The type of research in this legal research is normative juridical research. Normative legal research or doctrinal legal research uses three problem approaches, namely the legal approach, conceptual approach, and comparative approach with the Netherlands and France. Based on the above thinking, the author uses a normative legal research method. In the discussion the author finds that the Act cannot delegate the authority to form Acts, because it is contrary to the principle of lex superior derogat legi inferiori, in the legal politics of delegating the formation of legislation there is also nothing that explains that this can be enforced. These problems include the delegation of authority to form acts by act, causing many polemics, namely the occurrence of overlapping and disharmony of acts with one another, and the occurrence of over-regulation in the acts and regulations in Indonesia.
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Nagar, Venky. "Delegation and Incentive Compensation." Accounting Review 77, no. 2 (April 1, 2002): 379–95. http://dx.doi.org/10.2308/accr.2002.77.2.379.
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Top management faces two key organizational design choices: (1) how much authority to delegate to lower-level managers, and (2) how to design incentive compensation to ensure that these managers do not misuse their discretion. Theoretical accounting literature emphasizes that top management makes these two choices jointly, but there is little empirical evidence on this assertion. Capitalizing on a unique database of branch manager practices in retail banks, this study provides some of the first evidence on the joint nature of the delegation and incentive compensation choices for lower-level managers. A simultaneous model of these two choices indicates that high-growth, volatile, and innovative banks delegate more authority to branch managers. In turn, branch managers with more authority receive more incentive-based pay. However, in contrast with principal-agent theory, I find no evidence that the extent of incentive compensation plays a significant role in explaining the extent of delegation.
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Zakariya, Hafid Zakariya, Rudatyo Rudatyo, Ismiyanto Ismiyanto, and Khalif Maulana Zanuar Zanuar. "Aspects Of Legal Protection Against Midwife Profession In Indonesia." JMNS 4, no. 1 (May 12, 2022): 1–9. http://dx.doi.org/10.57170/jmns.v4i1.88.
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The midwife profession in carrying out its practice there are several that are in accordance with their authority, but they always prioritizes the rights of the patient as a form of legal protection in the event of negligence or loss to the patient. The application of Health Seeking Behavior in the relationship between patients as service recipients and midwives as health service providers. Role theory is also included in research on the role of the Health Service and the Indonesian Midwives Association (IMA) as the organizer of government affairs and professional organizations engaged in health, overseeing the implementation carried out by midwives and protecting the midwife profession with a permanent form of legal protection for midwives who make mistakes or loss to the patient, as well as providing legal protection to the patient. Medical actions taken by midwives will be legally enforceable, if the midwife does not carry out the delegation of authority in accordance with statutory regulations. The problem is what is the form of legal protection for the midwife profession in relation to the delegation of authority in carrying out medical actions. this is to examine the form of legal protection, with a normative juridical approach. The delegation of authority for medical action has been regulated in various regulations. The fact is that in daily practice, there are still houses that have not been technically operationally regulated regarding the delegation of authority for medical actions, the mechanism for the delegation of authority, as well as what types of medical actions can be delegated by delegation or mandate states juridically if there is an allegation that the competent authority can file a civil or criminal lawsuit.
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Al-Jammal, Hamdan Rasheed, Akif Lutfi Al-Khasawneh, and Mohammad Hasan Hamadat. "The Impact of the Delegation of Authority on Employees' Performance at Great Irbid Municipality: Case Study." International Journal of Human Resource Studies 5, no. 3 (July 31, 2015): 48. http://dx.doi.org/10.5296/ijhrs.v5i3.8062.
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The study aimed at identifying the impact of the delegation of authority on employees' performance at great Irbid municipality. It has constructed on measuring the impact of delegation on efficiency, effectiveness and empowerment. Sample of the study represented by employees in which they are embedded in central and executive management through a random sampling reached to (200) employees from total (1500). The sample was used as a tool for achieving the results. After applying Alpha measurement, it has been shown that validity was (82%). Means, standard deviation, percentages, (T-test), and Cronbach Alpha test were used and applied.The results of the study have shown that there is a statically significant for delegation of authority on efficiency, effectiveness and empowerment of employees' performance at great Irbid municipality. The study has recommended in the need to activating administrative delegation authority of employees in Great Irbid Municipality (GIM). Also, increase the level of delegation to be corresponded with the value of tasks in order to promote functional performance. Moreover, improving administrative delegation of authority in which effect on employees' satisfaction, employees' empowerment to implement tasks individually without asking high management. This method will save time and effort. It will also offer service for customers rapidly and directly.
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Mahrizal, Mahrizal. "PENGARUH SUPERVISI DAN PENDELEGASIAN KEWENANGAN TERHADAP KONFLIK PERAN DAN DAMPAKNYA PADA PRESTASI KERJA PEGAWAI SEKTARIAT DAERAH KABUPATEN ACEH JAYA." Jurnal Real Riset 4, no. 2 (June 30, 2022): 211–30. http://dx.doi.org/10.47647/jrr.v4i2.668.
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This study was an empirical study that aimed to determine the effect of supervision and delegation of authority toward the role conflict and its impact on employee job performance of the Regional Secretariat of Aceh Jaya. The research was conducted at the Regional Secretariat of Aceh Jaya District. The study population was all employees of the Regional Secretariat of Aceh Jaya, amounting to 110 people. Due to the size of the population is enough and affordable for the research, thus the population sample was the entire population of the employees. Data was collected through a questionnaire distributed. Primary data were analyzed with path analysis by using SPSS software. Supervision significantly and negatively related to role conflict. Delegation of authority had a positive and significant effect on role conflict. Both supervision and delegation of authority had a positive and significant effect on job performance of employees at the office of the Regional Secretariat of Aceh Jaya. Role conflict became a barrier in mediating role of supervision activities on employee performance at the office of the Regional Secretariat of Aceh Jaya. However, role conflict could play a role in mediating the delegation of authority policy on employees’ job performance.Keywords : Supervision, Delegation of Authority, erole conflict performance of employees
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Qohar, Usep Muhammad Abdul, and Asep Hidayat. "Pengaruh Pelimpahan Wewenang Terhadap Kualitas Pelayanan di Kantor Kecamatan Cileunyi." Ministrate: Jurnal Birokrasi dan Pemerintahan Daerah 3, no. 1 (March 31, 2021): 1–6. http://dx.doi.org/10.15575/jbpd.v2i2.9067.
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AbstractThe implementation of effective and efficient service quality in the Sub-district office environment illustrates the implementation of delegation of authority given by the Regent to the District Head. Where the District Head carries out some of the functions the Regent gives to provide services to the community in the sub-district environment. As regulated by the Regent of Bandung Regency No. 60 of 2011 concerning the delegation of authority for some of the Regent's affairs to the District Head. But in reality on the ground, there are some problems regarding services that have not yet been implemented which have resulted in ineffective implementation of services to the community. The purpose of this study is to determine how much influence the authority, responsibility and accountability regarding the transfer of authority in the District of Cileunyi. This study uses a theory from Hasibuan which consists of three authority delegation variables, namely authority, responsibility, accountability. As for service quality using the theories of Zeithaml, Parasuraman, Leonard quoted by Hardiyansyah. The sample used was 30 employees in the Cileunyi District office. The research method used is a quantitative method with an associative approach that aims to determine the relationship of one or more variables, namely the influence of delegation of authority to the quality of service in the district of Cileunyi. The results of this study indicate that the influence of delegation of authority (authority, responsibility, accountability) has an influence on the quality of service in the Cileunyi District office of 0.555 or 55.5%, then it is included in the "High" influence criteria. For the remaining 100% - 55.5% = 44.5% influenced by other variables not examined by researchers.
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Prasetya, Ahadi Fajrin. "Lampung Provincial Government Policy on the Impact of Mineral and Coal Mining Based on Sustainable Development Principles." International Journal of Multicultural and Multireligious Understanding 10, no. 5 (May 15, 2023): 174. http://dx.doi.org/10.18415/ijmmu.v10i5.4616.
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The withdrawal of authority from the regional government to the central government in mineral and coal mining activities causes all of them to become legal. This study aims (1) to analyze the authority of the Regional Government in Minerba mining activities (2) to analyze the Lampung Provincial Government's Policy on the impact of Minerba Mining based on the principles of Sustainable Development. The method used is the normative research method and the statutory approach. The results of this study are (1) the authority of the Regency/City Regional Government was withdrawn by the Central Government, but after the issuance of Presidential Regulation Number 55 of 2022 concerning Delegation of Granting Business Permits in the Mineral and Coal Mining Sector, the Center delegated it to the Provincial Governments. Regency/City Regional Governments no longer have authority over mining activities, their authority is limited because it is only delegated from the central government. The Regional Government does not have absolute authority, because the source of authority is given from the delegation process alone, to carry out the mandate of Law Number 55 of 2022 concerning Delegation of Granting Business Permits in the Mineral and Coal Mining Sector, the Regional Government of Lampung Province issued Lampung Governor Regulation Number 26 2022 concerning Amendments to Lampung Governor Regulation Number 47 of 2021 concerning Delegation of Licensing and Non-Licensing Authority to the Head of the Investment Service and One-Stop Integrated Services. However, the Pergub does not fully comply with the principles of Sustainable Development, namely democracy, justice and sustainability. The governor's regulation only explains the delegation process submitted by the center to the regions, because the authority is delegated, the authority possessed by the provincial regional government is still limited, so the Provincial Government is not optimal in carrying out law enforcement in the Minerba mining sector.
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Deimen, Inga, and Dezs˝o Szalay. "Delegated Expertise, Authority, and Communication." American Economic Review 109, no. 4 (April 1, 2019): 1349–74. http://dx.doi.org/10.1257/aer.20161109.
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A decision maker needs to reach a decision and relies on an expert to acquire information. Ideal actions of expert and decision maker are partially aligned and the expert chooses what to learn about each. The decision maker can either get advice from the expert or delegate decision making to him. Under delegation, the expert learns his privately optimal action and chooses it. Under communication, advice based on such information is discounted, resulting in losses from strategic communication. We characterize the communication problems that make the expert acquire information of equal use to expert and decision maker. In these problems, communication outperforms delegation. (JEL D82, D83)
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OKTAVIA, TRI. "PRESTASI KERJA MEMEDIASI PENGARUH DELEGASI WEWENANG DAN PRODUKTIVITAS KERJA KARYAWAN PT. PLN TANJUNG BALAI." Jurnal Akutansi Manajemen Ekonomi Kewirausahaan (JAMEK) 3, no. 1 (January 31, 2023): 36–47. http://dx.doi.org/10.47065/jamek.v3i1.417.
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This research was done in PT. PLN (Persero) Tanjung Balai with the aim of knowing the effected of delegation of authority and work coordination on work productivity with mediation by employee performance. The population were employees who worked in the company as many as 133 people, sampling with census sample so that the number of samples were 133 respondents. Sources of data using primary data and data collection techniques were literature study, observation and questionnaires. Data analysis techniques consist of data quality test, classical assumption test, path analysis and hypothesis testing. Based on the results of the study showed that partially, the delegation of authority had no significant effect on employee work performance and also on employee work productivity, while work coordination had significant effected on employee work performance and employee productivity. Employee work performance has significant effected on employee work productivity at PT. PLN Tanjung Balai. Simultaneously showed that delegation of authority, work coordination and employee performance have positive and significant effected on employees work productivity in PT. PLN (Persero) Tanjung Balai. Work performance mediates the effected of delegation of authority on employees work productivity, but didi not mediate the effected of work coordination on employee work productivity in PT. PLN (Persero) Tanjung Balai. Delegation of authority, work coordination and work performance have moderate correlation to the work productivity of employees at PT. PLN. Work productivity of employees at PT. PLN can be explained by the delegation of authority, work coordination and employee performance of 24.5% and the others 75.5% can be explained by other variables not examined such as training, compensation, incentives and others.
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Bozkurt, F. Gamze. "Moderating Effect of Trust in Managers on the Relation between Delegation of Authority and Managers’ Perceived Social Loafing." Information Management and Business Review 4, no. 11 (November 15, 2012): 583–95. http://dx.doi.org/10.22610/imbr.v4i11.1016.
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Delegation of authority is the manager’s transferral of his/her right of decision-making and implementation to subordinates. Delegation is widely acknowledged an essential element of effective management. Although delegation of authority is used as a managerial technique, employees might perceive it as either social loafing behaviour by their manager or an empowerment method. One of the purposes of the current study is to determine whether delegation of authority is perceived as a kind of social loafing behaviour or not. According to some researchers, trust affects how one interprets managers’ behaviours and the motives underlying them. If employees trust their managers, they become more positive about their managers and may even ignore some of their behaviours. Therefore, the second purpose of the current study is to investigate the moderating effect of trust on the relationship between the delegation of authority and subordinates’ perceptions of their managers’ social loafing. Data were collected from 243 employees working in a company. Hierarchical regression analysis was used to in order to measure linear and moderator effects. The results revealed that there is no relationship between the delegation of authority and perceived social loafing. Moreover, it was found that the level of trust in managers does not moderate this relationship. Interestingly, although it was not hypothesized, further analysis revealed that trust in manager is negatively related to the manager’s perceived social loafing. The implications of the study for research and practice are discussed and some suggestions are made for future research as well as the strengths and limitations of the study.
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Li, Chao, Fan Li, Lihua Yin, Tianjie Luo, and Bin Wang. "A Blockchain-Based IoT Cross-Domain Delegation Access Control Method." Security and Communication Networks 2021 (September 11, 2021): 1–11. http://dx.doi.org/10.1155/2021/3091104.
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The collaborative demand in the Internet of Things (IoT) is becoming stronger. One of the collaborative challenges is the security of interoperability between different management domains. Although cross-domain access control mechanisms exist in IoT, the majority of them are based on a trusted third party. In addition, the heterogeneity of multidomain policies makes it difficult for authority delegation to satisfy the principle of least authority. In this paper, we propose a blockchain-based IoT cross-domain delegation access control method (CDDAC). The delegation-trajectory-on-blockchain strategy proposed enhances the scalability of the cross-domain delegation system. The presented multidomain delegation trajectory aggregation scheme supports the forensic analysis of the cross-domain delegation system. The performance of CDDAC is evaluated in the Ropsten, which is the Ethereum’s official public blockchain test network. The experimental results show that CDDAC has faster delegation verification speed and higher decision-making efficiency than existing work, demonstrating the lightweight and scalability of the method.
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Heriyono, Heriyono. "PENGARUH PENDELEGASIAN WEWENANG DAN BIROKRASI TERHADAP KEPUASAN KERJA PEGAWAI RSUD (SURVEY PADA RUMAH SAKIT UMUM DAERAH KABUPATEN CIREBON, KOTA CIREBON, KABUPATEN INDRAMAYU,DAN KABUPATEN KUNINGAN)." Exchall: Economic Challenge 3, no. 1 (April 19, 2021): 17–39. http://dx.doi.org/10.47685/exchall.v3i1.121.
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The background of this research is based on the phenomenon that local government-owned hospitals, the focus is on serving the community in the field of Health, so, chasing profit is not the top priority for hospitals, as a result sometimes slow service, facilities, and administration are also slow. This study aims to analyze the influence of Delegation of Authority, and Bureaucracy, on The Job Satisfaction of Employees of Regional Public Hospitals, both simultaneously and partially. This study describes causal (causal) relationships between variables and tests research hypotheses. Data determination techniques are done by probability sampling technique. Analysis method using SEM (StructureEquation Modelling). The results of the study obtained that there is a significant influence of delegation of authority and bureaucracy terhadap kepuasan kerja Employees by 66,89 %. There is a positive and significant influence, either directly or indirectly from the Delegation of Authority to employee job satisfaction (39,57 %), and bureaucracy to employee job satisfaction (27,32%)
Keyword : Division of Work, Delegation of Authority, Bureaucracy, Officer Job Satisfaction, and Officer Performance
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Alhosani, Adnan, Rosman Md Yusoff, Fadillah Ismail, and Fazal Ur Rehman. "Factors Affecting Delegation Authority toward Employees Performance." Journal of Social and Development Sciences 9, no. 4 (January 27, 2019): 43–48. http://dx.doi.org/10.22610/jsds.v9i4(s).2690.
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Employees are the key asset of every organization and their performance can influence the goals and objectives of organizations in a positive or negative way. The aim of this study is to develop a theoretical framework in relations to examine the effects of employee’s satisfaction and participation, delegation authority and empowerment on employee’s performance in UAE organizations. Specifically, to get an in-depth understanding of the linkage between delegation authority and employees performance with emphasize on (employee participation and employee satisfaction). This study is only limited to Dubai organizations and future research may be conducted in other countries as well as can assess the moderating role in the defined variables. By integrating employee’s satisfaction and participation, delegation authority and empowerment, and employee’s performance literature, the main contribution of this paper is the analysis of defined variables in Dubai organizations with emphasize on new challenges and to boost up the gap of relevant literature.
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Заграновская, А. В., and М. Е. Плинер. "Modeling the delegation of authority and remuneration of the employees of the enterprise." Экономика и предпринимательство, no. 2(127) (April 11, 2021): 1004–18. http://dx.doi.org/10.34925/eip.2021.127.2.200.
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Делегирование полномочий - неотъемлемый атрибут эффективного управления. Однако различные ситуации требуют разной степени делегирования полномочий. Как оценить эту степень и подобрать ее подходящую величину, непонятно из-за сложности, вызванной неоднородностью рассматриваемого явления. В статье предлагается осуществлять моделирование делегирования полномочий на основе методики КОНУС, предложенной в теории хозяйственных систем для оценки степени неопределенности и неустойчивости хозяйственной деятельности, которую можно описать через такие составляющие, как последовательность, продолжительность и повторяемость операций. Если распорядительный центр самостоятельно определяет эти составляющие, то наблюдается наибольшая неопределенность деятельности. Если распорядительный центр в своей деятельности строго придерживается указаний сверху, то его самостоятельность минимальна, что соответствует наименьшей степени делегирования полномочий. Такой подход позволяет оценить степень делегирования полномочий, проводить ее анализ и диагностику путем сравнения с показателем эффективности деятельности организации и в случае необходимости настраивать желаемым образом составляющие делегирования полномочий. Вознаграждение сотрудников должно соответствовать возложенной на них ответственности. В случае наибольшей степени делегирования полномочий руководителем ответственность сотрудников максимальная. В статье предложено три системы стимулирования, в основе которых лежит оценка степени делегирования полномочий по уровням управления, по отделам и их совместное применение. Авторский вклад состоит в обосновании возможности применения методики КОНУС для оценки степени делегирования полномочий, разработке опросника, апробации методики на предприятии ООО «Научно-исследовательский центр фармакотерапии», в разработке трех систем материального стимулирования персонала в зависимости от степени делегирования полномочий. Delegation of authority is an essential attribute of good governance. However, different situationsrequire different degrees of delegation of authority. How to estimate this degree and choose its appropriate valueis not clear due to the complexity caused by the heterogeneity of the phenomenon under consideration. The article proposes to simulate the delegation of powers based on the KONUS methodology proposed in the theory of economic systems to assess the degree of uncertainty and instability of economic activity, which can be described through such components as the sequence, duration and repeatability of operations. If the administrativecenter independently determines these components, then the greatest uncertainty of activity is observed. If the administrative center carries out its activities in accordance with the instructions from above, then its independence is minimal, which corresponds to the least degree of delegation of authority. This approach allows you toassess the degree of delegation of authority, analyze and diagnose it by comparing it with the results of the effectiveness of the organization's activities and, if necessary, customize the components of delegation of authority asdesired. The remuneration of employees should be consistent with the responsibility assigned to them. In the case of the greatest degree of delegation of authority by the head, the responsibility of employees is maximum. The article proposes three incentive systems, which are based on the assessment of the degree of delegation ofauthority by management levels, by departments and their joint application. The authors' contribution consists insubstantiating the possibility of using the KONUS methodology for assessing the degree of delegation of authority, developing a questionnaire, testing the methodology at the Research Center of Pharmacotherapy, in developing three systems of material incentives for personnel, depending on the degree of delegation of authority.