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Responsibility & authority: My nobody told me & I did not know.

In college books learn the famous principle that the authority can be delegated while responsibility does not. We also learn that things should be clear enough so there is no hesitation in executing a task. We suggest that this should be a detail of these, we must explain properly and make sure you have understood. However, occurs again and again. What happens? These human phenomena of disengagement, to avoid the commitment of giving to another work. Why do they occur? Well, then reflect on the matter, in light of all the baggage of concimientos and professional advice we received throughout our studies or during each of those conferences that offer miraculous gurus on the subject and contrast with our reality to see how we can improve things.

During the initial evaluation processes of candidates for positions in organizations are various factors that are analyzed. Industrial psychologists investigate, ask different types of things and the applicant seeks to give his best side. It's definitely hard to know if that applicant guilty or not we are dealing deviations. What we can assure you that from the earliest times when work starts, we can see their "attitudes" toward the new, their predispositions to a sudden, their willingness to cooperate in situations does not necessarily relate directly but equally willing to participate. Immediately afterwards, we will see if that cooperation takes place only become clear or is taken in good Depth and commitment as if it were his main task. All these situations give us very specific guidelines on how their performance is or will be receiving delegated authority or tasks as part of a comprehensive process that should produce a single result.

At the other extreme are the leaders, managers, or supervisors who have the bad habit of ambiguity, vagueness or generality in setting targets or indicate a job. This bad habit can be conscious, unconscious and / or almost a style used as a tool to justify arbitrary and ill-treatment or unfair descriptions of incompetence, stupidity or who knows what else. Assume that things "know" is wrong. Pretending that employees learn by itself through the experience or the oral tradition of the oldest is negligence and unprofessional action at this stage of knowledge and state of affairs. The prevailing stress throughout the organization is high and permanent. The frustrations and unfair performance evaluations are also plentiful and frequent. And of course, if after some fueled uses them to justify their inaction, we will know who are responsible for this situation.

should add that this may occur even when there are procedures manuals, policies and ISO standards. Especially if managers themselves or members of senior management did not become aware of the importance of internalizing these tools. We agree that there are instances of organizations where it is intended that these documents are mandatory and applicable only from certain levels or strata of an organization down. There are also companies that made or certified as only to establish its presence in the organization. So then the results regarding "no one told me or I did not know" are symptoms of a situation that is far beyond the facts or individual cases.

Being clear is a decisive factor. It also helps a lot the implementation of the thought that says "keep it simple." There are organizations where it seems that the original designers of the procedures or management systems or integrated management, were made on purpose to create chaos, confusion, delays or overlapping processes. In these cases, there is clear evidence that those who conceived them, were like those homeowners or vehicles decided to design or beautiful without being architects or specialists. The risk of excess or lack of harmony with the whole is high, however, continue to believe that just common sense, money and stubbornness get a good result. Once again we must conclude that to a large extent, the heads are the styles and types of projected results in the organization. From there, it will very likely also the application of that thought reminds us: "There is no bad soldiers only bad generals" and then we will be able to minimize the occurrence and consequences of these attitudes.