It's often said that managers are born and "not made". A management position in the employment ranks is often seen as a reward and prestige in itself. That being said many of the worst candidates for management - in any business, workplace or firm and the very ones promoted to management positions. Why is this so? First of all the employment attributes that made these workers so successful in the first place are often entirely diametrically opposed to their new , prestigious and perhaps better paying , new roles of management. The most successful employees are self motivated employees who "like to get the job done". They are often the lone wolves of any organization. If it comes to it "better to get the job done you". In addition they may full well realize how little effort certain tasks take - after all they may have themselves as part of their work many times. As such their patience may wear thin with other employees who they now govern, whom they can well see as lazy, inefficient or ineffective or all of the above. Delegation and delegation of tasks to employees is one such major question and area of concern.

You may well have gone into major retail chains, as a customer or observer. Indeed the major model of Mr. Sam Walton the founder and innovator of the future marketing sales and marketing giant Wal-Mart had as his model - the then major retail player "K-Mart". Mr. Walton, it has been recorded, would stroll K-Mart stores with a voice recorder and camera observing. In fact Mr. Walton had his tools and instruments confiscated at one point. When Mr. Walton explained what he was doing and that (at that point) he was no threat to K-Mart they were actually returned. What Mr. Walton observed was the command and control structure of K-Mart. How it functioned, how it worked. It seemed that K-Mart had both an orderly delegation system. Workers and people were left to "do their jobs". You may wander into a retail store where everything seems to run smoothly. You may wonder - what does the manager do here? He sure has an easy job? In that case the management is doing its job. Its role is not to do the work itself - in essence to delegate the work to its employees. The role of the manager and management is not to cut the key but to hire workers, arrange for training programs to teach them how to cut those keys. As part of the store or business's development, growth and employee training systems self governing "teams "should develop and grow.

These teams of company employees in essence will govern the workers. If an employee does not pull their weight , is disinterested , or not motivated, in most cases it will be the team , not management directly , who will take care of the issue and tell the employee involved either "shape up or ship out". Peer pressure if used properly and appropriately can be a wonderful tool and asset to any employment organization.

This brings us to our summary: Delegation in any enterprise with employees and employment delegation is key. As a manager you may have been trained or it may be your basis of thought that if the work is not done "you should get the work done yourself". In the year 2008 those organizations that will be the most effective and profitable are those in which management follows the adage of "delegation of work responsibilities is best".