Ineffective Task Delegation For The Apprentice At Bird Management.
ABSTRACT
Tugas Akhir ini bertujuan untuk membahas masalah yang dihadapi
penulis saat magang di BIRD Management. Masalah yang dihadapi
adalah mengenai pemberian tugas yang tidak efektif bagi pemagang.
Masalah ini sangat menarik untuk dibahas karena walaupun penyelia
penulis adalah seorang profesional, masalah ini masih terjadi.
Dalam Tugas Akhir ini, dianalisa sebab dan akibat dari masalah
yang dihadapi. Penyebab pemberian tugas yang tidak efektif bagi
pemagang disebabkan ketidaksesuaian penugasan dengan perjanjian
magang, dan penyelia penulis sering memberikan instruksi yang tidak
jelas. Akibatnya adalah magang menjadi membosankan, penulis bingung
dalam mengerjakan tugas, dan penulis tidak mendapatkan perkembangan
signifikan seperti apa yang diharapkan sebelumnya. Ada beberapa solusi
dari masalah di atas yang dapat diterapkan dengan menelaah dampaknya
baik positif maupun negatif; seperti pemagang menjadi proaktif,
Departemen Public Relations menyiapkan sebuah buku manual untuk
pemagang, dan pemagang meminta briefing dengan penyelia.
Selain itu Tugas Akhir ini juga menyatakan solusi terbaik. Penulis
memilih dua dari tiga solusi potensial, yaitu pemagang menjadi proaktif
dan pemagang meminta briefing dengan penyelia. Penulis berharap solusi
potensial ini dapat membantu untuk mengatasi masalah pemberian tugas
yang tidak efektif bagi pemagang.
i
Maranatha Christian University
TABLE OF CONTENTS
ABSTRACT................................................................................................... i
DECLARATION OF ORIGINALITY............................................................... ii
ACKNOWLEDGEMENTS.............................................................................. iii
TABLE OF CONTENTS................................................................................ iv
CHAPTER I. INTRODUCTION....................................................................1-7
A. Background of the Study
B. Identification of the Problem
C. Objectives and Benefits of the Study
D. Description of the Institution
E. Method of the Study
F. Limitation of the Study
G. Organization of the Term Paper
CHAPTER II. PROBLEM ANALYSIS........................................................ 8-12
CHAPTER III. POTENTIAL SOLUTIONS................................................13-19
CHAPTER IV. CONCLUSION................................................................. 20-22
BIBLIOGRAPHY
APPENDIX:
A. FLOWCHART
ii
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FLOWCHART
Cause 1: Only a few tasks
are appropriate to my
apprenticeship agreement.
Cause 2: My supervisor
often gives me unclear
instructions.
Problem:
The ineffective tasks delegation
for the apprentice in BIRD
Management
Potential Negative Effects:
1. It is time-consuming.
2. It uses more energy.
Potential Solution I:
Being proactive
Potential Negative Effects:
1. It is too rigid.
2. It has to be updated
regularly.
Potential Solution II:
Preparing a detailed
manual of Public
Relations Department
for the apprentice
Potential Negative Effects:
1. Supervisor is unavailable.
2. Briefing is not likely to be
a supervisor’s priority.
Potential Solution III:
Having the supervisor
brief the apprentice
Chosen Solution:
1. Being proactive
2. Having the supervisor
brief the apprentice
Effect 1: Apprenticeship
becomes boring.
Effect 2: I get confused in
doing my tasks.
Effect 3: I get no
significant improvement
from what I expected
before.
Potential Positive Effects:
1. It forces me to be
diligent.
2. It forces me to think
critically.
3. It forces me to gain
something or learn more.
Potential Positive Effects:
1. Description of the tasks
is clear.
2. It makes the apprentice
familiar with the
department’s policy
Potential Positive Effects:
1. The apprentice learns
about the company’s
values and practices firsthand.
2. The supervisor can
convey her expectations
directly to the apprentice.
CHAPTER I
INTRODUCTION
A. Background of the Study
For officers who work at a company, effective tasks delegation is a
must. Tasks delegation cannot be effective when there is lack of effective
internal communication. This situation can cause misunderstanding.
Ineffective task delegation for the apprentice is my chosen topic, based on
my experience when I was doing apprenticeship as Public Relations
Corporate at BIRD Management. BIRD manages THE MAJESTY, Grand
Setiabudi, and GALERI Ciumbuleuit.
I am convinced that effective tasks delegation involves effective internal
communication. The apprentice will not enjoy the apprenticeship and be
able to do the tasks correctly if the tasks delegation is not effective. The
apprentice will most likely feel bored and potentially do the task the wrong
way if there is no effective internal communication before delegating tasks.
Thus, before analysing the relations between effective tasks delegation
and effective internal communication, it is important to explain the
definition of communication. Communication involves listening and
informing. Pamela Mounter says, “Communication is the link between an
1
Maranatha Christian University
organization’s compelling need for change and an employee’s compelling
for security” (44). From this quote, I believe that internal communication
can bring a lot of positive effects which have a big impact on one’s
performance. It can make the apprentice feel extricable when a problem
happens. Good communication can also make tasks delegation more
effective.
Effective communication in delegating tasks to an apprentice only
works when both supervisor and apprentice are involved. The problem is
sometimes the supervisor feels that she does not have time for
communication or she thinks discussing anything with the apprentice is not
needed. Effective communication itself is “about telling people where they
are going (message, top down), welding the different parts of the
organization into one team (delivery, horizontal) and getting information on
how well communication is working (feedback, bottom up)” (Mounter 52). I
agree with the statement above that effective communication can give
some information in a cycle from top-down, horizontal, and bottom-up.
Having discussed effective internal communication, I am going to talk
about effective task delegation. According to Bob Dickson, delegating
tasks can both foster a "team environment" and help the apprentice
increase his level of performance that increases his responsibility,
leadership and project management skills; moreover, he will feel important
too in a company (par. 2). I strongly agree with Dickson. If the level of
delegated task is appropriate to the skills level of the apprentice, it will
make him feel important to the company and his skills will improve.
2
Maranatha Christian University
Based on my observation when I did my apprenticeship at BIRD
Management from June until July 2009, I found the problem that its
management had no effective task delegation. There were only several
tasks appropriate to the apprenticeship agreement made before the
apprenticeship began; moreover, my supervisor often gave me unclear
instructions which made me confused. Therefore, it made me bored, I got
confused when I was doing my tasks, and I had no significant
improvement in doing my tasks.
This problem is very interesting to discuss because although my
supervisor is a professional, this problem still happens. For this reason, I
am going to analyse how to apply effective task delegation by reading
books and accessing electronic resources, as well as referring to my
observation journal during my apprenticeship at BIRD Management. Then,
I am going to present the possible solutions on how to handle this
problem, with both positive and negative effects. Furthermore, I am going
to choose the best solution of all the solutions presented.
B. Identification of the Problem
The problem to be discussed in this term paper is identified in the
points below:
1. Why is effective task delegation needed?
2. What is the relation between effective task delegation and effective
internal communication?
3. What is the best way to make effective internal communication?
3
Maranatha Christian University
C. Objectives and Benefits of the Study
The objectives of this term paper are to know the effects of effective
task delegation, to understand the relation between effective task
delegation and effective internal communication, as well as to apply
effective internal communication so that task delegation is more effective.
For Public Relations Corporate of BIRD Management, this term paper
can help them to handle its ineffective task delegation, based on my
suggestions as a former apprentice in their workplace. In addition, I hope
delegating tasks to an apprentice can be more effective so that teamwork
can be better, to avoid misunderstanding, and so that the apprentice can
use and develop skills effectively.
For the readers, this term paper can give some useful information
about ineffective task delegation so that they can prevent it, or they can
handle this problem seriously if it happens to them. For me, this term
paper can help me identify some information about effective task
delegation and effective internal communication, as well as analyse some
potential solutions to face ineffective task delegation, which will help me to
cope with a similar or the same problem in the future.
D. Description of the Institution
BIG (Bandung Inti Graha) Company is a large company in Bandung
which was founded in 2001. From property, BIG developed to a service
and hospitality industry. BIG company has a subsidiary, named BIRD
(Best Image Residence) Management which manages hotels &
4
Maranatha Christian University
apartments. However, at the current time BIRD has become a hotel &
apartment management consultant. Based on the contract which was
made before, BIRD is still managing THE MAJESTY, Grand Setiabudi,
which was founded in 2004, and GALERI Ciumbuleuit, until now. BIRD is
also managing BTC, JATOS, and Solo Grand Mall.
During the apprenticeship, I was assigned to Grand Setiabudi. Grand
Setiabudi is located at Dr. Setiabudi Street No. 130 - 134, Bandung. Grand
Setiabudi was founded to support the Bandung tourism industry by giving
comfort to guests, tenants, and officers.
The missions of Grand Setiabudi Hotel & Apartment are listed as
follows:
1. To glorify God’s name
2. To make Grand Setiabudi Hotel & Apartment a clean, safe, neat, and
friendly area.
3. To have all workers blessed and able to apply “EMPLOYEESHIP” as
the working culture of the company, in order to:
-
reach satisfaction of the guests,
-
operate Grand Setiabudi Hotel & Apartment, a four-star standard
quality residence, in order to be a profitable business
-
make the workers feel safe in the workplace as well as encouraged
to improve their skills.
5
Maranatha Christian University
E. Method of the Study
To get the information needed, I refer to my apprenticeship journal,
which I wrote every day while doing my apprenticeship for 32 days. I also
consulted some books and some articles from the Internet to get valid
theories about effective task delegation and effective internal
communication.
F. Limitation of the Study
This study is focused on the interaction between me and my
supervisor, who always gave me unclear instructions to do the delegated
tasks in Public Relations Department at BIRD Management. This
observation is done specifically at Grand Setiabudi, as a company under
BIRD Management. In this term paper, I will simply explain the causes,
effects, and solutions based on my internship done from 23rd June until 8th
August 2009.
G. Organization of the Term Paper
This term paper starts with an Abstract, which briefly gives a statement
about this term paper in Indonesian. Second, Declaration of Originality
contains a statement of the writer about the originality of the term paper.
Third, Acknowledgements contains the gratitude of the writer to all parties
who have helped him in making this term paper. Fourth, Table of Contents
contains details of chapter and subchapter titles, with page numbers.
6
Maranatha Christian University
The main content of this term paper consists of four chapters. The first
chapter is Introduction. It is divided into seven parts. The first part is
Background of the Study, which discusses the chosen topic and the
reason behind it. The second part is Identification of the Problem, which
states the situations and problems which are going to be analysed, in
question form. The third part is Objectives and Benefits of the Study,
which states the aims that I want to reach at the end of this term paper.
The fourth part is Description of the Institution, which gives a brief history,
and also the vision and mission of the institution. The fifth is Method of the
Study, which explains the process of data gathering. The sixth is Limitation
of the Study, which states the limit of the discussed topic. The seventh is
Organization of the Term Paper, which depicts the chapters and parts of
the term paper briefly.
The second chapter is Problem Analysis, which analyses the causes
and the effects of the problem. It also uses observation result and data
from my apprenticeship journal, and relevant theories to support the
analysis.
The third chapter is Potential Solutions, which presents some possible
solutions, with both positive and negative effects. The fourth chapter is
Conclusion, which states the best solution, with logical and responsible
reasons, and explains the application of it.
Bibliography contains the information of publications for all sources
cited in Chapter II, Chapter III, and Chapter IV, and Appendix which
contains a Flowchart.
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Maranatha Christian University
CHAPTER IV
CONCLUSION
Based on my analysis in the previous chapters, I can sum up that
effective task delegation needs effective task communication which
involves the supervisor and the apprentice. Ineffective tasks delegation for
the apprentice is chosen for my topic, as it was my problem during my
experience of apprenticeship as Public Relations Corporate at BIRD
Management. The causes of my problem are only a few of the tasks are
appropriate to my apprenticeship agreement, and my supervisor often
gives me unclear instructions. Then, the effects are apprenticeship
becomes boring, I get confused when doing my tasks, and I get no
significant improvement from what I expected before. The potential
solutions of my problem are being proactive, preparing a detailed manual
of Public Relations Department for the apprentice, and having the
supervisor brief the apprentice.
In this chapter I am going to present the chosen solution. Based on my
analysis, I choose the first and third solutions, namely being proactive and
having the supervisor brief the apprentice. I believe that being proactive
can help the apprentice to handle ineffective task delegation. This is
20
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because I cannot depend on the manual of Public Relations Department
for knowledge of the company policy. Not all companies have written rules
like that. Some of them only have non-written rules. Moreover, being
proactive, in my opinion, helps to determine if we are to be successful in
our apprenticeship. I believe that we have to choose our destiny. Being
proactive also helps me to gain new knowledge and experience as well as
coping with problems that can occur. For example, sometimes we cannot
hope that the tasks are appropriate to the agreement and the supervisor
does not give the instructions clearly about the delegated tasks. Being
proactive will make us ask our supervisor about our actual tasks,
especially those which are appropriate for our skills, and what exactly she
wants us to do.
Having the supervisor brief the apprentice is a good way to have an
introduction before apprenticeship. There are a lot of things that can be
shared. It can also give a vivid description about the apprenticeship and
what goals are going to be established by the supervisor. Besides, having
the supervisor brief the apprentice can make them know each other before
starting the apprenticeship; moreover, it is more effective because the
apprentice can ask the supervisor about the related department and the
supervisor can ask directly about the apprentice’s previous experience.
I can sum up that effective task delegation is needed so that the
apprentice can enjoy the apprenticeship and the delegated tasks will
become clearer so that the apprentice can do the tasks correctly. As I
clarified before, effective communication in the internal context is the best
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Maranatha Christian University
way to reach the objective of apprenticeship, which is to help the
apprentice get new insights in the particular field. Moreover, effective
internal communication can make effective task delegation happen, which
motivates the apprentice to increase his performance, which is important
to the company and to himself as far as skill improvement is concerned.
The supervisor should have a conversation with the apprentice before
delegating the tasks to discuss the apprenticeship agreement, which
should be made based on the skills of the apprentice. I hope this potential
solution can make the apprentice’s task delegation more effective, and
that the apprentice can face the ineffective task delegation well, if a similar
problem happens in the future.
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BIBLIOGRAPHY
Printed Sources
Baldoni, John. “Are You Asking the Right Question?” Face-to-Face
Communication for Clarity and Impact 2004: 48.
Gary, Loren. “How to Bring About Change by Paying Attention to What
You and Others Say.” Face-to-Face Communication for Clarity and
Impact 2004: 30.
Kinni, Theodore. “Is One-Dimensional Communication Limiting Your
Leadership?” Face-to-Face Communication for Clarity and Impact
2004: 56.
Mounter, Pamela. “Internal Communication.” Public Relations in Practice
2004: 44, 52.
Electronic Sources
“Company Policy.” 2009 ed. 7th November 2009
.
“Company Policy Manual.” NUPP Inc. 2009 ed. 7th November 2009
.
Maranatha Christian University
Dickson, Bob. “6 Tips To Effective Delegation.” Brazen Careerist. 2009 ed.
20th September 2009 .
“Erupting Mind Self Improvement Tips.” Free Self Improvement Tips,
Advice & Ideas. 2009 ed. 8th October 2009
.
“Manual For the Internship Supervisor.“ Education and Culture DG. 2009
ed. 7th November 2009 .
“Our Concept of Critical Thinking.” The Critical Thinking Community. 2009
ed. 4 February 2010
.
"Proactive." The Oxford Pocket Dictionary of Current English. 2009.
Encyclopedia.com. 15th Nov. 2009 .
“Supervisor – A Responsible Position.” BYN Swedish Construction
Industry Training Board. 2009 ed. 25th November 2009
.
“The Top Ten Most Important Things I Learned.” SlideShare Inc. 2009 ed.
28th September 2009 .
Maranatha Christian University
Tugas Akhir ini bertujuan untuk membahas masalah yang dihadapi
penulis saat magang di BIRD Management. Masalah yang dihadapi
adalah mengenai pemberian tugas yang tidak efektif bagi pemagang.
Masalah ini sangat menarik untuk dibahas karena walaupun penyelia
penulis adalah seorang profesional, masalah ini masih terjadi.
Dalam Tugas Akhir ini, dianalisa sebab dan akibat dari masalah
yang dihadapi. Penyebab pemberian tugas yang tidak efektif bagi
pemagang disebabkan ketidaksesuaian penugasan dengan perjanjian
magang, dan penyelia penulis sering memberikan instruksi yang tidak
jelas. Akibatnya adalah magang menjadi membosankan, penulis bingung
dalam mengerjakan tugas, dan penulis tidak mendapatkan perkembangan
signifikan seperti apa yang diharapkan sebelumnya. Ada beberapa solusi
dari masalah di atas yang dapat diterapkan dengan menelaah dampaknya
baik positif maupun negatif; seperti pemagang menjadi proaktif,
Departemen Public Relations menyiapkan sebuah buku manual untuk
pemagang, dan pemagang meminta briefing dengan penyelia.
Selain itu Tugas Akhir ini juga menyatakan solusi terbaik. Penulis
memilih dua dari tiga solusi potensial, yaitu pemagang menjadi proaktif
dan pemagang meminta briefing dengan penyelia. Penulis berharap solusi
potensial ini dapat membantu untuk mengatasi masalah pemberian tugas
yang tidak efektif bagi pemagang.
i
Maranatha Christian University
TABLE OF CONTENTS
ABSTRACT................................................................................................... i
DECLARATION OF ORIGINALITY............................................................... ii
ACKNOWLEDGEMENTS.............................................................................. iii
TABLE OF CONTENTS................................................................................ iv
CHAPTER I. INTRODUCTION....................................................................1-7
A. Background of the Study
B. Identification of the Problem
C. Objectives and Benefits of the Study
D. Description of the Institution
E. Method of the Study
F. Limitation of the Study
G. Organization of the Term Paper
CHAPTER II. PROBLEM ANALYSIS........................................................ 8-12
CHAPTER III. POTENTIAL SOLUTIONS................................................13-19
CHAPTER IV. CONCLUSION................................................................. 20-22
BIBLIOGRAPHY
APPENDIX:
A. FLOWCHART
ii
Maranatha Christian University
FLOWCHART
Cause 1: Only a few tasks
are appropriate to my
apprenticeship agreement.
Cause 2: My supervisor
often gives me unclear
instructions.
Problem:
The ineffective tasks delegation
for the apprentice in BIRD
Management
Potential Negative Effects:
1. It is time-consuming.
2. It uses more energy.
Potential Solution I:
Being proactive
Potential Negative Effects:
1. It is too rigid.
2. It has to be updated
regularly.
Potential Solution II:
Preparing a detailed
manual of Public
Relations Department
for the apprentice
Potential Negative Effects:
1. Supervisor is unavailable.
2. Briefing is not likely to be
a supervisor’s priority.
Potential Solution III:
Having the supervisor
brief the apprentice
Chosen Solution:
1. Being proactive
2. Having the supervisor
brief the apprentice
Effect 1: Apprenticeship
becomes boring.
Effect 2: I get confused in
doing my tasks.
Effect 3: I get no
significant improvement
from what I expected
before.
Potential Positive Effects:
1. It forces me to be
diligent.
2. It forces me to think
critically.
3. It forces me to gain
something or learn more.
Potential Positive Effects:
1. Description of the tasks
is clear.
2. It makes the apprentice
familiar with the
department’s policy
Potential Positive Effects:
1. The apprentice learns
about the company’s
values and practices firsthand.
2. The supervisor can
convey her expectations
directly to the apprentice.
CHAPTER I
INTRODUCTION
A. Background of the Study
For officers who work at a company, effective tasks delegation is a
must. Tasks delegation cannot be effective when there is lack of effective
internal communication. This situation can cause misunderstanding.
Ineffective task delegation for the apprentice is my chosen topic, based on
my experience when I was doing apprenticeship as Public Relations
Corporate at BIRD Management. BIRD manages THE MAJESTY, Grand
Setiabudi, and GALERI Ciumbuleuit.
I am convinced that effective tasks delegation involves effective internal
communication. The apprentice will not enjoy the apprenticeship and be
able to do the tasks correctly if the tasks delegation is not effective. The
apprentice will most likely feel bored and potentially do the task the wrong
way if there is no effective internal communication before delegating tasks.
Thus, before analysing the relations between effective tasks delegation
and effective internal communication, it is important to explain the
definition of communication. Communication involves listening and
informing. Pamela Mounter says, “Communication is the link between an
1
Maranatha Christian University
organization’s compelling need for change and an employee’s compelling
for security” (44). From this quote, I believe that internal communication
can bring a lot of positive effects which have a big impact on one’s
performance. It can make the apprentice feel extricable when a problem
happens. Good communication can also make tasks delegation more
effective.
Effective communication in delegating tasks to an apprentice only
works when both supervisor and apprentice are involved. The problem is
sometimes the supervisor feels that she does not have time for
communication or she thinks discussing anything with the apprentice is not
needed. Effective communication itself is “about telling people where they
are going (message, top down), welding the different parts of the
organization into one team (delivery, horizontal) and getting information on
how well communication is working (feedback, bottom up)” (Mounter 52). I
agree with the statement above that effective communication can give
some information in a cycle from top-down, horizontal, and bottom-up.
Having discussed effective internal communication, I am going to talk
about effective task delegation. According to Bob Dickson, delegating
tasks can both foster a "team environment" and help the apprentice
increase his level of performance that increases his responsibility,
leadership and project management skills; moreover, he will feel important
too in a company (par. 2). I strongly agree with Dickson. If the level of
delegated task is appropriate to the skills level of the apprentice, it will
make him feel important to the company and his skills will improve.
2
Maranatha Christian University
Based on my observation when I did my apprenticeship at BIRD
Management from June until July 2009, I found the problem that its
management had no effective task delegation. There were only several
tasks appropriate to the apprenticeship agreement made before the
apprenticeship began; moreover, my supervisor often gave me unclear
instructions which made me confused. Therefore, it made me bored, I got
confused when I was doing my tasks, and I had no significant
improvement in doing my tasks.
This problem is very interesting to discuss because although my
supervisor is a professional, this problem still happens. For this reason, I
am going to analyse how to apply effective task delegation by reading
books and accessing electronic resources, as well as referring to my
observation journal during my apprenticeship at BIRD Management. Then,
I am going to present the possible solutions on how to handle this
problem, with both positive and negative effects. Furthermore, I am going
to choose the best solution of all the solutions presented.
B. Identification of the Problem
The problem to be discussed in this term paper is identified in the
points below:
1. Why is effective task delegation needed?
2. What is the relation between effective task delegation and effective
internal communication?
3. What is the best way to make effective internal communication?
3
Maranatha Christian University
C. Objectives and Benefits of the Study
The objectives of this term paper are to know the effects of effective
task delegation, to understand the relation between effective task
delegation and effective internal communication, as well as to apply
effective internal communication so that task delegation is more effective.
For Public Relations Corporate of BIRD Management, this term paper
can help them to handle its ineffective task delegation, based on my
suggestions as a former apprentice in their workplace. In addition, I hope
delegating tasks to an apprentice can be more effective so that teamwork
can be better, to avoid misunderstanding, and so that the apprentice can
use and develop skills effectively.
For the readers, this term paper can give some useful information
about ineffective task delegation so that they can prevent it, or they can
handle this problem seriously if it happens to them. For me, this term
paper can help me identify some information about effective task
delegation and effective internal communication, as well as analyse some
potential solutions to face ineffective task delegation, which will help me to
cope with a similar or the same problem in the future.
D. Description of the Institution
BIG (Bandung Inti Graha) Company is a large company in Bandung
which was founded in 2001. From property, BIG developed to a service
and hospitality industry. BIG company has a subsidiary, named BIRD
(Best Image Residence) Management which manages hotels &
4
Maranatha Christian University
apartments. However, at the current time BIRD has become a hotel &
apartment management consultant. Based on the contract which was
made before, BIRD is still managing THE MAJESTY, Grand Setiabudi,
which was founded in 2004, and GALERI Ciumbuleuit, until now. BIRD is
also managing BTC, JATOS, and Solo Grand Mall.
During the apprenticeship, I was assigned to Grand Setiabudi. Grand
Setiabudi is located at Dr. Setiabudi Street No. 130 - 134, Bandung. Grand
Setiabudi was founded to support the Bandung tourism industry by giving
comfort to guests, tenants, and officers.
The missions of Grand Setiabudi Hotel & Apartment are listed as
follows:
1. To glorify God’s name
2. To make Grand Setiabudi Hotel & Apartment a clean, safe, neat, and
friendly area.
3. To have all workers blessed and able to apply “EMPLOYEESHIP” as
the working culture of the company, in order to:
-
reach satisfaction of the guests,
-
operate Grand Setiabudi Hotel & Apartment, a four-star standard
quality residence, in order to be a profitable business
-
make the workers feel safe in the workplace as well as encouraged
to improve their skills.
5
Maranatha Christian University
E. Method of the Study
To get the information needed, I refer to my apprenticeship journal,
which I wrote every day while doing my apprenticeship for 32 days. I also
consulted some books and some articles from the Internet to get valid
theories about effective task delegation and effective internal
communication.
F. Limitation of the Study
This study is focused on the interaction between me and my
supervisor, who always gave me unclear instructions to do the delegated
tasks in Public Relations Department at BIRD Management. This
observation is done specifically at Grand Setiabudi, as a company under
BIRD Management. In this term paper, I will simply explain the causes,
effects, and solutions based on my internship done from 23rd June until 8th
August 2009.
G. Organization of the Term Paper
This term paper starts with an Abstract, which briefly gives a statement
about this term paper in Indonesian. Second, Declaration of Originality
contains a statement of the writer about the originality of the term paper.
Third, Acknowledgements contains the gratitude of the writer to all parties
who have helped him in making this term paper. Fourth, Table of Contents
contains details of chapter and subchapter titles, with page numbers.
6
Maranatha Christian University
The main content of this term paper consists of four chapters. The first
chapter is Introduction. It is divided into seven parts. The first part is
Background of the Study, which discusses the chosen topic and the
reason behind it. The second part is Identification of the Problem, which
states the situations and problems which are going to be analysed, in
question form. The third part is Objectives and Benefits of the Study,
which states the aims that I want to reach at the end of this term paper.
The fourth part is Description of the Institution, which gives a brief history,
and also the vision and mission of the institution. The fifth is Method of the
Study, which explains the process of data gathering. The sixth is Limitation
of the Study, which states the limit of the discussed topic. The seventh is
Organization of the Term Paper, which depicts the chapters and parts of
the term paper briefly.
The second chapter is Problem Analysis, which analyses the causes
and the effects of the problem. It also uses observation result and data
from my apprenticeship journal, and relevant theories to support the
analysis.
The third chapter is Potential Solutions, which presents some possible
solutions, with both positive and negative effects. The fourth chapter is
Conclusion, which states the best solution, with logical and responsible
reasons, and explains the application of it.
Bibliography contains the information of publications for all sources
cited in Chapter II, Chapter III, and Chapter IV, and Appendix which
contains a Flowchart.
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CHAPTER IV
CONCLUSION
Based on my analysis in the previous chapters, I can sum up that
effective task delegation needs effective task communication which
involves the supervisor and the apprentice. Ineffective tasks delegation for
the apprentice is chosen for my topic, as it was my problem during my
experience of apprenticeship as Public Relations Corporate at BIRD
Management. The causes of my problem are only a few of the tasks are
appropriate to my apprenticeship agreement, and my supervisor often
gives me unclear instructions. Then, the effects are apprenticeship
becomes boring, I get confused when doing my tasks, and I get no
significant improvement from what I expected before. The potential
solutions of my problem are being proactive, preparing a detailed manual
of Public Relations Department for the apprentice, and having the
supervisor brief the apprentice.
In this chapter I am going to present the chosen solution. Based on my
analysis, I choose the first and third solutions, namely being proactive and
having the supervisor brief the apprentice. I believe that being proactive
can help the apprentice to handle ineffective task delegation. This is
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because I cannot depend on the manual of Public Relations Department
for knowledge of the company policy. Not all companies have written rules
like that. Some of them only have non-written rules. Moreover, being
proactive, in my opinion, helps to determine if we are to be successful in
our apprenticeship. I believe that we have to choose our destiny. Being
proactive also helps me to gain new knowledge and experience as well as
coping with problems that can occur. For example, sometimes we cannot
hope that the tasks are appropriate to the agreement and the supervisor
does not give the instructions clearly about the delegated tasks. Being
proactive will make us ask our supervisor about our actual tasks,
especially those which are appropriate for our skills, and what exactly she
wants us to do.
Having the supervisor brief the apprentice is a good way to have an
introduction before apprenticeship. There are a lot of things that can be
shared. It can also give a vivid description about the apprenticeship and
what goals are going to be established by the supervisor. Besides, having
the supervisor brief the apprentice can make them know each other before
starting the apprenticeship; moreover, it is more effective because the
apprentice can ask the supervisor about the related department and the
supervisor can ask directly about the apprentice’s previous experience.
I can sum up that effective task delegation is needed so that the
apprentice can enjoy the apprenticeship and the delegated tasks will
become clearer so that the apprentice can do the tasks correctly. As I
clarified before, effective communication in the internal context is the best
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way to reach the objective of apprenticeship, which is to help the
apprentice get new insights in the particular field. Moreover, effective
internal communication can make effective task delegation happen, which
motivates the apprentice to increase his performance, which is important
to the company and to himself as far as skill improvement is concerned.
The supervisor should have a conversation with the apprentice before
delegating the tasks to discuss the apprenticeship agreement, which
should be made based on the skills of the apprentice. I hope this potential
solution can make the apprentice’s task delegation more effective, and
that the apprentice can face the ineffective task delegation well, if a similar
problem happens in the future.
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BIBLIOGRAPHY
Printed Sources
Baldoni, John. “Are You Asking the Right Question?” Face-to-Face
Communication for Clarity and Impact 2004: 48.
Gary, Loren. “How to Bring About Change by Paying Attention to What
You and Others Say.” Face-to-Face Communication for Clarity and
Impact 2004: 30.
Kinni, Theodore. “Is One-Dimensional Communication Limiting Your
Leadership?” Face-to-Face Communication for Clarity and Impact
2004: 56.
Mounter, Pamela. “Internal Communication.” Public Relations in Practice
2004: 44, 52.
Electronic Sources
“Company Policy.” 2009 ed. 7th November 2009
.
“Company Policy Manual.” NUPP Inc. 2009 ed. 7th November 2009
.
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Dickson, Bob. “6 Tips To Effective Delegation.” Brazen Careerist. 2009 ed.
20th September 2009 .
“Erupting Mind Self Improvement Tips.” Free Self Improvement Tips,
Advice & Ideas. 2009 ed. 8th October 2009
.
“Manual For the Internship Supervisor.“ Education and Culture DG. 2009
ed. 7th November 2009 .
“Our Concept of Critical Thinking.” The Critical Thinking Community. 2009
ed. 4 February 2010
.
"Proactive." The Oxford Pocket Dictionary of Current English. 2009.
Encyclopedia.com. 15th Nov. 2009 .
“Supervisor – A Responsible Position.” BYN Swedish Construction
Industry Training Board. 2009 ed. 25th November 2009
.
“The Top Ten Most Important Things I Learned.” SlideShare Inc. 2009 ed.
28th September 2009 .
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