Managers can empower workers by delegating to them. “Delegation involves assigning work to other people, and is an activity intrinsically associated with all managerial positions” (Whitten & Cameron, 2007, p. 467). Effective management can be achieved through delegation. Therefore, a manager must decide when to delegate. Benefits and Potential Results of Delegation Learning to delegate effectively is critical to managers' success in the workplace. A competent delegator can empower others while maximizing the effectiveness and efficiency of the organization. Whitten and Cameron (2007) identify the following benefits of delegation: time, development, trust, commitment, information, efficiency, and coordination (p.467). TimeDelegation can improve managers' ability to get things done. Delegation increases the manager's discretionary time” by freeing up some time (Whitten & Cameron, 2007, p. 467). A manager's schedule can be extremely hectic and the pressure can be overwhelming due to the demands. Managers can increase their time to focus on other tasks that have a high priority and require the manager's full attention through delegation. Not being prepared and never meeting deadlines are qualities that can damage reputation, as the manager may be seen as less efficient and effective in managing. Through delegation, the manager can make more use of the day. Development Delegation can increase workers' effectiveness. It allows delegates to “develop knowledge and skills” (Whitten & Cameron, 2007, p. 467). Through delegation, workers can be stimulated and this can encourage them to develop their skills. They can naturally develop the knowledge and skills needed to meet the challenges they face in tasks that fall outside their core job duties. By encouraging such development, it can prepare employees for future assignments and promotions. Delegation not only benefits the employee receiving the new assignment, but it also benefits the manager and the organization by improving effectiveness. TrustDelegation can help managers build positive relationships with staff. It is a way to show employees that they are respected, as delegation “demonstrates trust and confidence in the delegates” (Whitten & Cameron, 2007, p. 467). Delegation can empower employees, because when managers seek assistance with a task it shows that the manager believes in them; the manager is confident that the employee can complete the task successfully. Through trust, the manager can allow an employee to bring drive and initiative to the job. According to Whitten and Cameron (2007), individuals who felt trusted by their managers were significantly more effective than those who did not feel that way (p..