Final answer:
Delegation of authority involves managers assigning responsibilities to subordinates, which enhances efficiency and staff development. Succession planning ensures continuity in vital positions by preparing internal candidates to step into key roles. Both concepts are important for maintaining proper reporting and accountability within organizations like government agencies.
Step-by-step explanation:
Delegation of Authority and Succession Plan
The delegation of authority refers to the process by which higher-level managers entrust tasks and responsibilities to subordinates. This allows for more efficient operations and enables staff members to develop their skills by taking on new responsibilities. A succession plan, on the other hand, is a strategy used by an organization to ensure continuity in key positions. It identifies and develops internal personnel with the potential to fill critical roles within the organization in the event of turnover, whether it be planned or unplanned. Specifically, agencies like the one described in Figure 4.5.2 (potentially a government agency like NASA based on the video reference), require careful planning concerning both delegation of authority and succession to maintain their reporting relationships to Congress and other oversight bodies, while also collaborating with advisory committees and the inspector general's office. Such organizations typically have an established reporting structure that ensures accountability and effective internal communication—critical components when dealing with large bureaucratic institutions.