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Leadership And Delegation In Nursing Essay

Leadership And Delegation In Nursing Essay

Florence Nightingale (1859) once said, “But then again, to look to all these things yourself does not mean to do them yourself…But can you insure that it is done when not done by yourself?” (p. 17). These words, written in her Notes on Nursing, spoke of the idea of delegation in nursing. Over the years, delegation has become increasingly important in the nursing profession. It is important for a nurse to understand how to delegate to others efficiently without compromising patient safety or facing a lawsuit. This can sometimes prove to be a harder task than one might think, especially for a new graduate who has no experience with delegation. However, there are certain guidelines set in place that, if followed, will enable you to delegate tasks safely, properly, and effectively.

Delegation is defined as the “transference of responsibility and authority for an activity to a competent individual” (Berman & Snyder, 2012). When delegating a task to another individual, there are five rights of delegation that must be considered. “The five rights of delegation include the right task, the right circumstance, the right person, the right communication and the right supervision” (Tomey, 2009). Leadership And Delegation In Nursing Essay. Leadership And Delegation In Nursing Essay. The first right, the right task, takes into consideration whether it is within a person’s scope of practice to perform the task being delegated.

A specific task that can be delegated to one person may not be appropriate for another person, depending on each person’s experience and individual skill sets. Also, a task that is appropriate for one person to perform with one client may not be appropriate with a different client or the same client under altered circumstances. (Berman & Snyder, 2012)

A lot of times, a list of tasks that can and cannot be delegated can be found in the nurse practice act for the state of practice. In addition to considering if a task is within a person’s scope of practice, the nature and complexity of the task to be delegated should also be considered. “Only activities that have a predictable outcome and are done the same way every time” should be delegated (Sheehan, 1998). For example, it is okay to delegate a task such as taking a blood pressure or measuring urine output. Tasks that are more complicated or could hurt a patient, such as changing a patient’s surgical dressing, should not be delegated.

The right circumstance is the second right of delegation. Even if a person has the ability and is allowed to perform a certain task, it is important to consider the circumstances before delegating. For example, ambulating a patient is a task that can normally be delegated to a nursing assistant. Leadership And Delegation In Nursing Essay. However, if you consider a patient who is post-op for a hip replacement and has a history of hypotension and anemia, this task would not be appropriate to delegate to a nursing assistant or any other person who does not have the necessary training to know what to do if the person were to become unstable. Leadership And Delegation In Nursing Essay.


Generally, appropriate activities for consideration in delegation decision making include those which frequently reoccur in the daily care of a client or group of clients, which do not require the UAP to exercise nursing judgment, do not require complex and/or multi-dimensional application of the nursing process, for which the results are predictable and the potential risk is minimal, and which utilize a standard and unchanging procedure. (National Council of State Board Nursing, 1997)

The third right of delegation is the right person. It is important to consider who the best person would be to handle a given situation. This means taking into consideration whether or not a person has the knowledge, skill, and competency to perform the task. Also, it should be considered whether or not the person has performed the task in the past and if not, if they need supervision in performing the task. Leadership And Delegation In Nursing Essay. The RN must consider qualifications, job descriptions, and competency when delegating task to various caregivers. Qualifications are generally determined by state licensure or certification, and the RN may reference hospital policies and procedures, job descriptions, published state practice acts, or unit guidelines if unfamiliar with specific qualifications. For instance, an LVN/LPN may be permitted by license to draw blood in some states. In other states the LVN/LPN must have an additional certification to draw blood. (Osborn, 2010) Leadership And Delegation In Nursing Essay.

The fourth right of delegation is the right communication. It is very important when delegating a task to another person to make sure and communicate what is needed. This means not only telling the person what to do, but giving all information that will be needed in order to perform the task. For example, when assigning the task of taking a patient’s blood pressure to someone, it is important to include when they need to be taken, as well as restrictions that may be needed such as to only use the left arm. In addition, specific instructions need to be given about when information should be reported back to you and any information that should be reported back immediately. For instance, if you assign the task of taking a patient’s blood sugar to a nursing assistant, it is important to make sure that he or she knows what a normal reading and that any readings that are not in the expected range should be reported immediately. It is also important to make sure that all instructions are understood by the person you assigning the task to and if any supervision may be needed.

The fifth right of delegation is the right supervision. It is very important that any time you delegate a task, you make sure that it has been done correctly and completely. At times, a task that is delegated will be completed under direct supervision. For example, when teaching a student to insert a foley catheter, you will be with them during the task guiding them through the process. It is not always possible to be present to directly supervise all tasks that you have delegated, even though you are still ultimately accountable. It is critically important to make sure and oversee the progress on the tasks that you have delegated to ensure they are properly executed,

The Board of Nursing has the legal responsibility to regulate nursing practice and provide guidance regarding delegation of nursing tasks. The licensed nurse’s specialized education, professional judgment and discretion are essential for quality nursing care. Nurses are uniquely qualified for promoting the health of the whole person by virtue of their education and experience. Leadership And Delegation In Nursing Essay. Nursing is a knowledge-based process discipline and cannot be reduced solely to a list of tasks. Leadership And Delegation In Nursing Essay. Therefore, the nurse must coordinate and supervise the delivery of nursing care, including the delegation of nursing tasks to others. While some nursing tasks may be delegated to unlicensed assistive personnel (UAP), the practice-pervasive functions of assessment, evaluation and nursing judgment must not be delegated. All decisions related to delegation of nursing tasks must be based on the fundamental principle of protection of the health, safety and welfare of the public. The issues surrounding delegation are complex and multi-faceted. It is the responsibility of the licensed nurse to determine which tasks can be appropriately delegated and accept accountability for the outcomes. “Assigning unqualified persons to perform nursing care functions, task or responsibilities and or failing to effectively supervise persons to whom nursing functions are delegated or assigned” constitutes misconduct. (South Carolina Board of Nursing, 2010)

In order to be able to delegate efficiently and effectively, it is important to consider the four principles of delegation. The first is the principle of result excepted, which suggests that before delegating a task to someone, you should be able to clearly define the goals and results that are expected of them. In other words, as a nurse, you should know the skill that you are delegating and not only be able to perform it, but teach the aspects of the skill to someone else. The second principle is the principle of parity of authority and responsibility , which says that when delegating a task, you should choose a person who is capable of doing the job on their own and not impress excessive authority. The nurse should know the regulations in the state of practice regarding which tasks can be delegated to another person and those which should be done by only an RN. The third principle is the principle of absolute responsibility. This principle says that when delegating care to another person, the RN should be aware that he/she is the one who is ultimately responsible.Leadership And Delegation In Nursing Essay.  It is very important to supervise tasks which have been delegated in order to ensure the safety of all patients and of her own license. Leadership And Delegation In Nursing Essay. The fourth principle is the principle of authority, which suggests that you must realize that according to the American Nurses Association, delegation is a skill designated only to the RN. However, there are some situations where this may not be the case. For example, in community based settings, there is not the regular presence of an RN and care is provided by other people who are not directed by an RN. This is the case in most assisted living communities where nurse delegated tasks are not part of the regular care that is provided (Management Study Guide, n.d.).

It is very important as a nurse to consider all aspects that go into delegating tasks to others. When all the guidelines are followed correctly a good judgement is used when choosing who to delegate a task to, delegation can be a great tool that nurses can use. Your floor will run smoothly and you will be able to more efficiently care for your patients. It is of utmost importance that we as health care providers put the care and needs of the patients first when making decisions that could affect their treatment and ultimately their lives.

Delegation has widely been referred to as a key function in human resource management towards the actualization of the organizations goals and objectives. Irrespective of the sector, delegation has assisted several managers in the accomplishment of the set targets and departmental objectives. Also in the nursing profession the ability to delegate responsibilities is a major attribute of a nurse-supervisor in the ward.

However, due to the recent increase in demand for healthcare services all over the globe, a nurse-supervisor should to able to delegate effectively, to healthcare assistants under her or him so that she will be able to concentrate on nursing work that cannot be delegated, prevent stress and overworking for nurses, bring about quick and early recovery to patient, improve competencies and self development on the part of the subordinate and improvement and efficiency on part of the healthcare system. Delegation aid the concentration of the supervisor on more important matters while the minor ones are left to be handled by the medical assistance.

According to ANA (2006), delegation is defined as the process of assigning a responsibility to another person (subordinate) to act on ones’ behalf while remained accountable for the responsibility delegated. Delegation can also be defined as authorizing an unlicensed person to provide nursing service while retaining accountability for how the unlicensed person performs the task (BNE, rules and regulation 2003, 224.4(3)). Bylgja and Helga (2012) defined delegation as the ability to work with people so as to accomplish effective outcome more than what one person can do alone. The main purpose of delegation as recognized by Patricia et al (2010) is to bring about work effectiveness and efficiency. It also helps to use time and resources effectively thereby reducing the healthcare cost, (Fisher, 2000). For nurses to be able to delegate effectively, she must consider the task to be delegated, the competency of delegate and maintain good communication within the team (Bylgja and Helga, 2012). This can be found in the Action Plan: Long term goal 3 under Short and Medium term goals.

This study will critically analyze the relevance of delegation in the nursing ward, the factors to be considered when delegating, the role of the supervisor in delegation and job distribution, the performance role of the subordinate, the step by step of effective delegation, the evaluation mechanism to be employed when considering delegating responsibilities to healthcare assistance and the attitudinal input of both supervisor and subordinates. Leadership And Delegation In Nursing Essay.

Nurse-supervisor should be conversant with the relevant rules and regulations guiding the delegation of nursing responsibilities in their country of practice, attending training or continuing education on delegation and related courses, know and read organizational job description of healthcare assistants. The role of training subordinates (nurses and healthcare assistances) cannot be over emphasized, assessing the level of understanding and competencies on the task to be delegated, supervising during execution of task, motivating the subordinates, ensuring effective communication, promoting good and active team spirit, giving feedback and being accountable for the task delegated.

To be able to ascertain the level of delegation to give the healthcare assistants, the first and most important step a nurse-supervisor undertake is to get acquainted with the relevant rules and laws governing delegation according to Nursing and Midwifery Council of the country of practice (see Action Plan: long term goal (1) under Short/medium term goal). Consulting the Nursing and Midwifery council or journals of the country will assist in determining the requirements needed to delegate task, the level of supervision and the competency required (Neuwhann, 2010). Cindy (2011) said that laws help to give information about the procedure or responsibility to be delegated to the healthcare assistant and the dos and don’ts of delegation. Bylgia and Helga (2012) also confirmed that for delegation to be effective, the register nurse who is a supervisor must know the legal job description and if the responsibility is legitimate to be delegated. Reinhard(2011); NCSBN (2005) recognized that the law of the state in which the nurse is practicing regulates the extent to which a nurse can delegate. There are some nursing responsibilities that cannot be delegated and these include- nursing assessment, nursing diagnosis, nursing care plan, health counseling, teaching, health talk, planning , evaluation, nursing judgment and referral,(Hansten and Jackson, 2010; Collin, 2011).

Checking the organizational job description of the healthcare assistant is also important (see Action Plan: long term goal (1) under Action required). Leadership And Delegation In Nursing Essay. This will help a nurse-supervisor to know the limit and extent of responsibility to be delegated to them, it will help to plan for them, give insight of their capability and help to prevent over delegation, (Hansten and Jackson, 2010). This will go a long way in assisting the supervisor not to overload a particular subordinate will others will be left with few duties and assignment.

Confidence in delegation and supervision can also be built by attending seminar, training, continuing education and workshops (see Action Plan: long term goal (2) under Short/Medium Term goal and Action required). It will help to improve knowledge on delegation, supervision and other leadership and managerial skill needed and give necessary information on what delegation entails. To support this view, Kleinman and Saccomano (2006); Byigja and Helga (2012) believed that there is need for nurses to undergo training on delegation, involve in continuing education to improve / update their skills and delegation should be included in the curriculum of nursing in their undergraduate courses. In contrast to this view, the result of the research carried out by Saccomano and pinto-zipp (2011) shows that nurse with clinical experience of 5years have more confidence to delegate responsibility than nurses with educational and training experiences alone. All these will help to prevent over delegation of responsibility and will assist nurses to take responsibilities and be held accountable for the decision made in delegation.

Empowering and training healthcare assistants is very crucial before delegating responsibility to them because it helps them to develop confidence, competence and know-how for them to be able to work effectively (see Action Plan: long term goal (2) under Action required). Empowering according to Marquis and Huston (2000) is the process in which a leader communicates their vision, employees are given the opportunity to make use of their talents and learning, creativity and exploration are encouraged. He believed that leader should train subordinates before delegating responsibility and allow the delegate to partake in the satisfaction gotten from achievement of the task. Leadership And Delegation In Nursing Essay.Marquis and Huston (2000) further explained that educating and training are component that help in developing a staff to do specific task and this makes them competent on the assigned duty. As recognized by Petra (2012), NMC standard of delegation required that a delegate must be trained on the procedure or task that is to be delegated and taught how to use any equipment associated with the responsibility. A key factor that contribute to quality of care rendered by healthcare assistants is to be well equipped with the necessary knowledge and skills required to for the work, (Fitzipatriols and Roberts, 2004). Training helps to give knowledge on what is to be done, give insight to the procedure at hand and help to develop boldness. Empowering subordinates also help to maintain and improve their self esteem, (Davidnizer and Shearer, 2002). Empowerment or training can be inform of teaching, discussion, demonstration, role play and all these should be organized by the nurse-supervisor (Lightfoot 11,2011).

Kleinman and Saccomano (2006) also pointed out that it is the responsibility of the nurse-supervisor to provide the adequate materials and equipment for carrying out the delegated task and expose the delegate on how to use them (see Action Plan: long term goal (2) under Action required). Singleston (2011) emphasized that all delegate should be trained effectively before responsibility is assigned to them and that induction training is a key to learning good practice and role boundaries. The education department of the organization which can also be the human resource can help in the training or organize seminar for employee i.e. healthcare assistants, (Marquis and Huston, 2000). One major constraint to empowering and training subordinate is that managers or supervisors are so occupied with their work and have little or no time for training other (summer and Nowick, 2006). Bejgja and Helga (2012) also acknowledged that time, individual obstacle which may be unwillingness on part on the subordinate and lack of resources can be constraints prevent accomplishing learning and teaching.

Assigning the right person for responsibility delegated is one of the vital decision to be taken in delegating responsibility because if the wrong person is chosen, the life and health condition of the patient may be threatened (Hudson, 2008). Before assigning responsibility, the nurse-supervisor assesses the level of understanding, knowledge and competency in the healthcare assistant (see Action Plan: long term goal (3) under Short/medium term goal). This can be done by giving them test, set written exams on what have being taught, observed them during practical and use checklist to grade them during demonstration, ask them verbal questions and allow them to ask question. All theses will help to know their competence and confidence level in executing the assigned task and it will also boost the confidence of the nurse to delegate (Neuman, 2010). This will also help to know the strength and weakness of each healthcare assistant and responsibility will be delegated based on their strength. (Hansten and Jackson , 2010).Leadership And Delegation In Nursing Essay.  Hansten and Jackson (2010) also said that delegating responsibility based on subordinate strength will enable the patient to get the best care required and also help the delegate give out his or her best. Quallich (2005) also pointed that knowing the skills and competence of healthcare assistants will help to develop nurse confidence and erase fear of not getting work done. Zehler and Haslauer (2005) said that before any assessment, the nurse should provide procedure list for the healthcare assistants so that they can practice on their own and when demonstrating the task, the nurse should record and document all their performance.

Before assigning responsibility to healthcare assistants, NMC(2012) pointed that nurses must consider the needs of the people in their care, the stability of the people being cared for, the complexity of the task being delegated, the expected outcome of the delegated task, the availability of the resources to meet those needs and the judgment of the nurse. The Action Plan: Long term goal (3) under Action required (i) talked about that. NCSBN (2005) also recognized that before a nurse delegate responsibility he or she must consider the right task, right circumstance i.e patient condition, setting and resource, right person i.e competent delegate, right direction and communication and right supervision. Nurses should always remember that responsibility delegated should be within the scope of practice of the delegate and responsibility should be delegated based on their competence in education and demonstration (Lightfoot 11, 2011). Knowing all these, the nurse-supervisor will know how to assign responsibility to healthcare assistant (Kleinman and Saccomano, 2006).

Evaluation can be done in regular interval as said by Robert (2011). Curtis and Nicholl (2004) believe that evaluation during performance of responsibility by delegator can help prevent mistakes, improve cordial relationship and bring about effective communication.

Communication when delegating is very important (see Action Plan: long term goal (3) under Short/medium term goal). Communication can affect the outcome of the work or task delegated by a nurse-supervisor to healthcare assistants. Wilson (2010) asserted that communication involves providing and sharing adequate information required for the expected or the desired outcome and the deadline for the responsibility. When a nurse-supervisor communicates effectively with the healthcare assistants during delegation of task, it encourages them to ask questions and creates an opportunity for the nurse to provide clarification (Saccomano, 2007). As discussed by Potter et al (2010), communication must be clear, complete and constant because it has effect on both healthcare assistants and the patient involved in the care. The healthcare assistants must understand what the job entails, the expectations, the parameter involved and how to report the responsibility (Potter et al, 2010).  Leadership And Delegation In Nursing Essay.The nurse-supervisor must explain in the language the healthcare assistants understand, make the instruction simple for them to comprehend and absorb and allow them to ask questions (Hansten and Jackson, 2010). As endorsed by Potter et al (2010), there is a necessity that both nurse and healthcare assistants to be involved in training and continuing education on communication skills so that success will be achieve in execution and implementation of the delegated responsibilities.

The constraint of assessing healthcare assistant can be fear of losing job if they do not perform well and nurse-supervisor need to reassure them constantly (Summer and Nowicki,2006). This can be found in the Action Plan: Long Term Goal 3 under constraints. The fear on the part of the subordinate of being punished or queried if they don’t execute the assignment as expected can be wiped off by the supervisor through flexibility and accommodating words.

To ensure accuracy and completeness of responsibility, supervision, motivation and team work is highly necessary (see Action Plan: long term goal (4) under Short/medium term goal). Supervision is the process of overseeing a particular task and responsibility so as to ensure completeness of the assignment. It is a fundamental method applied by management and supervisory staff in ensuring that employees/subordinates are guided on the step to step action on the assignment. Though, this is not meant to override freedom of the subordinates in executing the assignment but designed in a way that corrective measures can be employed even before the final completion of the task. However, this is shouldn’t be done frequently as it may run down the morale of the executing office. As recognized by Livni et al (2012), clinical supervision is an important quality control mechanism used to make sure that patient receive adequate and appropriate care. Supervision is always required in delegated responsibility and should be done in all responsibility delegated, it can be direct/general and the degree depend on the judgment of the nurse, the nature of responsibility delegated, the condition of the patient involved and the competency of the delegate (Lightfoot 11,2011; Eaton,2009; Neumann, 2010). Quallich (2005) reported that supervising delegate during execution of task help the nurse-supervisor guide against legal challenges. During supervision, the nurse-supervisor provide direction, correction, give explanation on how the task should be done, monitor performance of the delegate, ensure the work is done according to standard of procedure, give helping hand, intervene where necessary and ensure proper documentation of the procedure done (Kleinman and Saccomano,2006). Leadership And Delegation In Nursing Essay. Touchstone (2009) supported this view in his article by saying that supervision helps the nurse to correct any error or mistake that can jeopardize or endanger the health condition of the patient involved. Also, Williams and Cooksey (2004) said that the nurse can provide information on any change in plan of the patient to the delegate during supervision. Supervision also help to develop relationship and communication between the nurse and delegate (healthcare assistants) thereby bringing about better care for patient involve and work satisfaction for the healthcare assistants (Currie, 2008; Wegdlt , 2010). Avoiding over supervision and stepping back a little to allow delegate perform their responsibility help them to prevent fear of being looked on, erase fear of insecurity, help increase their morale and promote effectiveness (Summer and Nowicki , 2006; Davidhizar and Shearer, 2002).

Motivation is the ability, in which a person is being encouraged, arouses, geared up to do a particular responsibility in other to achieve desire or expected goal (see Action Plan: long term goal (4) under Short/medium term goal). It is the responsibility of a nurse-supervisor to encourage and provide professional support to the delegate (healthcare assistants). Motivation as believed by Wilson (2010) increases the productivity and the overall performance of the delegate. He emphasized that saying ”thank you” to delegates when carrying out the assignment always go a long way in motivating them to work effectively and acknowledging their performance no matter how small or large their contribution may be is very necessary. Uttering encouraging words, praising them for a job well done and offering helping hand motivates subordinate and increase their morale (Williams and Cooksey, 2004). Teamwork is also important. Potter et al (2010) reported that teamwork bring about effectiveness in delegation and a nurse-supervisor should recognize it and provide assistance when they don’t have urgent work to do thereby rendering support to the delegate (healthcare assistants). Motivation can come in different form: words, giving or actions. It goes a long way in sending a message across to the executing staff that they are appreciated for what they are doing. Leadership And Delegation In Nursing Essay.

Feedback in any given responsibility is very important and most delegator omits this step in delegation (see Action Plan: long term goal (5) under Short/medium term goal). Feedback is the process of giving report on responsibility done by the supervisor to the subrodinate . Feedback gives information about the success or failure of assigned responsibility (Hansten and Jackson, 2010). When giving feedback, the nurse correct any mistakes that couldn’t be corrected during supervision, praise delegate on a job well done, avoid rebuke for mistake done so as not to kill their morale and self esteem. Giving feedback also help to bring about cordial communication between the nurse and the delegate (healthcare assistants), (Curtis and Nicholl, 2004).

Fisher (2000) defined accountability as a means of being responsible for action and outcome of responsibility delegated to a person. This can be found in Action Plan: long term goal (5) under Short/medium term goal). According to the NMC guidance on accountability written in Harrison(2007) article, registrant who delegate aspect of care to another remain accountable for the appropriateness of that delegation and will be held accountable for the appropriateness of that delegation and will be held accountable for the actions of the person carrying out the delegated task.Leadership And Delegation In Nursing Essay.  This means that the nurse is accountable for the job or task delegated to the healthcare assistants. In the same view, the nurse is accountable for the assessment, planning implementation and evaluation of the patient and the responsibility delegated therefore the nurse must train, provide necessary information and equipment, choose a competent person for execution of task and make sure the work is done adequately and effectively (Belcourt and Downie,2012; Cornock,2008; Haansten and Jackson, 2008). Cornock (2008) mentioned that the delegate (healthcare assistant) is accountable to the nurse for the execution and completion of task while the delegator (nurse-supervisor) is accountable for the overall outcome of the job delegated. The nurse is accountable for the performance well done, credit gotten from decision making, correction of mistake made, making adjustment for patient care if mistake is involved, follow up, mentoring of delegate and evaluation of delegate (Hansten and Jackson,2008).

In summary, since every job cannot be executed by the superior officers, there will be an absolute need for duties to be delegated to the subordinate officers. Though, it must be carefully executed so as to reduce the possibility of devastating the assignment.


Delegation is an important function in any organization and in today’s environment we see it becoming increasingly important in the health care setting. For management to make the best use of their time and skills effective delegation of tasks to the staff assists in their growth and development, builds confidence and trust, and increases the amount of work completed. Effective delegating provides benefits to the organization when managers mobilize resources, share responsibilities, and focus on doing a few tasks well, rather than many things less effectively resulting in increased management and leadership potential. The need for accessible, affordable, quality health care and an ever-growing shortfall of practitioners and providers.
Empowerment goes beyond delegation by enabling individuals and teams to achieve results critical in today’s competitive markets where speed, response and customer satisfaction are the standard. Empowerment is a tool used by leadership to allow a team or an individual freedom and creativity to achieve operative or strategic goals. Final results or milestones are the measurements used to gauge success and the manager’s trust is key when empowering staff.Leadership And Delegation In Nursing Essay.  Nevertheless, empowerment emphasizes outcomes where delegation emphasizes compliance to procedure or policy. Looking at the slight differences I feel you can delegate simple daily tasks, but to reach your organizational goals you must empower your staff when you delegate. Empowerment is seen when the staff takes ownership of the delegated task (McConnell, 1995). Delegation and empowerment involve authority to complete a task or accomplish a goal; they do not assign or transfer responsibility in any way. Management must always take care to remember they are ultimately responsible for tasks they delegate. As tasks are completed the manager must review the delegated work and ensure that it is complete, done properly, and meets your high standards. If you as the manager are satisfied then recognize those who accomplished the task but if it not acceptable then do not accept the work and do it yourself (Mind Tools, 2007). When managers delegate or empower their staff they must clearly articulate the. Leadership And Delegation In Nursing Essay.



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