Examples are organizational instability, lack of resources, and poorly defined accountability. However, the most common factors that obstruct delegation are controllable and can be dealt with. Lack of confidence in employees quite understandably leads to a reluctance to delegate. Intimidation or lack of organization on the manager's part makes effective delegation impossible. In such a case, it is the manager's responsibility to seek training in the delegation process via seminars, self-help courses, and the like.
Some managers think it is easier and quicker to do the work themselves.
Therefore, they never seem to be able to spare the time to explain a task to a subordinate. These managers must come to the realization that, in the long run, more of their time will be freed once a subordinate has been adequately trained. Doing what comes naturally. Managers who follow this philosophy fail to grow, fall short of their potential, and reduce their chances for promotion. Insufficient definition of the scope of management functions may cause managers to attempt a multitude of diverse tasks rather than concentrate on management functions.