• Reluctance to delegate: Manager may feel the reluctance to delegate authority. Some managers are disorganized that they are unable to plan work in advance and as a result authority cannot delegate properly.

 

• Fear of subordinates: Some managers may fear that their subordinate may do well and threaten to their own advancement. They have low self-confidence and fear competition. Due to this, they don't like to delegate the authority.

 

• Lack of trust: Some managers have conservative attitude and traditional faith. They do not believe their subordinate. They believe in “Do it yourself” principle. If they feel subordinates are not capable of accepting the responsibility, they may not take chance. Thus, they may not delegate the authority.

 

• Incompetence of subordinates: Some employee may not want to accept delegated authority because of lack of self-confidence. They fear of making mistake in their performance. A manager may feel their subordinate have limited knowledge and ability to do their jobs or works. As a result, managers or superior do not want to delegate rights to their subordinates.

 

• Distorted delegation: Managers may assign full responsibility but delegate inadequate authority to discharge these responsibilities. In such situation, it is difficult to perform the task.

 

• Improper reward system: Delegation of authority means taking additional responsibility. If the organization has improper reward system then the subordinate do not want to take additional responsibility. As a result, delegation of authority may be obstructed.

 

• Lack of control: Some managers may think that they will lose control by delegating authority to their subordinates. They feel that if they delegate the authority to their subordinate, they would not be sure to achieve assigned responsibility from subordinate.