1. Reluctance to delegate: - In many cases managers will not be interested to delegate to authority. They will not be willing to give authority to subordinates. They will not make any plan to delegate authority. So, delegation of authority may be failure.
2. Fear of subordinates: - Managers in many cases fear from subordinates because they think that when there is delegated authority their performance will be superior to the performance of manager and subordinate may pose challenge to the manager.
3. Lack of trust: - Managers may lack confident or trust on subordinates. They do not think or believe that after delegating authority, subordinates will do better or their performance will improve. Hence, delegation of authority cannot take place.
4. Incompetence of subordinates: - Subordinates must be competent enough for effective delegation of authority. Subordinate must be willing and competent to accept delegated authority. In many organizations due to the incompetency of subordinates delegation of authority is affected.
5. Lack of reward: - Delegation of authority also increases responsibility, commitment, duties, etc. For increased responsibility reward must be increased. But, many managers delegate authority to subordinate, increase duties and responsibilities but they do not increase reward. Subordinates do not show any interest to accept authority because of lack of sufficient reward.
6. Lack of control: - When employees are delegated authority, they will be free to work. They will work autonomously; managers cannot exercise effective control over them. Delegation is affected.
7. Distorted delegation: - Managers do not delegate sufficient authority on the basis of responsibility. Insufficient authority becomes barrier in discharging responsibility effectively. Hence, delegation is affected. There will be more responsibility and insufficient authority.
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