Final answer:
Supervisors often resist delegating work due to a sense of personal responsibility, work overload, and repercussions like loss of control and quality of work. Additional factors include excessive paperwork, threatening environments, and lack of support and positive feedback.
Step-by-step explanation:
A common reason why supervisors resist delegating work is related to the sense of personal responsibility they feel towards their role, often influenced by underlying factors such as work overload, challenging bureaucracy, and the pressures of excessive paperwork. Supervisors might fear that delegating tasks could result in a loss of control over the quality of work or lead to a decrease in performance standards. Additionally, a lack of positive feedback, threat of physical violence, and minimal support from stakeholders like parents and administrators can also contribute to hesitancy in sharing responsibilities.
This can be compounded in environments with a large bureaucracy, little incentive to work harder, and when bringing forth new ideas is discouraged. In such cases, supervisors might feel that they need to give 100% to ensure tasks are completed to a certain standard, which ironically can contribute to further work overload and staff burnout.