Final answer:
It is true that ineffective delegation can prevent managers from advancing to higher levels of responsibility. Effective delegation enhances a team's ability to contribute to organizational goals and also affects a manager's career progression. External factors such as outsourcing and gender biases have also influenced managerial roles and advancements.
Step-by-step explanation:
It is true that failure to effectively delegate is one of the leading reasons why people in management positions may not advance to higher levels of responsibility. Effective delegation is crucial for managerial success and involves more than just distributing tasks; it also requires providing support and resources, developing trust, and empowering team members to take on responsibilities. Without delegation, managers can experience work overload, a lack of perceived control, and they may struggle to meet their own as well as their manager's expectations.
Managers play a pivotal role in the career growth and job satisfaction of their employees. A strong relationship with a manager can lead to opportunities for skill development, impactful recommendations, raises, and promotions. Conversely, when managers fail to delegate effectively, it not only hampers their own career progression but can also adversely affect their team's ability to contribute to the organization's broader goals.
Historically, other factors such as outsourcing, industry consolidation, and gender biases have also impacted the number and type of managerial roles available, as well as who fills them. Recent trends however show a shift towards a more cooperative manager/employee relationship, acknowledging the mutual benefit of a partnership where both parties contribute to meeting the organization's goals.