There's an entire field of organizational psychology that studies this phenomenon. I have a colleague who has her doctorate in it, super smart person. She gets so frustrated when she gets a call to help solve some org issue and nobody understands pretty much what you just described.

Changing reporting structures and titles only goes so far. At some point you are inside the system and have to observe its rules. Without changing some fundamental piece or pieces you're going to come to a limit of what you can do. Ever suggest changing incentive structures to match desired outcomes? She has, and won't be doing it again after being laughed off the job.

If you're a publicly traded company in a capitalist country I would guess 65% of your culture and behaviors are immovable. And, as of late, I also believe that those 65% are the worst behaviors for humanity.