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Some of the oldest organizations usually make a distinction between the range and the position. For example:
In the Catholic Church, it is one thing to be a bishop / cardinal; the other bishop /archbishop. In the Armed Forces, it is one thing to be a captain / major / colonel; another is to be a company commander / battalion / regiment. In the University, it is one thing to be associate professor / holder; it is another thing to be a teacher of the course X, or be a director or dean. The distinction is maintained despite the fact that tend to be more or less close relations between the two echelons (the archbishop of Santiago will tend to be chosen a cardinal at some point, in principle should be in command of a company should be a captain).
And the distinction is not only a way to offer ‘honors’ in two ways. In fact, both echelons have rights and duties distinct. In the Church, the Pope is chosen by cardinals (a distinction of rank), not by the archbishops (a distinction of position). And so we could look for other examples.
Now, what is it that earns an organization with a dual career ladder? It is true that at least earn the chance of promotion, and promotion that lead to specific benefits, without the need to change positions. But that is true of any organization, and not all of them make that distinction.
One can develop several ideas, but none seem to be too good:
Whatever the reason, and I doubt that those mentioned are in fact the most relevant, it seems to me an interesting phenomenon to analyze and, at least, to note.