>you have people higher on the corporate ladder
OTOH it can also be challenging when it's not higher on the organization chart.
These are two different conditions, but either way one good approach might be not to functionally work with them if it's not productive for you.
You can often work around a bozo wherever you find it.
Even if it can't last forever, if you are a very trustworthy and productive employee the time spent can still contribute to a career which is strongest on those desirable features. If you end up having nothing else to show for it, that would still be things that not everybody has.
The thing you have to really curtail is the natural tendency to intimidate the less-technically qualified, and especially the less-suitable-for-leadership operators above you on the ladder.
And whether or not you would really want to climb the ladder at that exact org is the thing to often reconsider the whole time you are there.
A lot of times if you want to move up, or simply not have to "work around" slugs, the only way might be to migrate toward a different company having a noticeably more trustworthy chain-of-command. Where your own productivity and trustworthiness can flourish without undue roadblocks, speed bumps, and potholes to navigate.
You may need to virtually imagine what it would be like if proper decisions were being made, each time a bozo drops the ball, to get a good idea if you are still making as much progress as you would prefer to do.
Edit:
>What if the manager above sees no issue with such people?
In an org where technical ability is not much of a defining characteristic in the chain-of-command, the manager above can not move ahead until he has a report who fits that mold to move up and fill his own position. That's your bozo and some of the privileges & incentives they have for being that way.