Decentralization and Organizational Performance
Using the Nigerian Bottling Company PLC. Asejire Plant, Ibadan Nigeria, as a Reference
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The need for today's organizations to achieve desired benchmarks of performance in the face of current trends and challenges has raised debates within the circles of Organizational and HR Management scholars for or against a paradigm shift from traditional (centralized) organizational models to post-modern (decentralized) organizational models. However, as clear as the verdict in favour of decentralized organizational models might be for achieving organizational performance, several questions have popped-up as bottle-necks to a smooth transition by most organizations whose leadership are still...
The need for today's organizations to achieve desired benchmarks of performance in the face of current trends and challenges has raised debates within the circles of Organizational and HR Management scholars for or against a paradigm shift from traditional (centralized) organizational models to post-modern (decentralized) organizational models. However, as clear as the verdict in favour of decentralized organizational models might be for achieving organizational performance, several questions have popped-up as bottle-necks to a smooth transition by most organizations whose leadership are still held in skepticism as to what the new scenario will portend for the status quo. Questions such as these are common: Will this not mean giving-up our administrative powers to subordinates? What happens to process checks and controls? Is this not a vote to sacrifice structured order on the altar of chaos? This book is therefore recommended for organizations and managers who will appreciate the fact that the level of motivation and achievement in an organization, can never rise above the level of trust between the employees and their leader (management).
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