What may result from a high degree of decentralizing authority in an organization?

A high degree of decentralizing authority within an organization typically means that decision-making power is distributed among lower levels of management rather than being concentrated at the top. This shift allows for quicker responses to local issues and empowers employees to make decisions that align with their specific situation.

As a result, decreased managerial control is a natural outcome because top-level executives and centralized management have less direct oversight over every decision made within the organization. While this can lead to faster and potentially more effective decision-making closer to the operational level, it also means that managers at higher levels have to relinquish some of their control over operations. This approach fosters autonomy and creativity but can also lead to less uniformity in decision-making across different parts of the organization, since different managers may prioritize different issues.

This leads to the importance of trust and communication in a decentralized structure, as managers need to ensure that aligned objectives and values are maintained throughout the organization despite the reduced control. While other aspects like communication, organizational goals, and decision consistency might be influenced, the essence of decentralizing authority is that it fundamentally reduces the centralized power and control typically held by upper management.