What is the main benefit of decentralization in an organizational structure?

Decentralization in an organizational structure primarily empowers lower-level managers and employees by granting them more decision-making authority. This shift allows for a greater sense of accountability among those who are directly involved in operational tasks. When decision-making is distributed throughout various levels of the organization, individuals at lower tiers feel a greater sense of ownership over their responsibilities and outcomes, leading to enhanced motivation and performance.

In decentralized organizations, those who are closer to the day-to-day operations can make informed decisions based on their unique insights and experiences. This can lead to quicker responses to challenges and opportunities, as local managers do not have to seek approval from higher-ups for every minor decision. This empowerment not only strengthens accountability but also fosters a culture of trust and empowers employees, aligning their objectives with the broader goals of the organization.

The other options do not capture the essence of decentralization effectively. For instance, while uniformity can be important, decentralization often leads to a diversity of approaches and solutions tailored to local needs. Reducing management levels can be a consequence but is not the primary aim of decentralization. Lastly, while decentralization can improve communication, the focus on increased accountability at lower levels highlights a significant aspect of its benefit.