Final answer:
A centralized HR structure is known for its control and consistency but can hinder effective communication. This contrasts with decentralized structures which promote better communication but may lack consistency. The centralized model follows the bureaucratic, hierarchical approach established during the Industrial Revolution.
Step-by-step explanation:
The HR structure that provides more control and consistency across an organization but may decrease effective communication is the centralized structure. In a centralized structure, decision-making and power are concentrated at the top levels of the organization, creating a clear chain of command. This can improve control and ensure that decisions are consistent across the entire organization. However, the downside of this approach is that it can lead to bottlenecks in communication, particularly as information has to flow through several layers of hierarchy before reaching the bottom. This may result in delays and reduce the organization's ability to respond quickly to changes.
In contrast, a decentralized HR structure spreads decision-making authority among more individuals and typically allows for better communication as there are fewer layers through which information must pass. The focus on teamwork and collegial relationships in a decentralized organization aligns closely with the current trends of agile and responsive business practices. Yet, while it may improve communication, it could potentially lead to a lack of consistency across the organization due to the variances in decision-making.
The centralized model aligns with traditional bureaucratic structures built during the Industrial Revolution, which necessitated clear hierarchies for efficiency in mass production environments. In today's information age, this rigidity can hinder productivity and slow down responsiveness in dynamic business landscapes.