Final answer:
Decentralization is typical of organic structures with democratic or transformational leadership, prioritizing flexibility and input from all levels. Centralization is found in mechanistic structures that often employ authoritarian or transactional leadership, focusing on control and performance metrics. Training and compensation practices vary accordingly between these organizational types.
Step-by-step explanation:
In an organization, you would expect to find more decentralization in companies with an organic structure, as these organizations are typically more flexible and operate with less rigid hierarchies. Conversely, centralization is more common in mechanistic organizations where structure and hierarchy are well-defined, and control is maintained at the top levels of management.
Organic organizations tend to possess leadership styles that are more democratic or transformational, encouraging group participation and valuing the input and contributions from all levels of employees. Mechanistic organizations are more likely to exhibit authoritarian or transactional leadership styles, which focus on supervision, control, and achieving organizational goals through a system of rewards and punishments.
When it comes to training and compensation, an organic organization may offer more personalized and development-focused training programs and use incentive-based compensation strategies to promote creativity and personal growth. In contrast, mechanistic organizations might have more standardized training programs focused on specific job functions and offer compensation that is closely tied to clearly defined performance metrics.