Limitations of line organization

1. There may be less technical depth and specialization in the decisions of managers in line organizations. This is because managers do not normally get any specialized advice from experts while making decisions.
2. Since line organizations place greater emphasis on one-way top to bottom communication, job involvement and satisfaction of employees at lower levels can be less in these organizations. Employees at the lower levels may not get adequate opportunities to communicate their complaints, suggestions, and feedback to the higher authorities.
3. When absolute authority is vested with managers, they may tend to misuse their position and authority detrimental to the organizational interest.
4. When there is an overreliance on line managers for administration and decision-making, organizations may not be able to nurture the administrative, leadership, and decision-making skills of non-managerial personnel in the organization.
5. Effective coordination of activities across departments or divisions may be difficult in this form of organization. This is because line managers without any centralized advice may tend to focus more on their departmental issues and interest.
6. The job of line managers may become tiring and exhaustive due to heavy work pressure and greater demands from both the top management and employees.