I did not attempt to cover heterodox organizations such as what Creo appears to have been in the article. I think these are extremely interesting, though quite likely to fail, regress to the mean, and be hard or impossible to scale or replicate.
But, I'm sure the first multicellular organisms were no picnic, either. Eventually humans will learn to work together way better than today and anyone trying already now has my attention and sympathy, especially if there are positive testimonials by employees (there's no shortage of managers who claim to run a different kind of org / culture when it's either false or true in a bad sense, meaning, their org is much worse than the standard system; in fact I like managers who apply zero lipstick to the pig that is their org and do the standard ugly thing in an openly ugly way - teaches you how to operate in this environment more quickly vs trying to get people to remain naive to their detriment)
Your analysis could be applied to Creo without much change because you're looking at implicit incentives in any place managers (or resource-controllers) are expected to accomplish goals.
That said, I think your analysis is a bit weakened by a moral elements (good managers vs bad managers). And even more, it's not necessarily bad for an organization to have locally controlled resources. One can posit an omniscient central controller that would manage resources better than local managers but it's likely that there are limits to both central controllers and local managers. What's "best" depends on the task, the organization and who's judging the result.
But, I'm sure the first multicellular organisms were no picnic, either. Eventually humans will learn to work together way better than today and anyone trying already now has my attention and sympathy, especially if there are positive testimonials by employees (there's no shortage of managers who claim to run a different kind of org / culture when it's either false or true in a bad sense, meaning, their org is much worse than the standard system; in fact I like managers who apply zero lipstick to the pig that is their org and do the standard ugly thing in an openly ugly way - teaches you how to operate in this environment more quickly vs trying to get people to remain naive to their detriment)