Earlier quoted context omitted.
"Changing one line of code took 6 days!" is a pretty common WTF story. It comes up every so often, and we all get a chuckle at the ponderous rate of change in large organizations. However, "Changing one line of code broke everything for 6 days!" is also a common WTF story. As a rule of thumb, you can't avoid both of them, because avoiding one entails the other. I wouldn't fault a company that chooses the first story…
Or you could just hire responsible people and ask them to use their judgement, you don't have to choose one or the other you can instead apply judgement as to whether this is going to screw shit up or not. Honestly, though the best way to handle this situation is with a phone call to the CEO/IT Director getting him to write you an email allowing you to override all the checks to get this in ASAP. Once you're known fo…
For starters, "just hire responsible people" can't be applied retroactively. Not to mention that… most people are responsible, or rather, the road to hell is paved with good intentions.
Secondly, it's an incredibly difficult thing to scale. That works great in startups, but by the time you have things like "HR Directors" you're no longer capable of having insight into the rest of the organization.
There is a lot to be said about how bureaucracies are the formalization of common sense, and a lot more to be said being able to scale processes out such that you don't end up in situations where stakeholders have no visibility into the work performed.
I just feel that the answer is more complicated than "hire A players".