Transfer pricing is essentially an offshoot of a decentralised organisation. The firm's growth is accompanied by growing complexities in operations scope with tentacles spreading beyond the traditional job shop into several divisions, branches and even franchises. Eccles (1985) defines transfer price as the value (or price) placed on the goods, services and intangibles that are transferred within the firms, as it moves from one organizational entity (e.g., a division, a unit, a subunit, a division) to another within a corporate group. The methods of transfer pricing though with many variations are either market or cost based or negotiated. This paper was bent on adding and drawing perspectives from emerging markets and especially in regards to companies not bound by stringent regulation of their public counterparts. Therefore, the study determined whether it is the goals or internal environment that takes precedence in advising on transfer pricing method adopted. The study targeted group companies unlisted incorporated in Kenya. 47 managers holding different capacities in the group or divisions responded to a structured questionnaire. The study found out that internal transfers are significant part of business in the company surveys making transfer pricing a major decision issue among top managers. It also found cost based methods were used in all cases with full cost plus being the most common at 88.6%. hypothesis testing showed that volume of transactions and asset specificity, do not influence the transfer pricing choice. The study concludes that the management of these companies are insensitive to the ability of internal factors to influence transfer pricing decision and would rather pursue other goals rather than the ones explicit in transfer pricing. The overemphasis of cost based transfer pricing methods as used by unlisted companies means that these companies do not benefit from the roles and goals of transfer pricing like the ability to create autonomous units that could allow managers performance be assessed independently in a more challenging position a shift that is encouraged.