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Chapter 12 Coordination

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Organizational Communication Theory and Research
This chapter is in the book Organizational Communication Theory and Research

Abstract

Coordination is at the center of organizational process and accomplishment. This chapter reviews literature on coordination in organizational contexts at the dyadic/ group/organizational and also at interorganizational levels. At the dyadic/group/ organizational levels, similarity of experience and commitment among members can result in communities of practice and/or shared mental models that facilitate coordination, while structural issues such as boundary permeability of membership can foster or erode trust and group decision-making speed and effectiveness. Research also demonstrates that coordination is influenced by relationships and resources at the organizational level which can result in norms for mutual respect, shared knowledge, and common goals, but also conflict and power struggles between members. At the interorganizational level, coordination can be a driving force, but is complicated by differing organizational missions, and power imbalances between organizations and interpersonal relationships. These issues can facilitate or erode trust and organizations’ desire to cooperate. We review traditional models with particular attention on current issues related to diversity, globalization, and the use of technology given the changing environment in which teams and organizations operate.

Abstract

Coordination is at the center of organizational process and accomplishment. This chapter reviews literature on coordination in organizational contexts at the dyadic/ group/organizational and also at interorganizational levels. At the dyadic/group/ organizational levels, similarity of experience and commitment among members can result in communities of practice and/or shared mental models that facilitate coordination, while structural issues such as boundary permeability of membership can foster or erode trust and group decision-making speed and effectiveness. Research also demonstrates that coordination is influenced by relationships and resources at the organizational level which can result in norms for mutual respect, shared knowledge, and common goals, but also conflict and power struggles between members. At the interorganizational level, coordination can be a driving force, but is complicated by differing organizational missions, and power imbalances between organizations and interpersonal relationships. These issues can facilitate or erode trust and organizations’ desire to cooperate. We review traditional models with particular attention on current issues related to diversity, globalization, and the use of technology given the changing environment in which teams and organizations operate.

Chapters in this book

  1. Frontmatter I
  2. Preface to Handbooks of Communication Science Series V
  3. Contents IX
  4. Preface 1
  5. Section I: Theory and Methods
  6. Chapter 1 Systems Theory and Ecosystems of Organizational Communication 7
  7. Chapter 2 Emerging Trends and Topics in Research on the Communicative Constitution of Organizations 27
  8. Chapter 3 Can We Meet at the Alter? Doing Justice through Organizational Communication 45
  9. Chapter 4 Quantitative Methods in Organizational Communication 65
  10. Chapter 5 Qualitative Methods in Organizational Communication 85
  11. Section II: Processes
  12. Chapter 6 Organizational Communication Design 107
  13. Chapter 7 Leadership Communication 127
  14. Chapter 8 Organizational Entry Processes 149
  15. Chapter 9 Conflict and Negotiation 173
  16. Chapter 10 Diffusion 197
  17. Chapter 11 The Role of Social Identity in Organizational Communication Over Time 217
  18. Chapter 12 Coordination 239
  19. Chapter 13 Stakeholders and Organizational Change 259
  20. Chapter 14 Communication, Power, and Organizational Politics 277
  21. Chapter 15 Piecing Together Inclusion: A Critical Overview of Organizational Inclusion Research and Praxis 295
  22. Section III: Contexts
  23. Chapter 16 Supervisor-Employee Communication 317
  24. Chapter 17 Team Process 339
  25. Chapter 18 Networks 359
  26. Chapter 19 Organizational Structure 381
  27. Chapter 20 Generational Shifts: The Emergence of Visibility in Globalization Research 403
  28. Chapter 21 Types of Organizations 423
  29. Section IV: Technology
  30. Chapter 22 Artificial Intelligence and Organizational Communication 445
  31. Chapter 23 Social Media, Organizations, and Organizing 463
  32. Chapter 24 Distributed Collaboration 483
  33. Section V: Emerging Areas
  34. Chapter 25 Wellness in the Workplace 505
  35. Chapter 26 Organizing Social Change 525
  36. Chapter 27 Work and Life Communication 545
  37. Chapter 28 Military Exit and Reentry to Family, Society, and Work 565
  38. Chapter 29 Corporate Social Responsibility Communication 585
  39. Chapter 30 From Crisis Response to High Resilience Organizing 605
  40. Author Biographies 625
  41. Index 637
https://doi.org/10.1515/9783110718508-013

Chapters in this book

  1. Frontmatter I
  2. Preface to Handbooks of Communication Science Series V
  3. Contents IX
  4. Preface 1
  5. Section I: Theory and Methods
  6. Chapter 1 Systems Theory and Ecosystems of Organizational Communication 7
  7. Chapter 2 Emerging Trends and Topics in Research on the Communicative Constitution of Organizations 27
  8. Chapter 3 Can We Meet at the Alter? Doing Justice through Organizational Communication 45
  9. Chapter 4 Quantitative Methods in Organizational Communication 65
  10. Chapter 5 Qualitative Methods in Organizational Communication 85
  11. Section II: Processes
  12. Chapter 6 Organizational Communication Design 107
  13. Chapter 7 Leadership Communication 127
  14. Chapter 8 Organizational Entry Processes 149
  15. Chapter 9 Conflict and Negotiation 173
  16. Chapter 10 Diffusion 197
  17. Chapter 11 The Role of Social Identity in Organizational Communication Over Time 217
  18. Chapter 12 Coordination 239
  19. Chapter 13 Stakeholders and Organizational Change 259
  20. Chapter 14 Communication, Power, and Organizational Politics 277
  21. Chapter 15 Piecing Together Inclusion: A Critical Overview of Organizational Inclusion Research and Praxis 295
  22. Section III: Contexts
  23. Chapter 16 Supervisor-Employee Communication 317
  24. Chapter 17 Team Process 339
  25. Chapter 18 Networks 359
  26. Chapter 19 Organizational Structure 381
  27. Chapter 20 Generational Shifts: The Emergence of Visibility in Globalization Research 403
  28. Chapter 21 Types of Organizations 423
  29. Section IV: Technology
  30. Chapter 22 Artificial Intelligence and Organizational Communication 445
  31. Chapter 23 Social Media, Organizations, and Organizing 463
  32. Chapter 24 Distributed Collaboration 483
  33. Section V: Emerging Areas
  34. Chapter 25 Wellness in the Workplace 505
  35. Chapter 26 Organizing Social Change 525
  36. Chapter 27 Work and Life Communication 545
  37. Chapter 28 Military Exit and Reentry to Family, Society, and Work 565
  38. Chapter 29 Corporate Social Responsibility Communication 585
  39. Chapter 30 From Crisis Response to High Resilience Organizing 605
  40. Author Biographies 625
  41. Index 637
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