Frequent, timely and accurate communication is the primary means through which employees and work units effectively synchronize their work. The functions of communication are coordination, organizational learning, decision making, changing behaviour and support employee well-being.

The communication process model states that messages are formed and encoded and decoded and feedback is formed and encoded before being

Conflict is the process in which one party perceives that its interest is being opposed or negatively affected by another party. Conflict is based on perception. One party can believe they have a conflict without the other party believing this. Conflict can lead to lower performance, higher stress, dissatisfaction and turnover, less information sharing and coordination, increased organizational

Organizational structure refers to the division of labour as well as the patterns of coordination, communication, workflow and formal power that direct organizational activities.

Organizational structures include two requirements, the division of labour into distinct tasks (1) and the coordination of labour (2). Division of labour refers to the subdivision of work into separate jobs assigned

Lewin’s force field analysis model describes the forces that drive and restrain proposed organizational change. Driving forces are forces that lead to organizational change. Restraining forces are forces that maintain the status quo. Stability occurs when both forces are equal. Unfreezing occurs when there is disequilibrium between the driving and the restraining forces, leading to effective change. Refreezing