ABSTRACT
Chapter 2 introduces relational coordination as a theory and a set of analytic methods for understanding the relational dynamics of coordinating work within and between organizations, and for understanding how organizations shape these dynamics. When coordination is carried out through frequent, high-quality communication supported by relationships of shared goals, shared knowledge, and mutual respect, organizations can better achieve desired outcomes for their multiple stakeholders. Relational coordination is expected to be particularly important for achieving desired performance outcomes under conditions of task interdependence, uncertainty, and time constraints. Relational coordination has recently evolved from a theory of performance into a theory of change, resulting in a more dynamic model called the Relational Model of Organizational Change.
