Determinants of Coordination Modes within Organizations

TLDR

The study aims to classify coordination mechanisms into impersonal, personal, and group modes and examine how task uncertainty, interdependence, and unit size influence their use. The authors develop nine hypotheses linking these three factors to the coordination modes and test them using data from 197 work units. Results from 197 work units largely support the hypotheses, showing that each determining factor differentially influences the mix of coordination mechanisms.

Abstract

This paper classifies alternative mechanisms for coordinating work activities within organizations into impersonal, personal and group modes. It investigates how variations and interactions in the use of these coordination mechanisms and modes are explained by task uncertainty, interdependence and unit size. Nine hypotheses that relate these three determining factors to the use of the three coordination modes are developed in order to test some key propositions of Thompson (1967) and others on coordination at the work unit or departmental level of organization analysis. Research results from 197 work units within a large employment security agency largely support the hypotheses. The findings suggest that there are differences in degree and kind of influence of each determining factor on the mix of alternative coordination mechanisms used within organizational units.