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Lateral communication

Lateral communication, also known as horizontal communication, refers to the exchange of information, ideas, feedback, or signals between peers or equivalent entities at the same level, observed in organizational, community, and biological contexts.^[1]^[2] In human settings, this form of interaction occurs among individuals, teams, or departments operating at the same hierarchical level within an organization, such as coworkers in the same department or across equivalent units like marketing and sales, and excludes vertical flows involving superiors or subordinates. In organizational settings, lateral communication plays a critical role in facilitating coordination, problem-solving, and task accomplishment by enabling direct collaboration without the need to involve higher management; similar peer-to-peer exchanges occur in biological systems such as cellular signaling or animal societies.^[1]^[2] It supports sense-making among members, helping them interpret events, share directives from above, and align efforts to achieve collective goals, which is particularly vital in dynamic, team-based environments. Key advantages include time savings through streamlined interactions, enhanced effectiveness via peer input, and improved innovation in flat or matrix structures where traditional hierarchies are minimized.^[1]^[2] Historically traced to management principles outlined by Henri Fayol in 1949, lateral communication has gained prominence in contemporary organizations due to globalization, electronic tools like email and instant messaging, and the rise of service-oriented and virtual teams.^[2] However, potential drawbacks include the risk of undermining supervisory authority if decisions are made independently of leadership knowledge, or creating inconsistencies in rigid bureaucratic systems where it is less encouraged.^[1] Effective lateral communication thus requires supportive policies, such as cross-functional training and collaborative platforms, to maximize its benefits while mitigating challenges.^[2]

Conceptual Foundations

Definition

Lateral communication refers to the exchange of information, ideas, or feelings between individuals or entities at the same hierarchical level, facilitating coordination of activities and pursuit of shared goals within a structured system such as an organization.^[3] This form of interaction occurs among peers or departments without traversing vertical authority lines, enabling efficient collaboration and problem-solving at equivalent status levels.^[4] Key principles of lateral communication emphasize equality in status among participants, direct peer-to-peer engagement without intermediaries, and a focus on horizontal information flow distinct from hierarchical directives.^[1] These principles promote mutual understanding and collective decision-making, reducing reliance on top-down oversight while maintaining organizational alignment. The historical origins of lateral communication trace to early 20th-century organizational theory, particularly Henri Fayol's 1916 administrative principles, where he introduced the "gangplank" concept as a mechanism for direct horizontal exchanges in urgent situations to bypass rigid scalar chains. The idea gained prominence in the 1950s and 1960s through management literature on informal networks, with Rensis Likert's 1961 work New Patterns of Management advocating free-flowing lateral communication in participative systems (System 4) to enhance productivity and employee involvement.^[5] Basic mechanisms of lateral communication encompass verbal exchanges during team interactions, shared non-verbal signals for immediate coordination, and digital messaging platforms that connect equals in real-time.^[4] These methods ensure timely and unfiltered transmission, supporting adaptive responses to tasks without escalating to higher authority.^[1]

Distinctions from Other Communication Forms

Lateral communication, also known as horizontal communication, fundamentally differs from vertical communication in its directional flow and hierarchical implications. Vertical communication occurs along the chain of command, encompassing downward flows from superiors to subordinates—such as directives, job instructions, procedures, and feedback—and upward flows from subordinates to superiors, including reports, suggestions, and performance updates.^[6]^[7] These vertical exchanges emphasize authority, control, and reporting, often leading to potential delays due to sequential approvals and filtering of information.^[6] In contrast, lateral communication involves exchanges between peers or departments at the same organizational level, focusing on coordination without traversing hierarchical levels.^[7]^[6] Diagonal communication represents another distinct form, characterized by interactions that cross both hierarchical levels and functional boundaries, such as a junior employee in marketing consulting a senior engineer in product development. Unlike lateral communication, which maintains equality among participants, diagonal exchanges often involve unequal power dynamics and require explicit permissions in traditional structures, as noted in early management theory.^[6] This form is prevalent in matrix organizations but can introduce complexities absent in purely lateral interactions. Upward and downward communications serve as subsets of vertical flows, reinforcing the hierarchical focus, while lateral communication can manifest as either formal—such as structured peer meetings or interdepartmental committees—or informal, like casual discussions among colleagues.^[7]^[6] The unique attributes of lateral communication lie in its promotion of equality among participants, enabling rapid information sharing, task coordination, problem-solving, and conflict resolution without power imbalances or approval chains.^[7]^[6] This contrasts sharply with vertical communication's potential for delays and distortions, fostering instead a collaborative environment that enhances efficiency and innovation.^[7]^[6] Communication flow diagrams visually illustrate these distinctions, typically depicting vertical flows as arrows pointing upward and downward along a hierarchical pyramid, representing authority lines, while lateral flows appear as horizontal lines connecting equal nodes at the same level, emphasizing peer connectivity.^[7] Diagonal flows, in such diagrams, are shown as slanted lines bridging disparate levels and functions, highlighting their hybrid nature. These representations underscore lateral communication's role in bypassing vertical bottlenecks to support agile interactions.^[7]

Biological Examples

In Cellular and Microbial Systems

Lateral communication in cellular and microbial systems occurs through direct chemical or electrical signaling among peer cells, enabling coordinated behaviors without centralized control. In bacteria, quorum sensing exemplifies this process, where cells release autoinducer molecules such as acyl-homoserine lactones that diffuse laterally to neighboring cells of equal status, accumulating to threshold levels that trigger collective responses like biofilm formation or virulence factor expression in species such as Pseudomonas aeruginosa and Vibrio fischeri. This density-dependent signaling allows isogenic populations to synchronize gene expression, facilitating emergent properties such as antibiotic resistance in biofilms. In eukaryotic microbes like the slime mold Dictyostelium discoideum, lateral communication drives multicellular aggregation under starvation conditions via pulsatile waves of cyclic AMP (cAMP) secreted by sentinel cells and relayed by adjacent amoebae.^[8] These extracellular cAMP signals propagate as spiral or concentric waves, guiding chemotaxis and enabling thousands of unicellular amoebae to form a multicellular slug without hierarchical direction, a process modeled as excitable dynamics since the 1970s.^[9] The relay mechanism amplifies weak initial signals, ensuring robust spatiotemporal coordination essential for survival.^[8] Electrical lateral communication is prominent in cardiac tissue, where sinoatrial node pacemaker cells synchronize contractions through gap junction-mediated ion flow via mutual entrainment.^[10] Connexin proteins form these channels, allowing rapid propagation of depolarization waves among adjacent cells to maintain rhythmic heartbeats at 60-100 beats per minute in humans, with mutual entrainment stabilizing the network against intrinsic rate variations.^[11] Disruptions in this coupling, as seen in connexin43 mutations, lead to arrhythmias by desynchronizing the peer network.^[10] In human tissues, gap junctions broadly support lateral communication by permitting direct passage of ions (e.g., Ca²⁺, K⁺) and small metabolites (<1 kDa) between adjacent cells, fostering coordinated function in non-hierarchical layers.^[12] In neural tissues, connexin36 channels couple retinal amacrine cells for synchronized signaling during visual processing, while in epithelial layers, connexin43 and connexin32 enable metabolic homeostasis and wound healing by distributing nutrients laterally.^[12] This peer-to-peer exchange underpins tissue integrity, with phosphorylation regulating channel permeability in response to local cues.^[12] Evolutionarily, such lateral mechanisms in microbial and cellular systems predate hierarchical structures in complex organisms, enabling emergent multicellularity through simple peer interactions that enhance adaptability and resilience.^[13] For instance, gap junction-like channels trace back to early metazoans via innexins and connexins, providing selective advantages in non-hierarchical coordination for tissue formation.^[14] Similarly, quorum sensing likely evolved in prokaryotes to exploit density for survival, fostering biofilms as precursors to multicellular life.

In Animal and Insect Societies

In flocks of birds such as European starlings (Sturnus vulgaris), lateral communication occurs through visual and positional cues, enabling rapid, simultaneous adjustments in direction and speed to evade predators during murmurations. Each bird responds to the movements of its nearest neighbors—typically six or seven—within a local interaction radius, creating emergent collective patterns without centralized control. This decentralized signaling relies on simple rules like alignment with neighbors' velocities and separation to avoid collisions, allowing flocks of thousands to maneuver cohesively.^[15] Similarly, fish schools, such as those of giant danios (Devario aequipinnatus), utilize the lateral line system—a mechanosensory organ detecting water flow and pressure changes—for peer-to-peer coordination. This sensory network allows individuals to sense hydrodynamic signals from adjacent fish, facilitating tail-beat synchronization and position maintenance even in low-visibility conditions. Studies show that impairing the posterior lateral line disrupts school cohesion, highlighting its role in transmitting velocity changes and fright responses across the group.^[16]^[17]^[18] In insect societies, ants like Lasius niger coordinate foraging via pheromone trails, where workers deposit chemical signals that guide nestmates to food sources in a decentralized manner. These trails reinforce path efficiency through positive feedback, with returning foragers adding pheromones to attract more peers, enabling rapid colony-wide resource exploitation without hierarchical direction. Honeybees (Apis mellifera) employ the waggle dance, a vibrational and postural signal performed by successful foragers to convey resource location, direction, and distance to inactive nestmates, promoting collective decision-making on high-quality sites. In termite colonies, such as Macrotermes natalensis, soldiers produce substrate-borne vibrations by head-banging for long-distance alarm communication, alerting peers to threats and facilitating defensive recruitment among castes.^[19] Social mammals exhibit lateral communication through vocalizations and gestures for tasks like hunting and defense. In wolf packs (Canis lupus), peers exchange barks, whines, and howls to coordinate pursuits, with chorus howls maintaining group cohesion and signaling positions without dominance-based commands. Primates, including chimpanzees (Pan troglodytes), use vocal barks to recruit group members for hunting and intentional gestures—such as arm extensions or ground-slapping—in cooperative tasks to direct attention.^[20]^[21]^[22] These forms of lateral communication provide adaptive advantages by enabling decentralized decision-making, which enhances survival through faster responses to threats and efficient resource use. Emergent behaviors, like flocking, arise from local interactions mirroring principles in Reynolds' boids model, where simulated agents follow separation, alignment, and cohesion rules to produce realistic group dynamics observed in nature. This approach underscores how peer signaling scales to collective intelligence, reducing individual risk in large groups.^[23]^[24] Observational studies from the 1970s to 1990s laid foundational insights into this collective intelligence, with researchers like Thomas Seeley documenting bee dances for foraging synchronization and E.O. Wilson analyzing ant trail dynamics as self-organizing systems. Field observations of fish schools by James L. Gould in the 1980s revealed lateral line-mediated propagation of alarm signals, while Wayne Potts' 1984 work on starling flocks demonstrated metric-topological interactions driving cohesion. These efforts established that simple peer interactions underpin complex group behaviors, influencing modern models of animal societies.^[25]^[26]

Human Applications

In Organizational Environments

In organizational environments, lateral communication refers to the exchange of information, ideas, and feedback among peers or departments at the same hierarchical level, enabling coordination without vertical escalation. This form of communication is essential for aligning activities across functions, such as marketing and sales teams collaborating on project objectives to ensure consistent customer messaging, or operations staff sharing policy updates during inter-shift handovers to maintain workflow continuity.^[27]^[3] Boundary spanners—individuals who actively facilitate information flow across departmental boundaries—play a pivotal role in enhancing lateral communication, particularly in matrix organizations where dual reporting lines create complex interdependencies. These actors translate knowledge between units, build relationships, and often accrue informal influence due to their central position in information networks, thereby supporting seamless integration in dynamic business settings.^[28]^[29] The benefits of effective lateral communication include accelerated problem-solving through direct peer input, which minimizes delays in decision-making; reduction of silos by promoting cross-departmental understanding; and elevated employee morale via increased collaboration and sense of shared purpose. In manufacturing, this has manifested in streamlined processes that cut response times to issues, while in tech firms, it supports agile practices where developers and product managers iteratively refine features without hierarchical bottlenecks.^[3]^[30]^[31] Organizations formalize lateral communication through mechanisms like cross-functional teams, which assemble diverse expertise for joint problem-solving and innovation, and intranet-based forums that enable same-level employees to post queries, share best practices, and solicit feedback asynchronously. These structures cultivate a culture of horizontal exchange, directly contributing to operational efficiency and adaptability.^[32]^[33] A seminal case study is Toyota's implementation of its team-based production system starting in the 1980s, where small groups of 4-6 operators engaged in lateral information sharing to uphold just-in-time manufacturing and quality standards. Through tools like the andon cord system, peers could instantly signal defects, prompting immediate collective responses that improved defect detection rates and overall production quality, demonstrating how lateral channels underpin lean principles.^[34]^[35]

In Community and Team Settings

In community settings, lateral communication facilitates the exchange of information among peers in non-hierarchical groups, such as neighborhood associations and volunteer organizations, to coordinate collective efforts like event planning and crisis response. For instance, in urban homeowners' associations in China, activists have built lateral networks to share resources and strategies for addressing local issues, enabling horizontal cooperation without centralized leadership.^[36] Similarly, volunteer groups rely on horizontal communication practices to enhance organizational effectiveness, such as through peer discussions during meetings or apps that disseminate updates on community events, fostering rapid mobilization during emergencies like natural disasters.^[37] In team dynamics, lateral communication enables real-time coordination in ad-hoc or flat-structured groups, exemplified by sports teams using huddles to align strategies and boost cohesion. During American football huddles, players gather in a tight circle to verbally confirm plays and non-verbally synchronize movements, minimizing errors and enhancing on-field performance.^[38] In project teams, such as collaborative coding groups, peers exchange feedback through shared platforms to adjust tasks dynamically, mirroring the adaptive signals in soccer huddles where gestures and quick calls maintain positional awareness.^[38] Lateral communication in these settings promotes social benefits like trust-building and innovation within flat structures, as seen in open-source software communities on platforms like GitHub since the 2000s. Contributors engage in peer-to-peer interactions via issue trackers and pull requests, which cultivate collective ownership and accelerate problem-solving, leading to widespread adoption of projects like Linux.^[39] Informal networks further amplify this through word-of-mouth dissemination in peer groups, percolating knowledge across networks to influence collaborative advancements.^[40] In modern contexts, lateral communication plays a pivotal role in social movements, enabling decentralized coordination during protests through messaging apps. During the 2004 U.S. National Conventions, TXTmob's text-messaging system allowed autonomous groups to swarm actions by sharing real-time alerts on police positions, involving over 5,000 users in 322 affinity groups.^[41] Likewise, in the 2019 Hong Kong protests, apps like Telegram facilitated encrypted, peer-led channels for strategy discussions and mobilization, embodying horizontalism's rejection of hierarchies to sustain leaderless actions.^[42] This approach, rooted in movements like Occupy Wall Street, emphasizes direct peer connections to build solidarity and adapt to disruptions.^[43]

Determinants of Quality

Structural Factors

Structural factors in organizational design significantly influence the extent to which lateral communication—peer-to-peer interactions across equivalent levels or units—can occur effectively. Mechanistic structures, characterized by rigid hierarchies, standardized procedures, and centralized decision-making, typically inhibit lateral communication by channeling information flows primarily through vertical pathways. In such systems, common in military organizations or large bureaucracies, communication is formalized and controlled to maintain order and efficiency in stable environments, reducing opportunities for direct peer exchanges that could bypass authority layers.^[44] In contrast, organic structures foster lateral communication through flexible, decentralized designs that emphasize adaptability and collaboration. These are prevalent in dynamic settings like startups or agile teams, where flat hierarchies and cross-functional links enable employees at similar levels to share information and coordinate directly, enhancing responsiveness to change. Burns and Stalker’s seminal framework highlights how organic systems replace rigid controls with lateral ties, allowing for emergent problem-solving and innovation. Examples include holacracy models, as adopted by companies like Zappos since 2013 and expanded in remote work contexts post-2020, which eliminate traditional managers to prioritize peer-driven decision-making.^[45] Key design elements further shape lateral communication dynamics. A narrow span of control, where managers oversee few subordinates, reinforces hierarchical oversight and limits peer access by creating more layers, whereas a wider span flattens structures and encourages horizontal interactions. Departmentalization by function can create silos that restrict cross-unit dialogue, while centralization concentrates authority, necessitating hierarchical approvals that delay or filter lateral exchanges. For instance, metrics of centralization, such as the ratio of decision-making authority at top levels, inversely correlate with the density of peer networks.^[46]^[47] In healthcare, 1990s reforms exemplified this shift toward structures supporting lateral communication. During the 1990s, many systems moved from siloed departmental models—where specialties like radiology and oncology operated independently—to integrated teams that promote multidisciplinary coordination for patient care. This transition, driven by managed care initiatives and integrated delivery systems, improved outcomes by facilitating direct peer interactions among providers, reducing errors in treatment handoffs.^[48]^[49] To assess these structural impacts, organizational network analysis (ONA) quantifies lateral links by mapping communication patterns within org charts and informal ties. ONA reveals metrics like horizontal tie density or centrality, identifying bottlenecks in peer connectivity and informing redesigns for better flow. This approach, rooted in social network theory, has been applied to evaluate how structural elements enhance or constrain collaborative networks.^[50]^[51]

Cultural and Technological Factors

Cultural factors significantly influence the quality and prevalence of lateral communication in organizations. In environments with collaborative norms, such as those emphasizing trust and openness, peers are more likely to share information and ideas freely, enhancing coordination and innovation.^[52] A positive diversity climate, for instance, fosters trust among team members, which mediates improved workgroup identification and inclusion through peer interactions.^[53] Conversely, toxic climates characterized by rivalry can suppress lateral exchanges, as employees may withhold contributions due to fears of idea theft or competitive reprisal, thereby stifling collaboration.^[54] Organizational climate is often measured using surveys that assess dimensions like trust and openness to gauge their impact on lateral communication. Tools such as the Communication Climate Inventory (CCI), adapted in studies since the early 2000s, evaluate factors including supportiveness and participative decision-making via Likert-scale questionnaires, revealing strong correlations between high trust (r=0.62) and effective horizontal information flow.^[55] More recent digital surveys, like those employed in 2016 research on diverse teams, use validated scales (e.g., α=.77 for trust) to quantify how openness mediates knowledge sharing among peers.^[53] Technological tools have emerged as key enablers of lateral communication, particularly since the 2010s, by facilitating both real-time and asynchronous peer interactions. Platforms like Slack, launched in preview in 2013, support instant messaging and threaded discussions in project-specific channels, allowing teams to break down silos and collaborate across departments without hierarchical interference.^[56] Similarly, Microsoft Teams, introduced in 2017, integrates chat, video huddles, and shared workspaces for quick peer syncs, while features like asynchronous notes and file sharing accommodate distributed workflows; as of 2023, AI integrations like Copilot enhance peer collaboration through automated summaries and task suggestions.^[57] Earlier tools, such as email lists and wikis, provided foundational asynchronous exchange but lacked the immediacy of modern apps. In multinational organizations, cultural differences in communication styles—such as high-context (implicit, relationship-oriented) versus low-context (explicit, direct) approaches—can complicate lateral interactions, often amplified by technology. High-context cultures, prevalent in many Asian subsidiaries, rely on nonverbal cues and context, which video tools may inadequately capture, leading to misunderstandings in peer emails or chats that dominate lateral flows (78.9% preference).^[58] Low-context influences from Western headquarters, however, promote straightforward digital exchanges, yet mismatches in multinational teams can hinder trust-building among peers unless tools like web-conferencing are adapted.^[58] The surge in remote work following 2020 has heightened reliance on lateral communication via video tools for virtual cross-team synchronization, though it presents adaptation challenges. With widespread adoption of platforms like Zoom and Teams, remote setups enabled persistent peer networks but often reduced informal exchanges, as workers reported strained relationships without face-to-face cues.^[59] Studies indicate that while video conferencing supported high-fidelity interactions (used by 60% of remote workers as of 2020), connectivity issues and accent barriers in global teams amplified cultural gaps, underscoring the need for hybrid tech strategies to sustain openness. As of 2024, hybrid models predominate, with over 70% of organizations using a mix of remote and in-office work, sustaining high video usage (around 65-75% for meetings) while AI tools address some informal interaction gaps.^[60]^[61]

Challenges and Barriers

Territoriality and Rivalry

Territoriality in organizational contexts refers to the protective behaviors where departments or teams assert exclusive control over resources, information, or domains to maintain power and autonomy, often impeding the free flow of lateral communication. For instance, the IT department may withhold technical data from the finance team to preserve its expertise monopoly, leading to duplicated efforts and misaligned strategies. This guarding stems from a desire to safeguard budgets, personnel, or intellectual property, as observed in studies of workplace dynamics where such actions foster isolation rather than collaboration.^[62] Rivalry dynamics exacerbate these barriers, manifesting as inter-group competition that discourages information sharing and feedback. In retail chains, for example, sales teams may compete with operations units for credit on successes, resulting in withheld performance insights that could optimize supply chain efficiency. This competition arises from performance metrics that pit departments against each other, reducing incentives for cross-unit dialogue and perpetuating a fragmented communication landscape.^[63] Psychologically, these phenomena are rooted in social identity theory, which posits that individuals derive self-esteem from group affiliations, fostering "us vs. them" mentalities that intensify rivalry and territorial claims. Developed by Henri Tajfel in the 1970s, the theory explains how in-group favoritism and out-group derogation hinder intergroup cooperation, including lateral exchanges in organizations.^[64] Real-world impacts include significant project delays, as siloed departments prolong decision-making and resource allocation, contributing to organizational inefficiencies.^[65] To mitigate territoriality and rivalry, organizations can implement team-building initiatives that promote shared identities and reduce silos, encouraging open lateral communication without delving into comprehensive strategies. These efforts help counteract the psychological divides, fostering a more integrated work environment.^[66]

Specialization and Motivation

Specialization in organizational roles often erects barriers to lateral communication by fostering silos of expertise that impede mutual understanding. Professionals in distinct functions, such as engineers and marketers, frequently rely on domain-specific jargon that confuses peers outside their field, resulting in misinterpretations and stalled collaboration.^[67] This lack of shared vocabulary across departments undermines the flow of information at the same hierarchical level, where timely exchanges are essential for coordination.^[68] Procedural mismatches exacerbate these challenges, as specialized roles develop unique protocols that clash during lateral interactions. For instance, differing response timelines or documentation standards between teams can delay feedback and create coordination failures, particularly in high-stakes environments like healthcare where trauma specialists and cardiologists must align on patient data.^[69] These discrepancies arise from tailored workflows optimized for individual functions, which inadvertently fragment collective efforts and amplify errors in joint decision-making.^[69] Motivational factors further hinder lateral engagement, as individuals often lack incentives to invest time in peer-to-peer communication amid heavy workloads or ambiguous rewards. Employees tend to favor vertical reporting to superiors, viewing horizontal outreach as secondary or effort-intensive without clear benefits.^[70] This reluctance stems from organizational structures that do not explicitly encourage cross-functional dialogue, leading to disengagement and overlooked opportunities for synergy.^[68] Research indicates that specialization can contribute to communication breakdowns in diverse teams, often manifesting as process losses in integration and conflict resolution. Studies on multicultural groups have shown that diversity, intertwined with specialized expertise, can reduce social cohesion and elevate task-related misunderstandings, thereby diminishing overall team efficacy. In multinational settings, cultural specialization compounds these issues, as regional teams embed local norms and practices that diverge from global counterparts. For example, high-context communication and hierarchical deference in Chinese subsidiaries can clash with the low-context, initiative-driven styles of Scandinavian headquarters, complicating lateral exchanges between regional and international units.^[71] These layered barriers not only slow information sharing but also foster unintended exclusions in cross-border collaborations.^[71] Post-2020, the shift to remote and hybrid work environments has intensified these barriers, with studies showing increased communication challenges due to digital tool limitations and reduced informal interactions, further hindering lateral coordination in distributed teams.^[72]

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Mechanistic vs Organic Structure: Theory & Examples - StudySmarter
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10.1 Organizational Structures and Design - Principles of Management
Mar 20, 2019 · Thus, increasing span of control for a manager tends to flatten the hierarchy while narrowing span of control tends to reinforce the hierarchy.
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What is departmentalization: Types, benefits and examples - Testlify
Rating 4.8 (200) · $0.00 to $199.00 · Business/ProductivityMar 11, 2025 · Silos: Departments can become isolated, leading to a lack of communication or cooperation between them.<|control11|><|separator|>
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Horizontal and Vertical Integration of Health Care Providers
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[PDF] Organizing Intra-Organizational Networks for Innovation
horizontal ties to situations where they were allowed to think and act outside of the ... Organizational network analysis (ONA) is a systematic approach ...
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(PDF) Span of Control in Teamwork and Organization Structure
Aug 7, 2025 · The span of control expresses how many subordinates correspond to one manager, while determined by many factors and unable to be expanded indefinitely.
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What Is Lateral Communication and How to Foster It? - Brosix
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Diversity climate enhances work outcomes through trust and ...
Jun 14, 2016 · This paper presents two quantitative studies (n = 91; 246) that identify trust and openness in workgroup communication as possible mediators.
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When ideas are stolen: how HR should handle 'pervasive ...
Apr 9, 2025 · ... toxic workplace ... Zweig noted that organizational culture and leadership norms significantly influence how often idea theft occurs.
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(PDF) Communication Climate and Organizational Performances
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Empower your business with collaborative technology tools - Slack
Collaboration technology improves team communication with real-time chat capabilities, so your team can ask and receive instant answers. With Slack, features ...Boost Your Business: The... · Exceptional Features: What... · How To Successfully...
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Video Conferencing, Meetings, Calling | Microsoft Teams
### Summary: Microsoft Teams Peer-to-Peer Communication Support (Since 2010s)
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(PDF) Impact of High context/Low context Culture on Corporate ...
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[PDF] How Remote Work Changes Communication in Organizations
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(PDF) Territoriality in Organizations - ResearchGate
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Sales And Operations Must Be Tied At The Hip: Break Down Silos
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What is Horizontal Communication: Definition and Examples
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### Summary of Cross-Cultural Barriers in Multinationals Related to Specialization or Regional Teams