An Overview of Relational Coordination - Suchman
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Relational coordination theory emphasizes the importance of social processes and human interactions that underlie the coordination of complex work. It identifies three key attributes—shared goals, shared knowledge, and mutual respect—that enhance communication and performance across functional boundaries, leading to improved outcomes. The theory advocates for redesigning organizational structures to foster relational networks, significantly impacting quality, efficiency, customer satisfaction, and workforce well-being.
An Overview of Relational Coordination - Suchman
- 1. An overview of relational coordination Adapted from “New Directions for Relational Coordination Theory” by Jody Hoffer Gittell Published in “Oxford Handbook of Positive Organizational Scholarship,” eds. Kim Cameron and Gretchen Spreitzer, Oxford University Press (2011). Dimensions of relational coordination Relational coordination theory makes visible the social processes, the human interactions, that underly the technical process of coordinating complex work. It describes the management of interdependence not only between tasks but also between the people who perform those tasks. Relational coordination theory starts by conceptualizing the coordination of work as taking place through a network of relationships among participants in a work process. The theory specifies three attributes of relationships that support the highest levels of coordination and performance: ! shared goals that transcend participants’ specific functional goals ! shared knowledge that enables participants to see how their specific tasks interrelate with the whole process, and ! mutual respect that enables participants to overcome the status barriers that might otherwise prevent them from seeing and taking account of the work of others. These three relational dimensions reinforce and are reinforced by specific dimensions of communication that support coordination and high performance, namely frequency, timeliness, accuracy and, when problems arise, a focus on problem-solving rather than blaming. Knowledge of each participant’s contribution to the overall work process enables everyone to communicate in a timely way across functions, grounded in an understanding of who needs to know what, why, and with what degree of urgency. Shared knowledge also enables participants to communicate with each other with greater accuracy, based on an understanding of how their own tasks relate to the tasks of others functions. Shared goals increase participants’ motivation to engage in high quality communication and predispose them towards problem-solving rather than blaming when things go wrong. Mutual respect increases the likelihood that participants will be receptive to communication from their colleagues irrespective of their relative status, thus increasing the opportunity for shared knowledge and problem solving. This mutual reinforcement between relationship and communication forms the basis for coordinated collective action. The relational dimensions of relational coordination are not personal relationships of “liking” or “not liking” but rather are task-based relationship ties. They are conceptualized as ties between work roles rather than personal ties between discrete individuals who inhabit those work roles. © 2013 Jody Hoffer Gittell and Anthony L. Suchman
- 2. Approach A relational approach to coordination is more effective than more mechanistic approaches, enabling participants to achieve better results for customers while engaging in less wasteful and more productive utilization of resources. How? In contrast to the traditional bureaucratic form of coordination that is carried out primarily by managers at the top of functional silos, relational coordination is carried out via direct contact among workers at the front-line, through networks that cut across functional boundaries at the point of contact with the customer. Relational coordination improves performance of a work process by improving the work relationships between people (shared goals, shared knowledge, mutual respect) who perform different functions in that work process, leading to higher quality communication. Task interdependencies are therefore managed more directly, in a more seamless way, with fewer redundancies, lapses, errors and delays. Relational forms of coordination are particularly useful for achieving desired performance outcomes under conditions of reciprocal interdependence, task and input uncertainty and time constraints. When tasks are reciprocally interdependent the actions of each participant affect and are affected by the actions of others. It takes a high degree of relational coordination for participants to be able to mutually adjust their actions in response to each other’s actions and outcomes. When task and/or input uncertainty is high, relational coordination becomes even more important, enabling participants to adjust their activities with each other “on the fly” as new information emerges in the course of carrying out the work. Finally, as time constraints increase, as in high velocity environments, relational coordination is essential for enabling participants’ rapid real-time adjustments in response to each other and to newly emergent information without wasting additional time to refer problems upwards for resolution. Organizational structures Relational forms of coordination are fundamentally shaped by organizational structures. In organizations with traditional bureaucratic structures that tend to reinforce functional silos, relational networks exhibit strong ties within functions and weak ties between functions, resulting in fragmentation and poor handoffs among participants at the front-line of production or service delivery. In contrast, organizations with structures that foster relational coordination build cohesiveness and broader contextual awareness (participants’ awareness of how their work fits into and influences the larger whole). Such structures include the selection of participants based on their capacity for cross-functional teamwork, measurement and reward systems based on team performance across functions, venues for proactive cross-functional conflict resolution, work protocols that span functional boundaries, and job designs that feature flexible boundaries between areas of functional specialization and boundary spanning roles to support the development of networks across functional boundaries. These cross-cutting structures represent a redesign of traditional bureaucratic structures, and together they constitute a relational work system that strengthens cross-functional networks of relational coordination without sacrificing the benefits of the division of labor. Relational coordination theory calls for the redesign rather than the replacement of formal structures, specifically redesigning these structures to reinforce and strengthen relational © 2013 Jody Hoffer Gittell and Anthony L. Suchman
- 3. processes across functional boundaries where they tend to be weak. In so doing, relational coordination theory contributes to the development of high performance work systems that strengthen the ability of employees to manage their own handoffs and work interfaces. Such systems are distinct from but complementary to other high performance work systems that reinforce employee commitment to the organization or that build individual employee knowledge and skills. Outcomes Though relational coordination theory is at a relatively early stage of development, it is already backed by a considerable body of research-based evidence. Findings thus far support the empiric coherence of the concept of relational coordination and the internal and external validity of the Relational Coordination Survey. Moreover, research findings thus far suggest that the strength of relational coordination ties among participants in a work process predicts an array of strategically important outcomes including quality, efficiency, customer satisfaction and workforce resilience and well-being. In healthcare studies specifically, relational coordination scores are significantly correlated with increased quality; shorter length of stay; improved patient satisfaction, staff satisfaction, and staff resilience; and improved clinical outcomes (e.g. pain and functional status 6 weeks after knee and hip replacement). Relational coordination and outcomes: Review of the evidence Quality Outcomes Increased patient satisfaction with care1,2 Increased patient intent to recommend3 Increased postoperative pain/functioning1 Improved quality of life for long-term care residents4 Improved patient psychological well-being5 Reduced family complaints6 Reduced medication errors6 Reduced hospital acquired infections6 Reduced patient fall-related injuries6 Improved quality of care for asthma patients7 Improved quality outcomes for heart failure patients7 Improved quality of chronic illness care8,9 Increased integrated care delivery9 Strengthened community linkages9 Strengthened self-management support9 Strengthened decision support9 Improved product development quality10 Improved on-time performance10,11 Reduced baggage mishandling errors11 Reduced customer complaints11 Increased internal audit effectiveness12 Efficiency Outcomes Reduced turnaround time12 Increased employee productivity12 Reduced length of hospital stay1 Reduced total cost of hospital care13 Reduced costs of chronic care7 Reduced costs of product development10 Patient/Family Engagement Improved family preparation for caregiving5 Improved family engagement in evaluation, enrollment, retention14 Increased patient trust and confidence in the care provider team3 Worker Outcomes Increased job satisfaction4,6 Increased career satisfaction6 Increased professional efficacy6 Reduced burnout/emotional exhaustion6 Increased work engagement15 Increased proactive work behaviors15 Increased psychological safety16 Increased learning from failures16 © 2013 Jody Hoffer Gittell and Anthony L. Suchman
- 4. Improved internal audit risk management12 More timely implementation of audit recommendations12 Increased reciprocal learning8 Increased professional satisfaction with care delivered by community health nurses17 Increased equity of team member contribution10 Increased collaborative knowledge creation10 Additional perspectives on relational coordination "Touchy Feely? Get Over It!" by Anthony Suchman "When Teammates Don't Connect: Learning to Manage Interdependence" by Anthony Suchman "Reflections on the RCRC Research Colloqiuum" by Jody Hoffer Gittell 1 Gittell, JH, Fairfield, K, Bierbaum, B, Jackson, R, Kelly, M, Laskin, R, Lipson, S, Siliski, J, Thornhill, T, Zuckerman, J. Impact of relational coordination on quality of care, post-operative pain and functioning, and length of stay: a nine hospital study of surgical patients. Medical Care. 2000; 38(8): 807-819. 2 Bae, SH, Mark, B, Fried, B. Impact of nursing unit turnover on patient outcomes in hospitals. Journal of Nursing Scholarship 2010; 42(1): 40-49. 3 Gittell JH. Relationships between service providers and their impact on customers. Journal of Serv Res. 2002; 4(4): 299-311. 4 Gittell, JH, Weinberg, DB, Pfefferle, S, Bishop, C. Impact of relational coordination on job satisfaction and quality outcomes: A study of nursing homes. Human Resource Management Journal 2008; 18(2): 154-170. 5 Weinberg, DB, Lusenhop, W, Gittell, JH, Kautz, C. Coordination between formal providers and informal caregivers. Health Care Management Review. 2007; 32(2): 140-150. 6 Havens, DS, Vasey, J, Gittell, JH, Lin, W. Impact of Relational Coordination on job satisfaction, emotional exhaustion and professional efficacy, Working Paper, UNC Chapel Hill Nursing School; 2012. 7 Hagigi, F. Team coordination as a driver of cost and quality performance in chronic disease management. Working Paper, Brandeis University, AcademyHealth presentation; 2013. 8 Noel, P, Lanham, H, Palmer, R, Leykhum, L, Parchman, M. The importance of relational coordination and reciprocal learning for chronic illness care in primary care teams. Health Care Management Review. 2013; 38(1): 20-28. 9 Cramm, JM, Nieboer, AP. Relational coordination promotes quality of chronic care delivery in Dutch disease management programs. Health Care Management Review. 2012; 37(4):301-9. 10 Alvarez, H. Collaborative knowledge creation and relational coordination. Working Paper, Maastricht University School of Business and Economics, 2013. 11 Gittell, JH. Supervisory span, relational coordination and flight departure performance: A reassessment of post-bureaucracy theory. Organization Science. 2001; 12(4): 467-482. 12 Lenz, R., Sarens, G., Internal auditing effectiveness: Multiple case study research in Germany that hardens role theory and the relational theory of coordination. Working Paper, Université Catholique de Louvain, 2012. 13 Gittell, J.H., Weinberg, D., Bennett, A., Miller, J.A. Is the doctor in? A relational approach to job design and the coordination of work, Human Resource Management. 2008; 47(4): 729-755. 14 Derrington, T, Eriksen Warfield, M. Engaging drug-exposed infants in early intervention services: the importance of relationships and communication with hospitals. Working Paper, Brandeis Univ., 2013. 15 Warshawsky, N, Havens, DH, Knafl, G. The influence of interpersonal relationships on nurse managers’ work engagement and proactive work behavior. Journal of Nursing Administration 2012; 42(9): 418-425. 16 Carmeli, A, Gittell, JH. High quality relationships, psychological safety and learning from failures in work organizations. Journal of Organizational Behavior 2010; 30(6): 709-729. 17Hartgerink, JM, Cramm, JM, Bakker, JEM, van Eijsden, RAM, Mackenbach, JP, Nieboer, AP. The importance of relational coordination for integrated care delivery to older patients in the hospital. Journal of Nursing Management 2012. © 2013 Jody Hoffer Gittell and Anthony L. Suchman