Uncertainty reduction theory was developed to explain the way people interact in situations of lack of a clear understanding of the topic or lack prior knowledge (Redmond, 2015). The theory uses axioms to describe the relationship between various factors of communication. Communication in such situations passes through three stages; entry phase, personal phase and exit phase (University of Twente, 2015). At the entry stage, information sharing follows the conventional rules of communication since the parties have little knowledge of each other. At the personal phase, the communicators learn about the attitudes, values, and beliefs of each other and communication becomes less constrained. At the exit phase, plans for future interaction are laid, with agreement on how communication will grow.
Certainly, knowledge of the way people communicate is vital in achieving organizational change and improvement. This theory acknowledges the existence of uncertainty when information is not disseminated using the right channels. People communicate to reduce uncertainty and to become informed about their environment (University of Twente, 2015). However, frustration and restlessness grow if they are unable to obtain the right information. Therefore, organizational change must follow the pattern of communication described in the theory such that strong links and interpersonal relationships are formed. From the entry stage through the personal phase and the exit, the relationship grows and enables employee satisfaction in the organization.
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Undoubtedly, modern organizational structure emphasizes the importance of information sharing from the top management to the workers. However, most managers ignore the way employees handle uncertainty (Clampitt, n.d). As a result, some organizations fail to utilize the structure to motivate employees effectively. Knowledge of inherent uncertainty within the organization and how it can be reduced through the three phases of this theory is vital in achieving positive change in organizational communication.
References
Clampitt, P. G. (n.d). Managing organizational uncertainty: Conceptualization and measurement . Retrieved on 14 June 2018 from, https://pdfs.semanticscholar.org/f842/82134eb278afbfc9c5e0c9fa69667e814680.pdf
Redmond, M. V. (2015). Uncertainty reduction theory . Retrieved on June 2018 from,
https://lib.dr.iastate.edu/cgi/viewcontent.cgi?article=1005&context=engl_reports
University of Twente. (2015). Organizational communication: Uncertainty reduction theory . Retrieved on 14 June 2018 from,
https://www.utwente.nl/en/bms/communication-theories/sorted-by-cluster/Organizational%20Communication/Uncertainty_Reduction_Theory/
