In what situation would employees engage in mutual adjustment?

Employees engage in mutual adjustment primarily in constantly changing environments. This practice arises when the nature of the work is dynamic and unpredictable, requiring team members to communicate and collaborate flexibly to adapt to new situations and challenges as they arise. In such settings, rigid structures or directives from management may not adequately address the fluidity of tasks or the need for immediate responses to changes in conditions, customer demands, or other external factors.

In contrast, when there are clear directives from management, employees are likely to follow established procedures and guidelines rather than adjusting their behaviors and processes in real time. Similarly, only engaging in mutual adjustment during scheduled meetings would not facilitate the ongoing communication necessary to adapt effectively in fast-moving environments, as this restricts interaction to a set time rather than allowing for continuous dialogue and responsiveness. Lastly, reliance on standard operating procedures would also limit the need for mutual adjustment, as those procedures provide a clear framework for action that does not encourage the flexibility and interaction required in unpredictable contexts. Thus, mutual adjustment thrives in environments characterized by change and uncertainty, where collective input and real-time problem-solving are essential for success.