Abstract Organizations must continually adapt to complex, changing environments. This conceptual paper develops a literature-derived model positing structural feedback loops and internal communication as core mechanisms driving organizational development. The synthesized research on feedback systems (e.g., learning loops, continuous improvement cycles) and internal communication (e.g., information flow, employee dialogue) helps explain how their integration enables ongoing learning and change. This paper employs a conceptual methodology, drawing on peer-reviewed studies in systems theory, organizational communication, and change management. The resulting model illustrates how formal feedback loops embedded in organizational structures, coupled with open two-way communication, foster continuous adaptation, employee engagement, and knowledge sharing, thereby facilitating sustained organizational development. The model highlights how aligning continuous improvement cycles with double-loop learning creates conditions for adaptive change. It provides practical guidance for managers on incorporating open communication into formal feedback structures. This integration offers a foundation for future research on how internal communication and structural feedback jointly sustain organizational development.
Gary C. Hart (Mon,) studied this question.