If organizations want to successfully implement change in quality management, change communication should be structured and methodical (Bolarinwa, 2009). Organizational staff are at the mercy of management to notify them of changes in quality management. However, when lines of communication within management and employees are poor, rumors of change will begin to spread; therefore it can create resistance to change within the organization. All change efforts should involve employees at all levels to mitigate ambiguity and cohesion. Organizational changes, whether large or trivial, need to be explained and communicated, especially changes that affect how employees do their jobs. Furthermore, communication has a dual function: the assimilation of communication leads an organization towards order within an organization. Effective communication guides an organization towards competence and through it creatively towards a new development path (Anttila, 2001). The communication process gets its inputs when organizational management defines needs and objectives