Loyal policy support depends not only on an employee's knowledge of the form and structure of the institution, but also on his ability to influence its operations and goals. If there is ample opportunity for an employee to present his ideas and these ideas are put into action, he is more apt to feel like an integral participant in the district. Conversely, if constructive thought and action are thwarted, informal groups may arise within the district who are opposed to its stated goals. There are many theories of internal communication. One of the most useful is designed to keep employee informed about the structure of the district while at the same time emphasizing the importance of group cohesiveness. This theory considers six aspects of communication--source, message, channels, receivers, effect, and feedback. Ultimately, the responsibility for internal communication rests with the superintendent. (Author)