Briefing for Senior Management

Posted: February 1st, 2023

Produce a briefing for your senior management in which you identify 3 specific situations that have or continue to create conflict in your organization or professional context. Assignment Help by UK’s No.1 UK Essays Writing Service | Homework Help Online in UK Coursework Help – Analyze each of these situations to identify structural elements and organizational cultural elements that contributed to a loss of performance for the whole system in each circumstance.

Finally, provide an overall evaluation as to what you see as the root cause that connects each of these separate conflicts and provide remarks as to potential ways to ameliorate the destructive capacity of these conflicts or resolve them, if possible.

Length: 3 to 4 pages
Format: APA Paper Writing Service by Expert Writers Pro Paper Help: Essay Writing Service Paper Writing Service by Essay Pro Paper Help: Essay Writing Service

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Briefing for Senior Management

Introduction:
Conflict is a common issue in organizations and can have a negative impact on performance and overall success. This briefing will identify three specific situations that have or continue to create conflict in our organization, analyze the contributing factors, and provide an overall evaluation and suggestions for resolution.

Situation 1: Interdepartmental Communication

Structural Elements:
The lack of clear communication channels between departments is one of the major structural elements that have contributed to this conflict. This leads to misunderstandings and miscommunication, leading to delays and errors in the delivery of services.

Organizational Cultural Elements:
Cultures that value independence and competition between departments can also contribute to the conflict. This can lead to siloed thinking and reluctance to collaborate, leading to a lack of trust and cooperation between departments.

Situation 2: Performance Management

Structural Elements:
The current performance management process is overly focused on individual performance and does not provide enough support or feedback for employees to improve. This has resulted in low morale and increased frustration among employees.

Organizational Cultural Elements:
A culture that values individual performance over teamwork and collaboration can also contribute to the conflict. This can lead to a lack of trust and cooperation among employees, as well as a lack of motivation to improve.

Situation 3: Resource Allocation

Structural Elements:
Inadequate resources and budget constraints have led to conflicting priorities among departments, resulting in a lack of cooperation and coordination.

Organizational Cultural Elements:
A culture that values competition and individual departmental interests over the interests of the organization as a whole can also contribute to the conflict. This can lead to a lack of trust and cooperation among departments, leading to inefficiencies and a loss of performance for the whole system.

Overall Evaluation:
The root cause that connects each of these conflicts is the lack of clear communication, cooperation, and collaboration among departments. This is due to a combination of structural elements, such as inadequate resources and processes, as well as cultural elements, such as a lack of trust and a focus on individual performance.

Potential Ways to Ameliorate or Resolve:

Implement clear and effective communication channels between departments
Encourage a culture of collaboration and teamwork
Provide adequate resources and support for employee improvement
Rebalance the focus of performance management to include teamwork and collaboration
Encourage transparency and accountability in resource allocation decisions
Conclusion:
Conflict is a natural part of organizational life and can have a significant impact on performance and success. write my research paper owl essayservice uk writings. understanding the contributing factors and taking proactive steps to address them, we can reduce the destructive capacity of these conflicts and improve overall performance.