Summarize the desired resolution to the conflict in the case study based on knowledge of the organization’s business goals, customer needs, and the process that needs to improve. Then, provide a rationale and reflection on your work thus far. Address the following critical elements
I. Defining Goals
• Construct a problem statement that clearly articulates the personnel conflict that has arisen. Be sure to consider the project scope and future-state goal in contextualizing the conflict.
• Complete a stakeholder analysis, identifying the key stakeholders that are involved in or affected by the current situation and future-state goal as articulated in the problem statement.
II. Measuring Performance: What process will you use to gather data on the current situation?
• How will you effectively collect data on the identified variables (from the SIPOC analysis) and how will you evaluate the data?
• Include a draft of an Ishikawa diagram (fishbone diagram) of the variables that contribute to the conflict by highlighting the critical variables that require further analysis.
• What role will these critical variables play in developing corrective changes to address the conflict in the problem statement?
III. Analysis: Focusing on the proposed solution, describe what the future state will look like.
• Based on the variables you identified and the information provided in the case study, what are the root causes of the conflict?
• If this were a live situation, what are some questions you would ask of the stakeholders (voice of customer) to pressure test your initial assessment of the probable root causes?
• Using the “Five Whys” process, include some additional questions you anticipate needing to ask as stakeholders answer your initial question.
IV. Improve: The goal of this section is to demonstrate that the solutions you propose should resolve the organizational conflict in the case study, leading to an improved future state.
• What corrective actions could you recommend be implemented to address the root causes of the conflict that you previously determined?
• What types of quantifiable metrics can you propose to measure progress in implementing the recommended corrective actions?
• What are three potential areas of resistance to your recommended corrective actions, and what ameliorative suggestions can you offer to reduce such resistance?
• How effective are the various leadership styles on employee engagement and employee empowerment in the case study?
• How has your experience with the team-building process from Tuckman’s theory of group formation dynamics informed your Improve recommendations? Further, what are your thoughts on the value of implementing Tuckman’s five areas of group formation dynamics in preventing some of the issues with the dysfunctional team in the case study?
• What are some effective leadership styles and team-building processes that organizational leadership could use to promote increased employee engagement and foster collaboration?