Organizational Power and Conflict
- What is the power structure in your organization?,
- Does the power structure match the organizational structure? (Who really has the power?) ,
- How is conflict handled within the organization? ,
- Is conflict viewed as a growth opportunity or as a nuisance? ,
- Does conflict lead to change? If not, what initiates change in your organization?
The power structure in an organization is typically based on hierarchical authority, but informal power dynamics also play a significant role. In a hospital setting or academic institution, formal power is distributed among executives, administrators, and department heads, while informal power may rest with influential staff, long-tenured employees, or key opinion leaders.
Alignment of Power and Organizational Structure
In theory, power follows the organizational structure, with decision-making authority residing at the top (executive leadership, board members, and administrators). However, real power often resides with individuals who influence daily operations, such as experienced nurses, department managers, or faculty leaders who guide policies and culture.
Conflict Management
Conflict is typically handled through:
- Formal dispute resolution processes (HR intervention, mediation).
- Collaborative discussions (team meetings, one-on-one conversations)…
The power structure in an organization is typically based on hierarchical authority, but informal power dynamics also play a significant role. In a hospital setting or academic institution, formal power is distributed among executives, administrators, and department heads, while informal power may rest with influential staff, long-tenured employees, or key opinion leaders.
Alignment of Power and Organizational Structure
In theory, power follows the organizational structure, with decision-making authority residing at the top (executive leadership, board members, and administrators). However, real power often resides with individuals who influence daily operations, such as experienced nurses, department managers, or faculty leaders who guide policies and culture.
Conflict Management
Conflict is typically handled through:
- Formal dispute resolution processes (HR intervention, mediation).
- Collaborative discussions (team meetings, one-on-one conversations)…
The power structure in an organization is typically based on hierarchical authority, but informal power dynamics also play a significant role. In a hospital setting or academic institution, formal power is distributed among executives, administrators, and department heads, while informal power may rest with influential staff, long-tenured employees, or key opinion leaders.
