The contemporary workplace is made up of different cultural, ideological and hierarchical compositions. In this environment, conflicts and tensions will always arise between different people or groups interacting in the workplace. Therefore, even the best workplace and organizations, regardless of their size, cannot be immune to conflict and tension. Organizational conflicts are internal conflicts that often arise naturally from disagreements between individual employees in the organization or between other employees and management. Champoux (2010) argues that these disagreements occur when individual values ​​differ or when the intended mandate is failed to be met. If poorly managed, the suffering caused by conflict can inflict pain and disappointment on those affected. Effective conflict management starts with strategic internal communication. This essay will provide an effective communication strategy for an organization that has experienced internal conflicts directed at its employees by coworkers. When these strategies are employed, they lead to greater communication by teaching employees to respect different cultures; thus leading to a stronger relationship between employees and subsequently customers. This will also increase the productivity of the organization in question. Some of the strategies that will be discussed would also be useful for a wide variety of businesses; due to the fact that cultural diversity is a fact of life in most workplaces nowadays due to the globalization of business and the world. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original EssayLeasePlanUSA is a fleet management and vehicle leasing company based in Alpharetta, Georgia. Over the past month, the company's employees have been involved in conflicts that have attracted management's attention. Conflicts were found to have developed due to cultural diversity in the workplace, leading to discriminatory tendencies. The second reason for conflict in the organization was the tendency towards bullying and harassment and finally, power issues and conflict dialectics on issues among employees. These workplace tensions and conflicts hinder employee performance spirit and morale as conflicts erase the ideal conditions for a productive work environment. Therefore, customer satisfaction suffers as workplace morale continues to decline. To address these issues effectively, I have developed an internal communications strategy that ensures that everyone in the organization feels protected and respected, especially among colleagues regarding their cultural and ethnic background. The first approach to developing the right adaptive internal communications strategy for LeasePlanUSA is anchored in its organizational culture. LeasePlanUSA has anchored its organizational culture on four key values ​​namely; passion, competence, respect and commitment. These core values ​​should be exemplified every day by LeasePlanUSA employees and through the provision of excellent customer service. However, this seems to have slipped the minds of employees who engage in discrimination and harassment in the workplace and potentially with some customers as well. Culture can be defined as a system of knowledge, ideas, beliefs, values, powers and rules shared by members of a particular society and which therefore form the basis of their way of interacting. To understand its relevance in conflict resolution, it isIt is important to understand that culture is transmitted to other people through oral and written means, group/team bonding activities, and socialization (Samson & Daft, 2011). Therefore, restoring the organizational cultural values ​​for the thinking and action process of employees when dealing with each other would be the ultimate goal of internal communication strategy. The core values ​​of the organization namely; passion, competence, respect and commitment should be practiced by each employee not only towards customers and the governing body of the organization, but also towards others. The main objective would therefore be to enable employees to revisit the core values ​​of company practice. The mini-goal of this activity would be to enable employees to practice and instill each value in them. This includes being passionate about your work, applying professionalism in all your endeavors, showing respect for each other and other stakeholders, and remaining committed to the company's aspirations. Secondly, the internal communication strategy would be largely anchored in the organizational structure of the company. In many companies, including LeasePlanUSA, organizational structure sets the tone and determines how interpersonal communication occurs. While large, highly stratified organizations are inclined to use formal communication approaches, smaller organizations that are relatively flat use informal modes of internal communication. However, it is important to note that the form of communication used by an organization depends largely on the manager's preferences and norms. Effective managers must learn how to develop appropriate communication styles to become the company norm. For LeasePlanUSA, the success or effectiveness of the internal communications strategy would therefore be geared towards providing an effective interpersonal environment that allows employees across work groups and hierarchical setup to be listened to and respected. This would ensure the restoration of mutual respect and the objective identification of cases of harassment. To facilitate this environment, the internal communication strategy will develop a feedback loop that provides an interactive environment for each employee, as cited by Dwyer (2012). Highly interactive communication will encourage the use of the feedback loop to reach mutually beneficial decisions especially in dialectical conflicts. The main purpose of internal communication includes; provide information, acquire information, clarify issues and influence action. The effectiveness of this process can be determined by the type and timing of feedback elicited from the audience to whom the press release is addressed. To encourage honest and effective feedback, this internal communications strategy for LeasePlanUSA will develop a rapid feedback system that allows for rapid communication between employees. Developing an effective feedback system to facilitate the environment for effective communication also depends on organizational culture and organizational structure. Through these you can determine the way in which internal communication is packaged. It must be efficient and acceptable by all standards. Therefore, internal communication can be packaged and delivered as newsletters, on the intranet site, as personal emails, as face-to-face meetings, as group meetings or as team building exercises. The nature of conflicts in this organization affected the core values ​​of the company. Internal communication will therefore be presented in three ways. These include personal emails sent to every member of the organization and regular team meetings to foster dialogue and cohesion; Andby induction. These strategic conversations that foster dialogue enable the development of the normal internal environment for communication in the organization. The main content of the communication is geared towards understanding the individual frustrations and challenges faced by employees. LeasePlanUSA is up to approximately 130 employees. To facilitate effective communication, the communication strategy will include long-term and short-term activities. Long-term activities will include the induction programme. The onboarding process is an "on boarding" program applied to new members/employees. This includes welcoming new employees and introducing them to their new positions and expected roles. New employees will also receive personal congratulations in letters from company management. The organization can go the extra mile and send congratulatory messages to the family of new employees as well. This is a very powerful communication tool that reinforces the organization's culture in the employee's value system. By introducing this induction program and supplementing it with regular communication that reminds employees of the importance of cohesion and the importance of diversity, the organization can ensure fewer instances of discrimination and harassment. These feelings reduce employees' self-esteem and can lead organizations to lose their talented employees due to frustration. Second, communication content can be packaged and delivered in the form of team meetings and team meetings. This should be well prepared and the meeting agenda discussed in advance using the company intranet and social sites (if any) and reminders on noticeboards. To improve the effectiveness of group meetings and to ease tensions that could further aggravate the conflict. This includes depersonalization of arguments and careful choice of wording. Meetings should be able to provide objective analysis and relevant arguments that do not constitute personal attacks, but should be anchored in the analysis of the importance of values. The communication must also underline the fact that the selection process guarantees that anyone who joins the company is qualified; therefore mutual respect should never be compromised. Another approach to ensuring an effective focus on existing conflict is to turn it into research. The intention is to transform the conflict into a source of information that allows for the improvement of the working environment. This can be achieved by carefully formulating questions in an open format. This will allow the development of clarity of situations and most importantly it will allow the development of specific examples of situations that lead or have led to conflict. However, it is important for leaders to understand that the process must always be kept in the context of the company's aspirations. This requires bipartisan moderation and leadership. Consequently, it is important to understand that conflict can perpetuate itself due to threat. This threat may be thought to target their reputation, question their judgment or people close to them. However, people may be threatened or may perceive that they are threatened. With this in mind, you need to further understand the truth of the matter by investigating the information provided. In this scenario, the conflict caused by harassment will be addressed, as the communication strategy will revisit the desired and ethical standards of the competition (Frey, 2002). Communication should also highlight the importance of values ​​and how they help facilitate promotions, and thus eliminate the.