Court Scenario: Court Administration

The court’s new system is medium-sized, with five courts that function full-time, with a personnel capacity of approximately seventy-five individuals when combined. In the past, the courts were initially managing the undertakings independently. However, with the introduction of the new system, the court’s operations would be centralized. With the new system, a few challenges have been identified that significantly impact the courts. The problems include individuals failing to cooperate with their colleagues, poor practices in management, a massive build-up of cases pending trial, and a reduced level of morale amongst the court personnel. The paper seeks to assess the problem that should be addressed first, respond to the personnel morale challenge, respond to the turnover challenge, and improve communication and reduce the back of case pending trial.

Which problem should be addressed first, and exactly how should it be addressed?

The first challenge that should be instantly addressed entails communication. Efficient communication is imperative for administrators and other staff members to facilitate the effective discharge of their mandates. In addition, communication is critical in the planning process as it necessitates every significant piece of data to be conveyed to every department to facilitate the implementation of efficient plans. According to Juneja (2019), communication is a vital tool that enables an entity’s overall administration. To effectively promote the organization of the new system, every individual would be required to have exceptional organizational abilities. However, the abilities may only be acquired if the organizing administrator bears practical communication skills, making communication the most impactful problem that should be dealt with immediately.

For efficient management of the communication problem, I would first schedule a meeting with every staff member stationed within the five courts. The meeting’s key theme would involve identifying aspects that have an impact on inter-court communication and participation. The conference would also seek to address concerns with employee turnover, reduced morale among staff members, and a surge in case files awaiting trial. The sole aim of convening the meeting entails obtaining propositions from the court’s personnel regarding ways of handling the challenges, particularly involving communication. After receiving the recommendations, the next phase would include conducting an open-house meeting that informs the seventy-five personnel on how they are expected to conduct themselves in regards to efficient communication, high employee turnover, and personnel morale.

Response to Employee Moral Challenge

Employee morale is a fundamental issue that mainly affects operations if not properly handled. In this case, foremost, I would respond to the challenge by conducting an audit of the benefits and remunerations of the court representatives and ascertain if they match their workload and abilities. Several aspects result in reduced morale among employees. The reasons include poor leadership, poor communication, and lack of teamwork amongst colleagues. Therefore, it is essential to implement specific methodologies that improve morale. The first methodology would involve noting down the probable reasons pertinent to low employee morale. Afterward, I would then institute suitable processes of rebuilding re-invigorating employee morale. The tactics may include improve the working conditions, reconnecting with the personnel, developing measurable goals, appropriately persuading the personnel, and enhancing communication.

The fundamental challenge of reduced employee morale may also be attributed to a lack of clarity. When personnel is unaware of what is anticipated of them or if the anticipations are not aligned with the entity’s goals and objectives, they are likely to get strained pointlessly and lose self-confidence. Therefore, to solve the issue within the five courts, it is crucial to guarantee that staff members are aligned with the courts’ expectations. This may be achieved through clarifying the goals and objectives pertinent to their different roles at the court.

Response to the Turnover Problem

Change is an inevitable aspect. However, based on the case scenario of court administration, change may be considered costly. The challenge of employee turnover is an aspect that may have tremendous implications on an individual’s fundamental concerns. As a result, it is vital to ascertain the aim of retreating personnel and institute a maintenance mechanism that may be fully reliable. Individuals are likely to resign from their jobs due to various reasons such as poor management, low salaries and wages, and lack of engagement. According to Beheshtifar & Omidvar (2013), the suitable method used to estimate an employee’s rate involves quantifying the leaves within a specific period as a rate of the figure engaged within a similar duration. The aspect of employee turnover mainly begins with the process of hiring. Employers ought to be keen to make valid decisions during the hiring process. All prospective employees should be screened to acquire proficient persons. An interview would then be conducted to learn more pertaining to characters and the likelihood of being attached to the entity for an extended duration.

Techniques to Improve Communication

According to Mitterer (2014), a suitable work environment is developed when every personnel is according dignity and respect. Both aspects may only be accomplished if effective communication is established. Communication within an entity mainly refers to interactions among individuals engaged in the specific entity. One of the practices that the court’s management should take into consideration is connected to the society and the administration environment. The court’s management should be in such a manner that it recognizes and backs open communication. The management may undoubtedly have an influence on the form of communication used by the court.  The other technique would entail the development of precise meanings of the items that constitute efficient communication and the ways the personnel should conduct them.

Moreover, it would be essential to institute frameworks that would be adhered to by the five courts regarding communication amongst the different positions in the courts. With an efficient structure, personnel would be capable of efficiently conveying information from various departments. Moreover, effectively expressing ideas facilitates harmonious interaction amongst personnel, therefore, enhancing productivity and teamwork.

Methods of Reducing the Backlog of Cases

Backlog of cases is mainly attributed to inefficient structures, lack of communication, and inapt synchronization of the tasks, along with emergencies that may necessitate the existing cases to be prolonged or require judiciously handled hence requiring extended duration. To effectively solve the challenge, it would be essential to develop an efficient framework and make sure that every task is efficiently coordinated. The subsequent technique would involve the implementation of efficient communication structures that facilitate productive communication. A system would also be developed to manage emergencies and ensure that I am aware of the pending cases prior to developing a plan of reducing them. The next stage would involve reviewing the open cases and the critical assignments that may need to be managed for the lawsuits to be handled through the process. Afterward, I would check the case management process, comprising acclaimed timelines from open to close. This would involve ascertaining the main reason for the build-up of cases. For example, a surge in crime and a reduced number of staff may delay the conclusion of court cases. Lastly, this would necessitate the need for the development of a plan for the reduction of the backlog on the basis of my evaluation, troubleshooting, and evaluation of existing guidelines and processes.





Beheshtifar, M., & Omidvar, A. R. (2013). Causes to create job burnout in organizations. International Journal of Academic Research in Business and Social Sciences, 3(6), 107.

Juneja, P. (2019). Importance of Communication in an Organization. Retrieved May 02, 2021, from

Mitterer, H. E. (2014). Building a Culturally Harmonious Work Environment. Retrieved from psu:

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