This research identifies “organizational friction” as the tension caused by inefficient processes, misaligned priorities, and tech fragmentation. Based on surveys from 2,000 leaders and employees, it finds that 67% lose productivity due to poor communication and siloed data. The paper categorizes friction into cultural, structural, and technological dimensions. It prescribes cross-functional collaboration, unified HCM systems, and change management as solutions, concluding that reducing friction improves innovation, employee satisfaction, and operational agility.

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