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Essays on restorative justice
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Theories of conflict management
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Conflict management is a strategized approach to understanding the complexity of conflict within any environment. Sources of conflict can derive from many avenues and include such things as scare resources to personal beliefs and work styles and lack of communication. Conflict is said to be inevitable and subjected to time and change. However, many organizations, including the federal department, have created functional methods through the use of historical theorist to become better aware of contribution and resolutions into conflict management. The criminal justice system within the United States have been subjected to many conflicts that hinder the progress of adaptability. What has been uncovered throughout decades of research is that human conflict is intertwined into the very fabric of our society, making it a formidable adversary. The United States Department of Justice and all inferior law enforcement agencies that is umbrella under this hierarchy is not exempt from conflict. Conflict management derives from historical events that have altered the current perception of conflict management and proposes a resolution method for many areas within the justice system. The conflict model is a primary example of the easiest forms of theoretical approaches to conflict management. Additional examples would include that of the consensus perceptive, the pluralist perspective, conflict perspective and restorative justice theories. Although each provides a certain field within the justice system with a more comprehensive approach, not all are equally beneficial in all areas. It is inevitable that the association of conflict is derived from societal change and perception plus approaches are manipulated accordingly as situations evolve. ... ... middle of paper ... ... style which is common practice in both the private and public working class. Although many conflicts stem from different ideologies, cultural understandings and personal perception, conflict is inevitable and subjected to the evolution of human beings without consideration of occupation and/or position within any organization, include the Justice System. Works Cited E.Kania, R. R. (2008). Historical Antecedents: Pioneers and Predecessors of Modern Public Service Management Theory. In R. R. E.Kania, Managing Criminal Justice Organizations: An Introduction to Theory & Practice (p. 42). Upper Saddle River, NJ: Prentice Hall. Kania, R. R. (2008). Evaluating, Appraising, and Assessing Performance: Change and Conflict. In R. R. Kania, Managing Criminal Justice Organizations: An Introduction to Theory and Practice (pp. 141-143). Upper Saddle River, NJ: Prentice Hall.
The human service model strives to integrate employees goals into organizational goals. However, it has such a reliance upon the most committed employees. These employees, therefore, must to accomplish job tasks and feel as though fulfilled in their distinctive roles within the criminal justice organizations. This model creates a much less centralized rules and bureaucracy as the supervisors and employees become part of a team governed by an agreement of purpose. Such agreement of purpose may appear to be blurred in terms of governance within the organization since it is in human nature to not wanting to share anything of values, especially money and power. Criminal justice organizations have multiple and sometimes conflicting goals. Those
This purpose of this paper is to interview a former Sergeant (Sgt) in the New Jersey police department, James Garber, to determine his thoughts on the current state of the criminal justice system. During this interview, Sgt Garber was asked several questions regard the current state of the criminal justice system; specifically, in what ways is the system working, in what ways is the system failing, and what direction he sees the justice system going. As part of this, he explains why he feels this way about the justice system, to include specific examples to support his belief. In addition to Sgt Garber’s opinion on these matters, this analysis includes real world examples that support the problems he identifies. Lastly, this paper
Schmalleger, F. (2009). The Conflict Perspective. In F. Schmalleger, Criminology: An Intergrative Introduction (p. 347). Upper Saddle River, NJ: Prentice Hall.
“Collaboration is the process of working together to achieve a common goal that is impossible to reach without the efforts of others.” Rather than trusting single agencies to solve their respective problems, it recognizes that many criminal justice problems are universal and require a coordinated and collaborative response to the most pressing issues facing our justice system today. Collaborative justice corporations—and the ability to share information, develop common goals, and create compatible internal policies to support those goals—have significant potential to positively impact crime, increase public confidence, and reduce costs throughout the justice system. Court community and criminal justice professionals join forces to analyze
The Foundation Coalition. (2011). Understanding Conflict and Conflict Management. Retrieved July 4, 2011 from http://www.foundationcoalition.org/publications/brochures/conflict.pdf
The conflict theory is seen commonly every where. The ground work of this theory can be seen in may different places, both in criminal justice and out of criminal justice. The ground work, the first layer of the conflict theory, is that it is an imposing threat on ideas, standards, behaviors, and anything else that
Conflict management is the process of regulating and reducing the negative aspects of conflict while increasing the positive facts of disagreement. The management of conflict is essential to harvesting the potential benefits of disagreement. Unfortunately, unchecked conflict obstructs collaboration and productivity within a team or organization. Unbridled Conflict can dreadfully turn personal rapidly provoking the climate to turn hostile and stressful. At this juncture, the environment or workplace fosters frustration, anger, and less concerns about having the facts. Moreover, the lack of facts shifts the focus on personality rather than the issues. As stated in the article, “How to Management Teams Can Have a Good Fight”, constructive conflict
Furlong, G. T. (2005). The conflict resolution toolbox: Models and maps for analyzing, diagnosing, and resolving conflict. Ontario, Canada: John Wiley & Sons.
Kania, R., & Davis, R. P. (2012). Managing criminal justice organizations: an introduction to theory and practice (2nd ed.). Waltham, MA: Anderson Pub.
In criminal justice law enforcement officers are expected to reduce crime in an efficient manner and administrators are expected to produce more efficiency with less money. Individuals must be recognized in some manner in order to continue motivation for job performance. Administrators will need to continue to set reasonable goals for an organization. In the criminal justice system this can be done through showing officers the personal rewards they will receive for performance of their duties. When officers encounter citizens it is usually when the citizen is at their worst. The way an officer handles a situation may influence the offender to change his way of life and stay out of the criminal justice system in the future. When law enforcement personnel see this as a reward their performance of duties will be enhanced and the goals of the organization will be reached in turn helping the administrator succeed (Samina 's Forum for Police Support,
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
This approach takes concepts from both scientific management and human relations management to include not only management of personnel, but also management of organizational knowledge. In my opinion systems management is probably the most effective style of management in criminal justice agencies because it promotes unity and mutual respect in the workforce without undermining the need to accomplish goals for the sake of production. In a field like criminal justice where there are vast numbers of specialized divisions, open communication and cooperation between these units can be highly beneficial. Scientific management, while technically efficient, is too tedious and inattentive of workers physical and emotional needs. Human relations, while attentive to employees feelings, is too lax for the criminal justice system wherein accomplishment is not just for production, but for the safety and effectiveness of society as a
This model distinguishes six possible sources of conflict that may arise: incompatible goals, differentiation, interdependence, scarce resources, ambiguous rules, and communication problem (McShane and Von Glinow 332-333). Incompatible goals involves that “the goal of one person or department seem to interfere with another person’s or department’s goal” (McShane and Von Glinow 333). Differentiation is described as the “difference among people, departments, and other entities regarding their training, values, beliefs, and experiences” (McShane and Von Glinow 333). Interdependence “occurs where individuals operate interdependently except for reliance on a common source or authority” (McShane and Von Glinow 335). Scarce Resources are a source of conflict when several persons or units require the same recourse to fulfill their goals. Ambiguous Rules occur as a source of conflict because “uncertainty increases the risk that one party intends to interfere with the other party’s goals” (McShane and Von Glinow 335). Communication Problems are a source of conflict “due to the lack of opportunity, ability, or motivation to communicate effectively” (McShane and Von Glinow 333).
Stojkovic, Kalinich & Klofas, (2012). Criminal Justice Organization: Administration and management. (5th ed). Belmont, CA: Wadsworth.
It could be concluded, therefore, that the main trend in conflict studies is to define conflict management as being on the same level as conflict settlement or containment. In other words, the general view of conflict management is that it is less advanced or that it covers a narrower range of treatment of conflict in comparison with other, more ambitious or advanced methods of dealing with this problem. Fisher et al. states that while they make “no claim” that there are a “universally accepted” typology for the methods used in addressing conflict, there are “consistent” terms, seen as “steps in a process" and "each step taken includes the previous one.” The authors classify these steps as conflict prevention, conflict settlement, conflict management, conflict resolution and conflict transformation. In their view, the definition of conflict management is that it “aims to limit and avoid future violence by promoting positive behavioural changes in the parties