Following through with the discourse, we have tackled conflicts that arise from intrapersonal to interagency clashes of ideals and agendas. We have also touched briefly on conflict and how its existence is a given in our world. Moreover, it is viewed as a means by which change is achieved and that it arises too arises from conflicts within classes. With this in mind, we move on to conflicts that are bred from the imperatively coordinated associations within society. As we know there always exists a ruling and a ruled class.
In this case, the Criminal Justice Organizations are tools utilized by the ruling class to exert dominance over others. While this power relation is acceptable in society it exists on a premise that the authority is accepted and that the use of the power given is legitimate. This is where the conflict begins since power shifts regularly occur and a different group will be at power at different times. Hence, decisions and verdicts of Criminal Justice Organizations are often put into doubt or questioned by those directly affected by it. Such is the case for differences in sentencing when it comes to race differences in court.
Reflecting upon this we can take into account the Jena Six incident and the vast controversy it caused. In addition, a study made by Unnever, Frazier, and Henretta (1980) retackled the issue of race differences in criminal sentencing. Their study reanalyzed the issues surrounding biases when it comes to sentencing of crimes with regard to racial differences. Lastly, when taking this into mind we have to realize that conflicts such as this may arise among officers and the like as interracial differences may also be a stressor in interpersonal relationships.
As discussed in the earlier part of the paper, we see that there are numerous conflicts that exist and may arise in the Criminal Justice Organization. In the same way, we have established that conflict will always arise in society. The challenge is thus finding a way to control and manage the existing conflicts and find a suitable level of conflict that will serve to benefit and increase the efficiency of these organizations. In the 1920s, Mary Parker Follett was considered “a pioneer of the view that conflict had a positive place in organisations.
” She believed that conflicts resulted from limited thinking, and that the only way to manage them was by compromise. Moreover, recent trends have pointed and argued in line with this contention and have actually found that conflict does have positive impacts on an organization. “It can also be argued that conflicts are not necessarily bad. The progress we have made so far in our civilization is due to the conflict between nature & man. Conflict releases energy at every level of human activity- energy that can produce positive, constructive results.
Conflicts tend to have a motivational value; they drive or energize an individual to tackle a situation. To resolve a conflict one might explore different avenues or alternatives of action, which make him/her more knowledgeable. Conflicts also provide opportunities to test one’s own abilities (Bhushan Dhiraj, 2007). ” Based on Bhushan Dhiraj’s article, we see that conflict can in fact be a source of positive developments within an organization. In fact, containing conflict so to speak at an appropriate level can actually lead individuals to a number of beneficial consequences.
Chief among these is the motivation of individuals to work harder and more efficiently. In addition, certain psychological needs such as aggression and the need to dominate are being addressed. Another note worthy point is that it “facilitates an understanding of the problem, people and interrelationships between people, better coordination among individuals & departments, in addition to strengthening intra-group relationships, etc. ” Controlling and Managing Conflict Police Conflict and Deviance
Keeping this in mind, we can implore various means to control and manage the existing conflict. Looking into the issue of policing and the conflicts that give rise to various deviant behaviors and the way by which we can control it calls for us to dig deeper into the cause of the problem. According to Dobovsek, Mesko and Pagon stress, lack of knowledge, prejudice, uncertainty and other factors can lead to the misuse of police powers and consequently to the deviant behaviors cited earlier.
In light of this, dealing with primary and aggravating factors as mentioned above can decrease the amount of conflict. Addressing issues such as lack of knowledge by allowing for greater time and education on the use of power and authority say in the policing facet would be helpful. This is actually the current trend in our day and age. Comparison of today's police officers with police officers in the beginning of the last century shows that today's police officers are mainly trained as professionals in law enforcement who know the rules and understand the need for proper conduct.