Law: Conflict and Negotiation - Essay Example

Comments (0) Cite this document
Conflict & Negotiation in organization Name: University: Abstract This paper has described three different views of organizational conflict. Traditional view conflict hinders the organization negatively. However, human relation view argues that, conflict is unavoidable and should be accepted; conflict to them is natural…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER97.1% of users find it useful
Law: Conflict and Negotiation
Read TextPreview

Extract of sample "Law: Conflict and Negotiation"

Conflict & Negotiation in organization This paper has described three different views of organizational conflict. Traditional view conflict hinders the organization negatively. However, human relation view argues that, conflict is unavoidable and should be accepted; conflict to them is natural. Finally Interactionist view argues that conflict should be encouraged and accepted by the organization. However, some differences and similarities have been discussed. Introduction The paper will extensively deal with various views of conflict in an organization. The key areas will revolve around traditional view, human relation view and finally Interactionist view. In addition to the above discussion, differences and similarities will be drawn on various conflict views. However different forms of conflict will also be highlighted, giving practical examples of criminal justice agency where they apply. Compare and contrast traditional view, human relation view and Interactionist view According to Maas, (2010) the traditional view of conflict is bad and contributes negatively towards an organization. He argues that all conflicts are malfunction and counterproductive towards achieving the goals of an organization. Maas, (2010) notes that human relation view conflict as natural and unavoidable scenario in any organization, and it should not be seen as a bad phenomenon rather, conflict should be accepted. It cannot be eliminated. On the other hand, interactionism is one of the recent views about organizational conflict. It argues that conflict in an organization is just not a positive force rather it is a necessary force towards an effective and efficient group performance in an organization. (Maas, 2010). Rahim, (2010) explains that Interactionist view is characterized by accepting absolutely the importance of conflict in organization, absolute encouragement of different opinions, proper definition of management with emphasis on how to stimulate and how to solve it and, finally, considering conflict management in the organization as a responsibility for all administrators. Similarities and differences of traditional human relation and Interactionist view Both Interactionist traditional and human relation do agree that in an organization there must be conflict either that contributes negatively or positively into the goals of an organization. However, there are some differences in views towards organizational conflict. Interactionist views conflict in an organization as an avenue of social change, rather than a tool of breaking up social relationship in an organization: A contrary opinion held by traditional views about organizational conflict. Human relation view does not give out various ways how conflict can be generated in organization compared to traditional and Interactionist view which stipulate how conflict is generated in an organization. Both human relation and interaction view that conflict can lead to effectiveness of an organization while traditional view argues that conflict in an organization leads to negative impacts in an organization and it detrimental. Traditional view argues that conflict should not be embraced and it should not be encouraged in an organization while human relation view argues that an organization should accept conflict, because it is unavoidable and natural. Functional conflict and dysfunctional conflict Functional conflict exists where opposition and disagreement support the achievement of the goals of an organization. Functional outcomes that arise include; conflict may stimulate innovations, creativity and change, and decision making process (Lussier & Achua 2009). One of the examples according Teubauer & Fradella, (2010), is the American court and the criminal justice system. Though they are different entities, they need to interact. The courts, department of correction, and police department within the criminal justice system interact together in order to bring about justice. The criminal justice system and agencies works collectively and plan together about matter of common concern. Dysfunctional conflict exists when conflict hinders the achievement of goals of a particular organization. It occurs when action goes beyond what is known as functional conflict. Under this conflict, some of the outcome includes; relationships may be damaged, resistance to change can increase, distrust and suspicion can be developed and communication between individuals can be hindered (Lussier &Achua, 2009). The best example of dysfunctional conflict was in Cambodia. According to Rausch & Albrecht & Klemencic, (2007), Cambodia’s legal system was not working towards achieving a common goal. Criminal law and procedures, police power , the prison system and the court system were not working hand in hand to bring about sound justice during 1992- 1993. Kosovo is another perfect example. There was a dysfunctional conflict in criminal justice where United Mission in 1999 established numerous regulations to fill the gap that existed in the criminal law. (Rausch & Albrecht & Klemencic, 2007) Conclusion Conflict in an organization is unavoidable. It depends on various views and strategies to solve them. Various view of conflict entrench different perspectives towards conflict in an organization. Conflict in an organization can take two forms namely; functional and dysfunctional and each has different outcomes. Some of the dysfunctional criminal justice system was in Cambodia and Kosovo. An example of functional conflict criminal system is in America criminal justice system. Reference: Lussier, N. R. & Achua, F. (2009). Leadership: Theory, Application, & Skill Development: Australia Southwestern/Cengage Learning, Maas, H. (2010). Reality of Management and Organizational Behavior: GRIN Verlag, Neubauer, D. W. & Fradella, H. D. (2010). America's Courts and the Criminal Justice System: Belmont, CA: Wadsworth Cengage Learning, Rahim, M.A. (2010). Managing conflict in organization: New Brunswick, N.J: Transaction Publishers, Rausch, C. & Albrecht, H. & Klemencic, G. (2007). Model codes for post-conflict criminal justice: US Institute of Peace Press, Read More
Cite this document
  • APA
  • MLA
(“Law: Conflict and Negotiation Essay Example | Topics and Well Written Essays - 750 words”, n.d.)
Law: Conflict and Negotiation Essay Example | Topics and Well Written Essays - 750 words. Retrieved from
(Law: Conflict and Negotiation Essay Example | Topics and Well Written Essays - 750 Words)
Law: Conflict and Negotiation Essay Example | Topics and Well Written Essays - 750 Words.
“Law: Conflict and Negotiation Essay Example | Topics and Well Written Essays - 750 Words”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Law: Conflict and Negotiation

Conflict management and negotiation

...?Running head: COGNITIVE COMMUNICATION COMPETENCE Cognitive Communication Competence in Conflict Management and Negotiation COGNITIVE COMMUNICATION COMPETENCE 2 Cognitive Communication Competence in Conflict Management and Negotiation Overview In almost every task, preparation spells the difference whether the task has a big chance of being a success or coming out as a failure. However, preparation is not enough. A good plan means that the communicator is able profile the other person to acquire as much information as possible on how to interact with that person that would bring about the best results (Gross & Alberts, 2004, p.251). Furthermore, during the course of a...
6 Pages(1500 words)Essay


...? Negotiation and Conflict Resolution Negotiation and Conflict Resolution Disputes are very common in businesses and there are various ways to resolve a dispute. While court litigation is the formal way of resolution, mediation and arbitration are the informal alternatives. Litigation involves a lawsuit. The downside of litigation is that it will take a long time to reach a solution. However, as Ge (1996) points out, the benefit of this alternative is that it offers a chance to present extensive document evidences and elaborate arbitrations; and the decision reached in this way will be fully legal and the option of appeal is still open. This strategy will look useful when...
3 Pages(750 words)Essay

Negotiation & Conflict Resolution

...?Unreasonable Amount of Rent “Real Life of Negotiation” The real-life incident that I would like to consider, for my study of negotiation and conflict resolution, would be the situation wherein I have negotiated rent with my landlord because he has abruptly increased the rent to an unreasonable amount. In this situation, my landlord and I were primary parties and there were no secondary parties. Our common friend, co-incidentally a lawyer, served as a constituent party. The relationship between the two primary parties was that of landlord and tenant. There had been no negative interactions or conflict of interests between us in the past. I was negotiating with him to lower the rent. My tangible goal was to lower the rent, while my... a...
4 Pages(1000 words)Essay

Negotiation & Conflict Resolution

...?Negotiation & Conflict Resolution: The Shutdown in the USA appended between Obama and the Congress Change is most constant ingredient of life, in fact the essence of life. And change gives birth to conflict; conflict between those who advocate change and those who oppose it. The situations and circumstances around us in all walks of life are replete with changes and hence are not devoid of conflict. In all spheres of life- political, social, economic, legal and technological- one can see the prevalence of conflicts and subsequently the process of negotiation to resolve those conflicts. One recent...
7 Pages(1750 words)Essay

Conflict Management and Negotiation

...Conflict Management and Negotiation Introduction "In a Successful Negotiation, everyone wins. The objective should be agreement, not victory Conflict2 is a process that begins when one party perceives that other party has negatively affected, or is about to negatively affects, something that the first party cares about. Conflict is natural and inevitable outcome in any group (Human Relations View) and is not only a positive force in a group but is absolutely necessary for a group to perform effectively (Integrationists View). It can be both destructive and productive and plays a vital role in organizational rather professional relationships. The issue of concern out here...
11 Pages(2750 words)Essay

The Strategy of Negotiation

...Negotiation Conflict Resolution of the of the What are the three types of power moves? Give an example of each, and state when each move would be most appropriate. A negotiator can make use of three power moves that are to offer incentives to the involved party, to pressurize to make decisions when one party is unable to act early and to align allies and ask them for involvement. The bargainer offers incentives to the related party in order to settle the issue. A person offering additional payment for a piece of land in asking for possession of the land can be taken as an example of offering incentives. This move is appropriate when related parties have financial or social concerns to a...
1 Pages(250 words)Assignment

Conflict and negotiation

...number Conflict and Negotiation The Conflict A client calls the offices to be up d on the progress of his order.My colleague tells him that he is going to confirm and then get back to him. Upon checking, it is established that there is minimal progress and the order may take approximately five days to be completed, which will be a few days before schedule. The order is supposed to be delivered in about ten days to the client, but check-ups are common for some clients who would not like to be disappointed. I inform my colleague to communicate to the client that progress is good and that it will be delivered right on schedule. However, my colleague was hesitant to communicate this as he...
4 Pages(1000 words)Essay

Conflict Negotiation

...CONFLICT NEGOTIATION I. Negotiation Planning What was the goal? Our team comprised of members of the Tamarack Council. Prior to the negotiation meeting, we had agreed that our main goal would be to ensure that the Twin Lakes Mining Council would be socially responsible while at the same time maintaining their operations in our city. We also aimed at getting the most points out of the negotiations. 2) What the reward for achieving that goal? One factor that helped us to achieve our goal was the desire to make our city better than it already is. We also believed that the best way of achieveing what we wanted was by giving the other party a chance to...
5 Pages(1250 words)Case Study
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Law: Conflict and Negotiation for FREE!

Contact Us