In this paperwork, I am going to define the following terms; intraorganizational conflict, interorganizational conflict, and conflict management- giving examples of these terms. I will also discuss the limits to conflict management relative to the criminal justice organization.
Intraorganizational conflict is defined as a type of conflict caused by the structural composition and allocation of authority in an organization. Vertical conflict, role conflict, line-staff conflict, and horizontal conflict are examples of the intra organizational conflict. Vertical conflict may arise, whereby, individuals working in the same organizational, but in a different hierarchy may have some disagreement, hence affecting the productivity of the organization negatively. Role conflict has dominated the criminal justice setting, whereby, cases have been brought up by many companies in an attempt to lay off the lot of unproductive workers. Role conflict occurs when a worker is not in a position of performing efficiently as a result of inadequate skills required by the job. Consider an organization X that has been deteriorating in performance for the past two years. The company does not meet the number of items it was producing initially, and if this problem continues, it is more likely to bring down the Organization (Criminal Justice Organizations, Chapter eleven).
The company has been seeking help from experts who claim that the problem may be as a result of machinery break down, but the technology is perfect as it was initially. The company X is suffering from what we call role conflict.
Interorganizational conflict is defined as the type of conflict that comes about when unlike organizations shares a universal purpose, but differ on how to achieve that purpose. Under this category, we have substantive conflict, emotional conflict, and cultural conflict. For example, an organization Z (for the ethical treatment of animals) has had a substantive conflict with an organization Y that experiments on laboratory animals. Emotional conflicts may also arise as a result of fear between the organizations- organizations competition, hence resulting to the establishment of fear of trailing.
Conflict management is defined as the practice of preventing the pessimistic aspects of conflict while growing the optimistic aspects of conflict. We have process interventions and the structural interventions under this category. Process interventions attempts to become directly concerned in the continuing series of actions that resolve the conflict as depicted in a literature review. The structural interventions, on the other hand, attempt to modify the setting in an organization that influences the trends of the conflict incidents (Criminal Justice Organizations, Chapter eleven).
Through a literature review, it is depicted that conflict management must be efficient of time and exertion since conflict management in criminal justice agencies may be limited by rivalry, consequences and finances. It is also important to note that agencies may not have the authority to intercede in the conflict.
Works cited
Criminal Justice Organizations: Administration and Management, (Chapter Eleven). Organizational Conflict.
