Peer 1

The Organizational conflicts:

There are more than one type of organizational conflict. There are 1). Differences in power, status, and culture. 2). Competition for scarce resources, 3). Drive for autonomy. 4). Bifurcation of subunit interest. 5). Interdependence, and 6). Organizational ambiguity. All 6 of these different types of conflicts, makes up a lot of what goes on in many different organizations. Lets start with Differences in power. This conflict proves to be out of place on the conflict chart. Whenever there is a struggle and power is at the forefront, conflict becomes inevitable. Next, there is Competition for scarce resources. When it comes to scarce resources, many organizations stand up and fight for the resources that would help their brand and organization succeed. There is also Drive for autonomy. When an organization has drive, it would go above and beyond to accomplish the goals of the organization. Even going up against other members in the organization in order to reach the goals of the organization. Another conflict is Bifurcation of subunit interest. Bifurcation is a natural source of conflict. In the world of organizational conflict, there is also Interdependence. The conflict of Interdependence, occurs when there is a mutual interdependence in the organization in order to achieve the goals of the organization. Last but not least, there is Organizational ambiguity. When there is ambiguity in the organization, there is substantive conflict between managers and their subordinates.

How best to handle the issues of the conflicts?

In order to handle these types of issues in the workplace of any organization, their must be equality for everyone in the organization. In order to manage employees of an organization, the manager of the organization must keep order amongst their employees. In many organizations, there is chaos, struggle, hardships, and many other conflicts that organizations face, as stated above. It is the job of the organization’s manger to create different strategies and techniques in order to be able to keep the peace in the organization. Many organizations have many different people from different backgrounds and different race and ethnicity (Hayward, 2015). With this being said, there are many different opinions and different ways of thinking, as well as different ways to run the organization. Tempers flares, arguments happen, and fights break out in some instances, when there is conflict between employees. In rare instances there are deaths, caused by other employees of the same organization. This is why it is a must that the managers take control of the different types of Organizational conflicts, that may occur in the organization. Havening strategies and techniques are supportive resources that help keep conflicts out of organizations and that makes for a better environment in organizations.

Peer 2

Top of Form

Police culture is a set of values that shape how police officers perceive their working environment and act within it (Nhan, 2014). Law enforcement officers have two major roles that help define those values: community servant and crime fighter. Police subculture often results in an “us versus them” mentality (Nhan, 2014). In the North Carolina State Highway Patrol we have a built in policy that attempts to help troopers maintain a balance of community policing and law enforcer. As a state trooper, I am encouraged by my command staff to take an hour or so of each work shift to engage in community policing. This would consist of things such as stopping at a gas station to drink coffee and speak to the other patrons, visiting the schools in my community, working out at the gym with citizens in the community, and even attending church and church events. On the other hand the command staff certainly expects me to enforce the law through random patrol, collision investigation, and driving while impaired enforcement. To be an effective police officer to your community you must have a balance of both community servant and crime fighter.

Many people believe that police subculture is beginning to break down and results in misconduct, and unethical behavior by police. A major source of evidence of this is the quick turn over rate of rookie officers, veteran officers leaving their departments for jobs that offer better pay, and even elevated stress levels in police officers. Within police subculture there can be the “in-group” and “out-group” officers (Rose, 2015). The “out-group” officers often times are individuals who see law enforcement as a job not a profession, lean heavily on the community policing aspect of law enforcement, or are only interested in being a crime fighter without having any relationship with the public.

The Biblical themes of legalism and licentiousness is a parallel to our Christian lives and the lives of a police officer working to have a balance between community policing and crime fighting. An officer who focuses solely on community policing, and using their own discretion before enforcing any law favors licentiousness. They believe that their discretion of law enforcement is far more important then what the law actually says they must enforce. Officers who concentrate solely on enforcement of the law could be identified as legalistic. They believe you should follow the law to the letter because it says so and it force you into good behavior.

Peer 3

This week’s forum post states that police officers have two roles. The public servant and the crime fighter. Both roles in my experience have a very high impact on society but do so in two very different ways. Being a public servant we get to interact with people in a positive way which is usually non-confrontational. This a nice change of pace from the crime fighter where we have to be firm and normally hold a different position or opinion on a situation/crime than the person who allegedly committed the crime. I think that it is vital for police officers today to have a good balance of both the crime fighting aspect of policing and the community servant aspect. I have seen in my short career that if a police officer leans more heavily to one side of policing regarding these two areas than it can create problems for that individual behind the badge. For example, if that individual is always using his time to write tickets and take people to jail that officer misses out on the good experiences we get to have with the public. Eventually leading to a more distrustful personality towards the community as a whole because he or she is only dealing with the criminals of society. An article that I found on police subculture states that during the span of a career, police officers are generally exposed to traumatic events more often and more intensely than those in other occupations. (Harmon, M. 2005) If a Trooper is only dealing with the criminal side of our job and not the community policing as we call It, he or she in my opinion, will generate a more distrustful personality towards the general public. That is why it is so important to help people when we are on the road not just enforce the law. Something that I personally enjoy doing for the motoring public that usually always ends up a positive experience for both parties is changing a tire for someone who is stranded by a blow out on the interstate. Robert Agnew proposes that when avenues for appropriately dealing with stress or strain are not available to someone, they will seek other, maladaptive avenues to manage their internal struggles. (Padilla, K. 2016) For me, helping the public and not punishing them is a good avenue to help me deal with the stresses of consistently enforcing the law on a daily basis. This ties into the lesson of legalism vs. licentiousness. On a personal level changing a tire for someone on the road helps me to be legalistic or righteous through good behavior as opposed to licentious. I’m not saying that enforcing the law should be secondary to community policing. I am saying for me, helping the public and representing the highway patrol as God’s servants is more important in some situations than giving someone a speeding ticket.Bottom of Form

The post The Organizational conflicts: appeared first on Essaysholic.

Would you like to get in touh with us?
Contact Us