Conflict in the criminal justice system is inevitable. Therefore, criminal justice administrators should look for ways of managing conflict or eradicating it from the criminal justice systems. There are several causes of the conflict. Poor reward system or the desire for critical information can cause conflict across the criminal justice system. Poor rewarding of the staff in the criminal justice system can result in a conflict whereby some of the members may refuse to corporate. Favoritism and nepotism regarding rewarding the employees in the criminal justice system can result in conflict. The criminal justice administrators must be careful when considering employee rewarding for motivation. When there are no adequate resources in the reward system, it is vital for the organization to postpone the rewarding to avoid conflict.
Despite conflict within an organization being seen as unsafe, in the criminal justice system, it can be used to initiate change. Conflict makes the criminal justice officer start looking for means and ways of solving and managing the conflict. In the process, the organizations can device new modes of operations or change the ways of operations to eradicate conflict. Therefore, through conflict, it is possible for an organization to enhance organizational performance through change. It is possible to know that conflict within the criminal justice systems is productive or no productive. When conflict triggers effective change or acts as an opportunity for an improved criminal justice system, then it is being produced. However, when conflict leads to increased hostility among the employees or rivalry among the people working in the criminal justice system, then it is non-productive. The criminal justice officers have the duty of examining conflict with the criminal justice systems and identify when it is productive and nonproductive so that they can apply appropriate strategies to manage it appropriately.
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