How to Handle Inter-Organizational Conflicts

Inter-organization conflicts are an inevitable and integral part of the criminal system. When the respective organization's operations are run independently, coordinating such firms is a complicated affair, and conflicts are likely to arise. However, it is imperative to avoid inter-organizational conflicts through the firms' high level of engagement between firms and ensure the operations are coordinated together. However, that cannot be realized since firms usually compete for limited resources to achieve their organizational goals. Hence, the criminal justice system has to ensure that inter-organizational conflicts are solved amicably. One of the best approaches the criminal justice system can embrace is to ensure the inter-organizational conflicts are resolved through a collaborative approach as a conflict resolution strategy. The collaborative approach entails the criminal justice system providing conflict resolutions that guarantee integrative bargaining or mutual gains. The criminal justice system ensures the conflicting firms find solutions that are acceptable to all of them. Thus, a win-win solution is the background for mutual gains (Stojkovic, Kalinich, & Klofas, 2012). The mutual gains will be realized when the justice system makers certain that agencies collaborate. The collaboration between the organizations will result in reduced self-interest, declined competition, and even though the conflict may not be entirely reduced, it will be maintained at a minimal level. The criminal justice system needs to deliver justice smoothly. However, among the key issues that ought to be considered to ensure there are is not fixed agenda factors or elements among the different businesses. The fixed agenda ends up creating a position whereby the interests of one organization must be satisfied at the expense of other organizations without considering how the agenda influences all parties. The agenda indicates the ignorance of other parties' issues, which complicates the conflict resolution process. The other element that the justice system should consider instituting is adhering to the steps required for collaboration and working toward mutual gains (Siegel, 2007). The usage of cooperative tasks is significant that lays the foundation for the criminal justice system to maintain law and order through delivering justice. While doing so, the issue of cultural diversity within the criminal justice system ought to be considered as well. 

Within the U.S. criminal justice system, issues of racial stereotyping have been pronounced since time immemorial. The stakeholders in the criminal justice system need training on cultural diversity since the minority racial groups consider themselves vulnerable members within the society. As such, even when their organization is engaged in conflict with the majority ethnic groups, they have a feeling that they will be discriminated against when resolving the inter-organization disputes. Thus, training the intercultural diversity is essential in enhancing interpersonal relationships, which eventually makes it simpler to resolve inter-organizational conflicts. The police are among the members of the criminal justice system who has the lowest rating regarding racial stereotyping and adversely influence the inter-organizational conflict resolution process (Stojkovic, Kalinich, & Klofas, 2012). The police require vast training on intercultural diversity. The training will make them more sensitive about different lifestyles and cultures. In so doing, the inter-organizational conflicts will be resolved, and all the firms will be served with justice. In conclusion, inter-organization conflicts are part and parcel of the justice system. Just as differences between people exist, organizations have conflicts of interest that can be resolved through justice. Among the key factors that the criminal justice system needs to realize is the importance of embracing a collaborative approach that will result in a win-win situation. That can only demand to establish conditions of mutual gains while limiting the chances of the existence of a fixed agenda from either conflicting parties. More so, the criminal justice system should have all its members trained on cultural diversity. The training will guarantee justice for all the conflicting firms irrespective of the ethnic background of the owners. 

References 

Siegel, L. (2007). Criminology: Theories, patterns, and typologies . Belmont, CA: Thomson/Wadsworth. 

Stojkovic, S., Kalinich, D., & Klofas, J. (2012). Criminal justice organizations: Administration and management . Belmont, CA: Cengage Learning.