Introduction
The presence of power structures and the associated power dynamics within it represents one of the core attributes of any functional community. Even though, in most environments, minimizing the threat of a conflict is viewed as a desirable objective, confrontations are unavoidable due to the inherent need to shift power dynamics and challenge them (Turner & Wählisch, 2021). Therefore, understanding the factors that cause the development and emergence of a conflict within an organizational structure is central to successful mitigation of adverse outcomes of these collisions and promoting peaceful management thereof. Though the range of factors leading to the development of tensions within a community and law enforcement are numerous, the existence of class-related inequality, obviously unjust distribution of social capital, and similar injustices appear to be prevalent in determining the failure in conflict prevention within organizational structures (Turner & Wählisch, 2021). By incorporating approaches geared toward viewing conflicts as opportunities for learning and open communication leading to compromise and collaboration, organizational structures will be able to reduce the extent of destructive potential of conflicts while eliciting a significant amount of positive results from confrontations.
Factors and Variables
The factors that can lead to a conflict in an organizational structure are quite numerous. Yet, the presence of inequality and underlying injustice of any kind is most likely to become a foundation for the further confrontations within the specified setting. Indeed, applying the conflict theory created by Mills will demonstrate that social structures and the relevant hierarchies serve as the main foundation for the further development of a conflict in a social setting (Turner & Wählisch, 2021). Specifically, the presence of injustice in the distribution of power or any other social currency leads to the development of dissatisfaction in those deprived of the specified resources, therefore, causing a conflict to erupt within a community (Turner & Wählisch, 2021). Furthermore, apart from social injustice, prejudices and the associated biases may lead to a conflict since the specified factors cause the development of attitudes that lad to dividing a community into the superior and the inferior classes (Turner & Wählisch, 2021). Consequently, another profound and powerful basis for the emergence of deep dissatisfaction emerges within a community.
Theoretical Perspectives on Conflict
While the theories listed above introduce a sufficient basis for the further analysis of social causes of conflict and the further development of its solutions, the relational theory of power explains the subject matter best. According to the relational theory of power, the latter should not be viewed as the direct outcome of individual qualities and properties but, instead, needs to be regarded as the characteristic of social relationships (Turner & Wählisch, 2021). The described perspective on the nature of power allows examining the institutions and the associated structures that establish the premises for social inequality and perpetuate them (Turner & Wählisch, 2021). The described approach appears to be more legitimate and rational than pinning the nature and reason for social inequalities to exist on an individual or a group (Turner & Wählisch, 2021). As a result, viable solutions for eradicating inequality and injustice can be produced when viewing the issue at hand from the perspective of the relational theory of power. Furthermore, the theory in question can be used to examine how misguided perceptions of power can interfere with conflict management and further resolution. Namely, based on the theory in question, deeply-seated prejudices and misguided ideas about social hierarchy prevent conflict participants’ form viewing the issue from the perspective of equality, which ultimately leads to creating half-baked solutions that further reinforce the status quo.
Strategies
In the environment where conflicts emerge between law enforcement and community members, the theories above, particularly the rational theory, should be applied to address the nature of confrontations and remove them from the social context. Specifically, the fact that law enforcement units target primarily people from specific racial, ethnic, and sociocultural backgrounds, namely, African American people of low socioeconomic status, indicates that the problem of racism permeates the law enforcement system. Consequently, strategies aimed at reshaping the law enforcement officers’ value system, philosophy, and ethics must be introduced. Furthermore, the specified concepts will have to be applied to the current policies that guide law enforcement officers’ actions and decision-making.
Impact
Furthermore, one must keep in mind that conflicts lead to dangerous situations in offline (face-to-face), virtual, cyber, and group communications. Specifically, in the offline and especially group context, conflicts may cause physical altercations and even riots, whereas in the cyber context, they may entail doxing and the associated threats to individuals’ safety (Turner & Wählisch, 2021). Perceptions of power exacerbate the development of conflict situations, preventing the participants from seeking alternative solutions and, thus, leaving them with a very few range of options for peacemaking. Therefore, perceptions of power need to be questioned first once a conflict situation emerges in order to avoid its further exacerbation. Specifically, conflict participants will need to approach the situation on equal terms and with a proper understanding of one another’s needs and perspectives.
Outcomes
In turn, the proposed strategy for conflict resolution concerns introducing the perspectives that will cause the participants to see conflicts from a multidimensional standpoint. Specifically, community members will be encouraged to consider the position and interpretation of the confrontation as their opponents see it. Thus, a better understanding of the problem will occur, allowing people to develop a compromise-based solution. Another approach to be undertaken when managing conflicts within the community concerns the interpretation of the subject matter not as a personal attack on one another but, instead, as a learning opportunity. Specifically, conflicts should be seen as a platform for examining different points of view and discussing them to elicit a better understanding of different perspectives and come to a conclusion that satisfies all parties involved. Therefore, the strategy based on a cross-cultural approach to conflict management and the interpretation of a conflict as an opportunity for cross-cultural learning will allow managing misunderstandings and preventing them from taking place in the community.
Conclusion
By introducing conflict management strategies aimed at viewing confrontations within organizational structures from a multidimensional point of view and considering them as learning opportunities and the basis for encouraging diversity, leaders within organizational structures will mitigate negative outcomes of conflicts in the target environment. Specifically, singular instances of disagreements and the resulting collisions should be interpreted as inevitable outcomes of the existing social environments. In turn, consistently emerging conflicts should be interpreted as symptoms of underlying chronic social issues that must be addressed accordingly. Specifically, inequalities in relation to wealth distribution, biases toward minority groups, and the related premises for confrontations within a community will have to be identified and addressed accordingly by shaping the perspectives of community members. In turn, the specified change will have to occur as a multidimensional process involving alterations on the levels of policymaking and social interactions and perceptions. Thus, attitudes toward specific issues will be shaped along with the associated legal standards, encouraging justice and equality within a community. As a result, conflicts will become a vehicle for determining whether the relationships within the community can be described as healthy.
Reference
Turner, C., & Wählisch, M. (Eds.). (2021). Rethinking peace mediation: Challenges of contemporary peacemaking practice. Policy Press.