NCJ Number
64474
Journal
Schriftenreihe der Polizei-Fuehrungsakademie Volume: 6 Issue: 2 Dated: (1979) Pages: 95-110
Date Published
1979
Length
16 pages
Annotation
THE TYPES, CAUSES, AND RESOLUTION OF CONFLICTS ARE ANALYZED, AND PARTICULAR CONFLICTS IN THE WEST GERMAN POLICE FORCE ARE CITED.
Abstract
CONFLICT--COMMONLY DEFINED AS OPPOSITION OF INTEREST--ARISES IN THREE POSSIBLE AREAS: (1) THE OBJECTIVE-INTELLECTUAL DIMENSION (E.G., PROFESSIONAL DISAGREEMENTS), (2) THE AFFECTIVE-EMOTIONAL DIMENSION (PERSONAL LIKES OR DISLIKES), AND (3) THE CULTURAL-PHILOSOPHICAL DIMENSION (DISAGREEMENTS OVER ETHICAL AND MORAL QUESTIONS). WHILE CONFLICTS IN THE PAST WERE CONSIDERED AS ENTIRELY NEGATIVE, MODERN BEHAVIORAL TRAINING ATTEMPTS TO COME TO TERMS WITH THIS COMPLEX PHENOMENON. CONFLICTS MAY HAVE A NEGATIVE INFLUENCE IN IMPEDING COMMUNICATION AND PRODUCTIVITY, BUT THEY ALSO STIMULATE INTELLECTUAL ACTIVITY AND SPARK OFF NEEDED IMPROVEMENTS. WITHIN THE POLICE FORCE, THE CAUSES OF CONFLICT CAN BE GENERATED THROUGH TENSION AMONG FOUR CONFLICT STITUATIONS: (1) MEMBERS OF THE POLICE FORCE, (2) POLICE TRAINEES, (3) OUTSIDERS TO THE POLICE FORCE (I.E., POLITICIANS, AN OFFICER'S FAMILY), AND (4) THE DUTIES OF THE POLICE. A RESOLUTION THROUGH COMPROMISE IS USUALLY THE MOST PROFITABLE, THOUGH TIME-CONSUMING, APPROACH TO DEALING WITH CONFLICTS. THE SITUATION OF YOUNG POLICE TRAINEES WITH THEIR OWN SETS OF VALUES AND EXPECTATIONS IS ESPECIALLY RICH IN CONFLICTS; DISAGREEMENTS INVOLVING DISCIPLINE, THE ANONYMITY OF THE ORGANIZATION, ITS HIERARCHICAL STRUCTURE, THE TRAINEE'S DUTIES, THE HARD HOURS, AND HIS OWN PHILOSOPHY FREQUENTLY ARISE. PROFESSIONALS SHOULD SEEK INCREASED COMMUNICATION, A UNIFORM COMMUNICATION (SUPERIORS SHOULD NOT CONTRADICT EACH OTHER), AND THE AVOIDANCE OF NEGATIVE COMMUNICATION (I.E., EXCESSIVE CRITICISM OF THE POLICE). THE ARTICLE CONTAINS NO REFERENCES. --IN GERMAN. (SAJ)