The characteristics of this conflict are typically those seen in interpersonal tensions – it involves two actors (John and the prosecutor) who are at odds with each other due to different goals and perspectives. Furthermore, it can be classified as an intrapersonal conflict due to its focus within one organization (the criminal justice system). Conflict management is possible in this scenario; both parties should strive for compromise by engaging in active listening/communication skills such as paraphrasing or open-ended questions in order to understand each other’s perspective better & potentially reach amicable agreement. If complete resolution cannot be achieved through dialogue, then potential solutions may include mediation or referring matter back up chain of command if either party feels aggrieved by outcome – allowing higher up decision maker come up with alternate solution agreeable all involved while still upholding law & protecting safety interests of public at large.

Sample Solution

A criminal justice scenario that has the potential for organizational conflict is as follows: John Smith, a defense attorney, is representing a client who has been accused of armed robbery. The prosecutor on the case believes there is enough evidence to convict the client and insists that John accept a plea bargain. John, however, believes his client is innocent and refuses to take the plea bargain. This causes tension between both parties as they disagree on how to proceed with the case.