LEGAL PSYCHOLOGY AND MENTAL HEALTH ETHICS: A FRAMEWORK FOR CONFLICT RESOLUTION IN CUSTOMS CLEARANCE AND PROCEDURE WORKSPACES

Abstract

When a group of people are working together there are chances for conflict and disputes among the people because all the people won’t think in the same way and thoughts differ between peoples. Every level of the project involves a group of people who needs to be communicated and there should be proper interaction between people to have decision-making. Considering the partnering James Barlow(1998) insisted that knowledge can be improved and shared only through communication. He also stated that communication can solve the complexity and the conflicts involved in the project and commutation flow should be two-way speaker and the listener should involve themselves in the communication properly. When conflict arises people’s decisions need to be analysed and the reason for the conflicts needs to be identified, which seem to be very vivid tasks. Most of the common reasons for the cause of conflicts are people. Hence people need to be understand analaysed and should be properly handled to resolve the conflicts in the project. If a conflict arises, nowadays people are adopting processes negotiation, mediation, and arbitration to resolve the conflict but they forget about the people, who seem to be the important reason for conflicts. There are chances for the in a project which creates a negative impact on the people in the project. To resolve the conflict we need to study the people’s minds and behaviour and we should also consider the reason for the causing of conflict and identify the methods to resolve them (Fenn, 2011).Humans are considered to be very complex individuals, the term complex varies from time to time based on their actions and behaviour towards the situations and circumstances. The psychology of the human is either based on the people he is interacting with, the family, and the working environments the process to enhance the role of psychology, human behaviour, conflicts, administration, laws and further to describe the role of in-house psycholawgist demand in every organization to overcome the stress faced by employees with in themselves during conflicts or after causing of conflicts. Thus, the aspect of being able to communicate the negative emotions to a mediator who could still provide a detailed support to mental trauma and stress faced in the organization which can provide a solution to many invisible emotions that are not answered due to lack in employee and higher authority relationships. The emotional quotient needs a slogan to find its reaction to conflicts that could only enhance the efficiency not destroy employee's positive aspects of emotions and confidence, to safe that aspect an in-house psycholawgist can be appointed.