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Eight Causes of Workplace Conflict in a Law Firm Part-2

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published May 15, 2012

By CEO and Founder - BCG Attorney Search left

In the first part of this series we elaborated on the common causes of workplace conflict within law firms based upon the eight causes of conflict proposed by Bell and Hart, and enumerated them. We dealt with conflicts arising from ‘resources’ and ‘working styles.’ In this part of the series, we would be dealing with workplace conflicts in law firms arising from the other six causes.

Perceptions at conflict:


Differences in perceptions are common at law firms due to the secretive natures of management and the overbearing convention and need of ‘confidentiality.’ Differences in perception usually occur when one person knows something that the other does not and hence they perceive the same thing differently. Take for example the case of Dewey and LeBoeuf: Until Steve Harris dropped the bomb in an October meeting telling partners of the actual financial liabilities of the firm and where it stood economically, those outside the coterie had totally different perceptions about the functioning. The same attorneys who had been ‘compelling’ associates to focus on work and not on rumors began to look first for alternative jobs for themselves and then started trying to negotiate group defections. Within a few days all perceptions had changed, because the access to ‘knowledge’ changed.

Everyone sees the world through colored lenses tinted by personal knowledge of things and situations. Workplace conflicts arising from differences in perception need to be understood in terms of difference in knowledge of situations and things, including knowledge of law. The only way to resolve such workplace conflicts arising from differences in perception is to increase transparency and exchange knowledge and information. Once all parties in the conflict have access to the same information about something, logical and rational conclusions would hardly differ so much from each other as to generate conflict.

Goals at conflict:


This, of course, is one of the principal reasons of workplace conflict and arises when individuals have conflicting personal goals, or the personal goals of an employee, or a group of employees, conflict with the goals of the organization. To handle conflicting goals, the first thing is to be sure that they are resolved with concerned parties. One partner of a firm may stress on speed of delivery, while another may stress on quality, and a third pay stress on costs, and unless you talk it out with each in a logical fashion, conflicting goals and accountabilities would continue to generate stress and conflicts. In the practice of law, conflicting objectives are well recognized as a flaw and a clear source of conflicts as the same attorney is lawfully not expected to advise or handle the cases of adversaries.

Conflicts from pressures and priorities:

You need your report by the evening from your legal staff and the same staff is burdened to provide a partner with detailed accounts by the same evening. Conflicts either with the staff or other stakeholders can easily generate under such situations. The nature of these conflicts are very similar to those arising from conflicting objectives but are more task oriented and related with priorities and short-term objectives. The only way to handle this is to be sure that people are not under conflicting pressures and to prioritize things so that delivery of work becomes possible without ensuing conflicts.

Role conflicts:

United States

Conflicting roles can put a great pressure upon the mind and lead to workplace conflicts. Often, usually young people are asked to do things outside their appointed workplace roles. Well, you may not believe this, but one of my attorney friends was once asked by the law firm partner to go to the airport and receive his mother who was visiting the city for the first time. While my friend did not object because he understood there was an important case the partner just had to attend, and that the situation was that no one else was available, and it also helped him to work into the good books of the partner, still it was not work he expected to do when he joined a big corporate law firm. Later on, those ‘good books’ turned bad because the partner fell into a habit of sending my friend on personal errands, which ultimately he refused to do one day, and then things went bad. Whenever, there is a conflict of roles on the horizon, it is better to stay within appointed territories and not step out of the bounds. Such things can be handled politely enough or with a little white lie, but if allowed, they usually grow cancerous.

If you find that your colleagues or yourself feeling the presence of conflicting roles then the assignment of tasks and their needs should be clear and transparent. People prefer well-defined boundaries in their work roles and do not take it kindly if they are asked to do more, or asked to do less by allowing someone else to step into their territories.

Conflicts from personal cultural conditioning:


Very common in corporate law firms with diverse and globalized workforces, conflicts from personal cultural conditioning and difference in personal values needs to be addressed through communication, empathy, transparency and ethical leadership. One has to be aware of the personal values of group members and learn to respect and accommodate them. Putting the costliest ‘ham’-burger on the plate of a person who does not eat pork due to religious beliefs can lead to bitter conflicts, because you had been trying to please him without taking into consideration his personal values.

Conflicts from unclear policies:


Quite often, big firm management behaves unpredictably and without transparency. Actually there are some partners who believe in developing crises and then solving them as a way of getting things done and gaining visibility. Such people, who are quite common in management, are fond of sudden changes in rules and policies to demonstrate their command and authority. It has a negative effect on the morale of the workplace and can cause dissent and conflicts. Changes in rules and policies must be logical, and such logic needs to be properly communicated to those affected without blindly assuming that rules would be followed, because people are paid to do so. Rules and policies must be fair and consistent within the law firm workplace.

Taken together, the eight sources of conflict as proposed by Bell & Hart can mostly be addressed by proper communication and transparency, things that are difficult to find in law firms.

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No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

A Reach Unlike Any Other Legal Recruiter

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He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

Unmatched Commitment to Attorney Success – The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm’s unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison’s legal career insights are the most widely followed in the profession.

Submit Your Resume to Work with Harrison Barnes

If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

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With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

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Harrison’s work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

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A Legal Recruiter Who Changes Lives

Harrison believes that every attorney—no matter their background, law school, or previous experience—has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

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For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist—often in places they never expected.

Submit Your Resume Today – Start Your Career Transformation

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? Submit Your Resume Here to get started with Harrison Barnes today.

Alternative Summary

Harrison is the founder of BCG Attorney Search and several companies in the legal employment space that collectively gets thousands of attorneys jobs each year. Harrison’s writings about attorney careers and placement attract millions of reads each year. Harrison is widely considered the most successful recruiter in the United States and personally places multiple attorneys most weeks. His articles on legal search and placement are read by attorneys, law students and others millions of times per year.

More about Harrison

About LawCrossing

LawCrossing has received tens of thousands of attorneys jobs and has been the leading legal job board in the United States for almost two decades. LawCrossing helps attorneys dramatically improve their careers by locating every legal job opening in the market. Unlike other job sites, LawCrossing consolidates every job in the legal market and posts jobs regardless of whether or not an employer is paying. LawCrossing takes your legal career seriously and understands the legal profession. For more information, please visit www.LawCrossing.com.
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