Litigation strategy

Litigation strategy is the process by which counsel for one party to a lawsuit intends to integrate
their actions with anticipated events and reactions to achieve the overarching goal of the
litigation. The strategic goal may be the verdict, or the damages or sentence awarded in the
case. Alternatively, in the case of impact litigation (also known as strategic litigation) the goal
may be more far-reaching, such as setting legal precedent, affecting consumer-safety standards,
or reshaping the public's perception of a societal issue. Broader goals and more challenging
cases require a strategist with a greater understanding of, and facility with, the tools of litigation
strategy.
Attorneys who apply advanced strategic concepts (such as Maneuver and the Boyd Loop), which
are not taught in most law schools, may gain a decisive advantage over attorneys who are
unfamiliar with the skill set and who, because of their unfamiliarity, can be unwittingly
maneuvered into disadvantageous actions. The resulting imbalance has led to academic criticism
of the use of advanced strategic techniques. Professor Hugh Selby of Australian National
University's College of Law has been particularly critical of its use by prosecutors, who already
wield the massive power of the state against often poorly resourced defendants. The
counterargument is that strategy can correct already-existing imbalances in the system, allowing
a sole or two-attorney law firm with an indigent client to level the playing field against a large law
firm with a wealthy corporate client, and allowing attorneys with little trial experience to effectively
try cases against vastly more experienced opposing counsel.

Conscientization Strategy
Conscientization is an emancipatory pedagogical process developed by the
educator Paulo Freire that is designed to teach students, through critical literacies,
how to negotiate the world in a thoughtful way that exposes and engages the
relations between the oppressor and the oppressed.
A key concept in Freire`s approach is conscientization,
meaning the ways in which individuals and communities develop a critical
understanding of their social reality through reflection and action. This involves
examining and acting on the root causes of oppression as experienced in the here
and now.

Human Relation strategy

Merriam-Webster defines "human relations" as the "study of human problems arising
from organizational and interpersonal relations (as an industry)." That definition has
translated to a business approach focused on supporting employees in their career
development and agency at work in addition to running a profitable company.

A human relations-centric approach to management and business requires a special

skill set on the part of employers and managers. To effectively carry out a human
relations-focused workplace culture, five skills are essential.

A human relation is the relationship between human

resources of the organization. It incorporates management-
employees, employees-employees relationship. It also consists of
relationship between the organization’s human resource & outsiders
(such as clients, suppliers).
Human resource is one of the important assets of an organization.
Hence, healthy human relations lead to increased productivity and
efficiency. It also plays crucial role in growth and success of the
organization.
The approach of human relations deals with the psychological
variables of organisational functioning in order to increase the
efficiency of organisations. It is the process of integration of man-
to-man and man-to-organisations
A human relation is the relationship between human resources of
the organization. It incorporates management-employees,
employees-employees relationship. It also consists of relationship
between the organization’s human resource & outsiders (such as
clients, suppliers).
Human resource is one of the important assets of an organization.
Hence, healthy human relations lead to increased productivity and
efficiency. It also plays crucial role in growth and success of the
organization.
The approach of human relations deals with the psychological
variables of organisational functioning in order to increase the
efficiency of organisations. It is the process of integration of man-
to-man and man-to-organisations

According to Mac Farland “Human

relations is the study and practice of utilising human
resource through knowledge and through an
understanding of the activities, attitudes, sentiments,
and interrelationships of people at work”.

Political organisation strategy 

A political organization is any organization that involves itself in the political process,
including political parties, non-governmental organizations, advocacy groups and special interest
groups. Political organizations are those engaged in political activities (e.g., lobbying, community
organizing, campaign advertising, etc.) aimed at achieving clearly-defined political goals, which
typically benefit the interests of their members.
While parties are one type of political organization that may engage in some or all of those
activities, they are distinct in that they typically focus on supporting candidates for public office,
winning elections and controlling government.
 Economic Organisation Strategy
The way in which the means of production and distribution of goods are organized,
such as capitalism or socialism. +2 -1.
Organizational economics involves the use of economic logic and methods to
understand the existence, nature, design, and performance of organizations, especially managed
ones. Organizational economics is primarily concerned with the obstacles to coordination of
activities inside and between organizations.
Economic Organization is the act of coordinating the other factors
of production – land, labor and capital. Organization performs a very important
function in modern production, which is carried on a large-scale.
Thus, five types of economic organisations can be identified;
these are:
 Subsistence.
 Reciprocal exchange with subsistence.
 Peasant with primary reliance on self-produced food, but containing some
exchange elements. (a) Market peasant. ADVERTISEMENTS: ...
 Market-commercial.
 Redistributive, or state socialist.
Organizational economics is useful in developing a firm's
human resource management policies, determining how a firm should be organized,
assessing business risk, implementing rewards systems and making, analyzing and
improving management decisions.

Conflict Management Strategy

Conflict management is the process by which disputes are resolved, where negative results
are minimized and positive results are prioritized. This key management skill involves using
different tactics depending on the situation, negotiation, and creative thinking.
Conflict management is the process of limiting the negative aspects of conflict
while increasing the positive aspects of conflict. The aim of conflict management is to enhance
learning and group outcomes, including effectiveness or performance in an organizational
setting.
Kenneth Thomas and Ralph Kilmann developed five conflict resolution strategies that people
use to handle conflict, including avoiding, defeating, compromising, accommodating,
and collaborating. This is based on the assumption that people choose how cooperative and
how assertive to be in a conflict.

Situation Modification Strategy

Situation modification involves efforts to modify a situation so as to change its emotional
impact. Situation modification refers specifically to altering one's external, physical
environment. Altering one's "internal" environment to regulate emotion is called cognitive
change.
Situation modification involves changing aspects of a physical situation to change its
emotional impact, without simply avoiding the situation.