Sociology, the study of how humans live together, has developed a number of concepts that shed light on how law departments operate. As when I collected my posts that apply the concepts of economists to law departments (See my post of March 26, 2006 and its links.), it is high Durkheim if Weber it was time to ring the Bell and Talcott a bit on posts that pertain to sociology.
Alienation (See my posts of June 28, 2005 on disengagement levels among general counsel; April 3, 2005 on the engagement index of Stanton Marris; and Nov. 19, 2005 on the difference between engagement and satisfaction.).
Conflict (See my post of Oct. 10, 2005 on competition among successors; and Aug. 5, 2005 on competition over who should manage business-unit litigation.).
Culture (See my posts in 2005 of May 4, Nov. 16, and Dec. 21, 2005 on that term as it applies to law departments.).
Empowerment (See my post of April 13, 2006 regarding Disney and client empowerment.).
Hierarchy (See my posts of Nov. 8, 2005 and March 23, 2006 regarding titles.).
Power (See my post of April 26, 2006 on this term in connection with retaining outside counsel.).
Tribes and teams (See my posts of Feb. 7, 2005 on the group development questionnaire with other links; April 26, 2006 on internal labor market analyses; and May 1, 2005 on employee morale.).
Some of the best-known concepts and concerns of sociology do not appear to have direct reference to law departments: religion, family, rites and superstitions, and sexual practices.