CONFLICT MANAGEMENT IN THE ORGANIZATION

About any CONFLICT IN THE ORGANIZATION

Progress in the field of technology and social culture to encourage the development of various aspects of human life and gather in the living group. As a form of human group with union ties or certain requirements, the Organization has also developed in various aspects including the size and complexity.

The large size of an organization tend to be more complex situation. The complexity of this case concerns the various grooves such as the complexity of the information, communication complexity, the complexity of decision makers, the complexity of authority and so forth.

Complexity is another in connection with human resources. As we all know that in connection with the human resources can be identified also as the complexity of the complexity of the various departments, the complexity of the task, the complexity of the position and status, rights and authority of complexity, and others. This complexity can be a source of potential for conflict in the organization, particularly the conflict that comes from human resources, where the various backgrounds of the different goals have different objectives and also in their motivation in the work.

A leader who wants to promote the organization, faktorfaktor must understand what causes the conflict, both individual and the conflict in the conflict between individuals and groups in the conflict and the conflict between the groups. Understanding these factors will be easier tasks in the case to resolve the conflict and offer to the development of a positive direction.

Definitions
Robbins (1996) in the "Organization Behavior" explaining that the conflict is a process of interaction occurs as a result of the mismatch between the two (perspective) the effect of the parties involved in both positive and the influence of negative influence.

Medium according to Luthans (1981) conflict is a condition caused by the strength of the mutual bertentengan. Strengths of this comes on the human desire. The term conflict itself translated into several different terms, namely, the competition and enmity.

Differences in opinion does not always mean the difference desire. Therefore, the conflict comes in the desire, then the differences in opinion does not always mean conflict. Competition is very closely related with the conflict in the competition because some parties want the same thing but the only one that may be acquired. Competition is not the same as the conflict but easily lead keaarah conflict, terutuma when there is competition in the ways that bertentengan with the agreed rules.
Hostility is not a conflict because the people involved in the conflict could not have animosity. In the mutually antagonistic can not be in conflict. Conflicts do not always be avoided because it is not always a negative result. Various conflicts that can be mild and manageable (known and overcome) can result in
positive for those involved and for the organization.

Types of Conflict
According to James A.F. Charles Wankel and long known there are five types of conflict, namely conflict intrapersonal, interpersonal conflict, the conflict between individuals and groups, inter-group conflict and the conflict between the organizations.

Intrapersonal conflict
Intrapersonal conflict is konflikseseorang with himself.
Conflicts occurred when at the same time someone has a desire that the two may not be fulfilled at once.
As it is known that in itself is usually someone there are things as the following:
1. A number of needs and roles that compete
2. Party ways that encourage different roles and needs of the terlahirkan.
3. The great number of impediments that can occur between encouragement
and goals.
4. There are good aspects of the positive and negative, which prevents the desired destinations.
Things on someone in the process of adaptation to the environment acapkali conflict. The conflict left will cause the situation is not pleasant.

There are three kinds of intrapersonal conflict, namely:
1. -Conflict approach was pendekat, for example, people who are facing the choice of two equally attractive.
2. Conflict approach - avoidance, for example, people who are facing the same two options that make it difficult.
3. Avoidance of conflict-avoidance, for example, people who are facing the
one that has positive and negative values at once.

Interpersonal Conflict
Interpersonal conflict is the contradiction between a person with other people because contravention of interest or desire. This often happens between two people of different status, position, field work and others. Interpersonal conflict is a dynamic that is very important in the behavior of the organization. Because of the conflict such as this will involve some of the role of some members of organizations that can not mempngaruhi process will not achieve the organization. Conflicts between individuals and groups This is often related to how individuals face pressures to achieve konformitas, who emphasized to them by their working groups.

For example, it can be said that the individual can be punished by the working groups because he can not achieve productivity norms groups where it is located.

Conflict between the groups in the organization the same type of conflict is a conflict that occurs in many organizations in the organization. Conflicts between the lines and staff, workers and the workers - two kinds of management is a field conflict between the groups.

Conflicts between the organization
Examples such as in the economic field where the United States and other countries regarded as a form of conflict, and conflict is usually called persaingan.Konflik on this experience has caused the emergence of new products, new technology and new services, lower prices and use resources more efficiently.

Role Conflict
There are various views on the conflict in the organization. Traditional views that conflict is only the morbid symptoms that have negative consequences that need to be removed. This traditional opinion can be described as follows:
- Conflict is only harming the organization, and therefore should be avoided and eliminated.
- Conflicts arising because of differences in personality and because of a failure in leadership.
- Conflict is resolved through a physical separation or intervention with the management level.
While the views of more advanced considers that the conflict can result in good or bad. Handling business must strive to attract things that are good and the things that are bad. This view can be described as follows:
- Conflict is a result that can not be avoided from the organizational interaction and can be overcome by identifying sources of conflict. - Conflict in general is the result from the plurality system of organization
- Conflicts are resolved by way of introduction and problem solving.
Conflict can be a strength to strength in a positive organization.
In the modern during this conflict can actually provide many benefits for the organization. As an example of the positive development of the conflict can be used as an arena of opinion compete, so the organization can obtain opinions that have been strained.
A leader of the organization had to apply what call with the "partner of boxing" At the moment there is a policy that would be the organization that dipimpinnya he tried to find "a partner with beroposisi." Sometimes the conflict there. Is it a problem for himself?
"For me it became a positive thing, because I can see that the policy is made from the other side. I can identify
the possibility that there are weaknesses from there. For we can still tolerate
and can control the conflict to the direction of good, it does not become a problem, "he said.

This is in line with the opinion written by Robbins (1996), which discusses the conflict in terms of human relations and interactionist unity.
Explained that the conflict is and always will naturally occur. Conflict is part of the relationship between personal experience (interpersonal experience) Because it can be avoided, the conflict should be managed effectively, so it can be useful and can create differences and reform for the better in the organization. It conflicts are not always harmful for the organization can be handled

well, so can:
- Leads to innovation and change
- To give people power to act
- Contribute to the protection of things in the organization
- Is an important element in the analysis system organizations
Factors that influence the conflict can be grouped into two major groups of factors, namely internal and external factors.

The internal factors may be mentioned a few things:

1. Organizational stability
Organizations that have dogged more able to adapt so easily is not involved and able to solve the conflict. Analoginya is someone who has cooked broad view of life, recognize and respect differences in values, and others.

2. System value
Value system is an organization that includes a set of restrictions
purpose platform to interact and the way an organization, whether something is
good, bad, right or wrong.

3. Purpose
Destination organization can become a basic behavior of the organization
and its members.

4. Other systems in the organization
As the communication system, the system of leadership, decision-making system, sisitem benefits, and others. Dlam communication system such as this was the perception and delivery of the message is not an easy matter.

While external factors include:
1. Limited resources
A dearth of things that can increase competition and so can end a conflict.

2. Opaque rules / norms in the community this opportunity to enlarge the difference in perception and pattern of serves.

3. The degree of dependency with the other parties more dependent party to the conflict other more easily occur.

4. Patterns of interaction with the other patterns that facilitate the free pemamparan with the values of Ain while the pattern

closed cause difficulties and vague attitude adjustment diri.Penanganan Conflict To deal effectively with conflict, we must know yourself, and also the parties that have conflicts. There are several ways to handle conflict, among others:

1. Self-introspection
How we are facing conflict? All the style that is typically used?
What are the basic and our perception. This is important to be done so that we can measure our strength.

2. Evaluating the parties involved. It is very important for us to
know the parties involved. We can identify the interests of what they have, how their values and attitudes of the conflict and what their feelings on the conflict.
Opportunity for our success in handling the conflict greater if we meliha the conflict from all angles.

3. Identify sources of conflict
As written above, the conflict does not appear as such. Sources of conflict should be identified so that the target to a more effective handling of the conflict.

4. Knowing the options for handling the conflict or the existing and
choose the right.

Spiegel (1994) explains there are five actions that we can do in
handling of the conflict:

a. To compete
This is done if we try to impose their own interests above the interests of other parties. Options for this action can be successfully conducted if the situation requires quick decisions, the interests of one of the main parties more options and we are very vital. Only needs to be win situation - lose (win-win solution) will happen here. The
yangkalah will feel aggrieved and may be the ongoing conflict. This can be done in superior-subordinate relationship, where the superiors put their interests (interests of the organization) in the interests of the subordinate.

b. Avoiding conflict
This is done if one of the parties to avoid situsasi from the physical or psychological. The nature of this action is only delaying the conflict. Win situation not happen again here.
Avoiding conflict can be done if each party tries to cool atmosphere, mebekukan to the conflict while. Less well-Impact can occur if the time is not right conflict erupts again, plus more if one party to be stressful because they still have a debt resolve these problems.

c. Accommodations
That is, if we give in and forfeit some of their own interests to the other party benefits from a situation of conflict. Also called as a self sacrifying behavior. This is done if we feel that the interests of other parties or more major we want to keep good relations with these parties. Consideration of interest between personal and
relationship into the primary here.

d. Compromise
indakan this can be done if the two sides feel that this is the second equally important and good relationship into the uatama.
Each party will forfeit some of their interests to
get a win-win situation (win-win solution)

e. Collaborating
Creating menag-win situation with each other to work together. Options on the action ourselves with the consequences of their actions. If conflict occurs in the work environment, interests and inter-personal relationships to be things that we should consider.

Ability to handle conflicts, especially about the leadership positions. What's important is to develop adequate knowledge and positive attitudes towards the conflict, because the role conflict that is not always
negative impact on the organization.

With a relatively happy, leaders can quickly recognize, identify and measure the magnitude and consequences of conflict with a positive attitude and ability kepemimpianannya, a leader will be able to control the conflict that will always exist, and if possible use for openness organizations and members of organizations that dipimpinnya. Of course, the benefits can also be felt by himself.

Literature
F. Luthans Organizational Behavior, Mc Graw Hill, Singapore, 1981
Miftah Thoha. Leadership in Management. PT.Raja Grafindo Persada,
Jakarta, 1993.
U.S. Munandar. Conflict Management in the Organization, in the Strategy Seminar
Managing Conflict in the Organization, the Faculty of Psychology at the University of
Indonesia, Jakarta, 987
Robbins, SP. Organizational behavior, Prentice Hall, Siding, 1979.
Winardi. Conflict Management (Perubhan Conflict and Development), Mandarese
Maju, 1994

source:
Erwin Arianto, SE