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MANAJEMEN
 KONFLIK
Whetten & Cameron, Developing Management
                  Skills

         Akmal Khairi
Konflik
   ?
PENGERTIAN KONFLIK
Konflik adalah perjuangan yang dilakukan secara sadar
dan langsung antara individu atau kelompok untuk tujuan
yang sama. Mengalahkan saingan nampaknya
merupakan cara yang penting untuk mencapai tujuan.
(Theodorson & Theodorson, 1979 : 71).

Konflik adalah Suatu kondisi ketidakcocokan obyektif
antara nilai-nilai atau tujuan-tujuan, seperti perilaku yang
secara sengaja mengganggu upaya pencapaian tujuan,
dan secara emosional mengandung suasana
permusuhan. (Kilmann & Thomas, 1983: 366)
Sumber & Fokus Konflik
   Personal       • Perceptions
  Differences     • Expectations


Informational • Misinformation
  Deficiency  • Misrepresentation


     Role       • Goals
Incompatibility • Responsibilities

Environmental • Resource scarcity
    Stress    • Uncertainty
CARA MENGHADAPI KONFLIK

Assertive




Unassertive




              Uncooperative
                              Cooperative
APPROACH         OBJECTIVE         YOUR POSTURE           SUPPORTING          LIKELY OUTCOME
                                                             RATIONALE
   FORCING      Get your way         I know what’s        It’s better to risk   You feel
                                     right                causing a few         vindicated, but
                                                          hard feelings         other party feels
                                                          than to abandon       defeated &
                                                          an issue              humiliated
  AVOIDING      Avoid having to      I’m neutral on       Disagreements    Interpersonal
                deal with conflict   that issue.          are inherently   problems don’t
                                                          bad because they get resolved
                                                          create tension
COMPROMISING Reach an                Let’s search for a   Prolonged             Participants
             agreement               solution so we       conflicts distract    become
             quickly                 can get on with      people from their     conditioned to
                                     our work             work                  seek expedient
ACCOMODATING Don’t upset the         How can I feel       harmonious            The other person
             other person            help you feel        relationships         is likely to take
                                     good about this      should be top         advantage of you
                                     encounter?           priority
COLLABORATING Solve the        This is my                 The positions of      The problem is
              problem together position. What is          both parties are      most likely to be
                               yours?                     equally               resolved.
                                                          important
NEGOTIATION STRATEGIES

                   Negotiation Strategies
             Distributive       Integrative

Conflict     Compromising Collaborating
Management   Forcing
Strategies   Accommodating
             Avoiding
CONFLICT-MANAGEMENT APPROACH
Situation        Forcing    Accommodating   Compromising   Collaborating Avoiding
Considerations
Relationship     High       Low             Medium         High          Low

Importance       Low        High            Medium         High          Low

Relative Power   High       Low             Equal-High     Low-High      Equal-High

Time             Med-High   Med-High        Low            Low           Med-High
Constraints
KESIMPULAN
                                      Problem-
             Personal                  Solving
            Preferences                Process


Source of                 Strategy                Dispute
 Conflict                 Selection              Resolution



           Context
        Characteristics

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Manajemen Konflik

  • 1. MANAJEMEN KONFLIK Whetten & Cameron, Developing Management Skills Akmal Khairi
  • 3. PENGERTIAN KONFLIK Konflik adalah perjuangan yang dilakukan secara sadar dan langsung antara individu atau kelompok untuk tujuan yang sama. Mengalahkan saingan nampaknya merupakan cara yang penting untuk mencapai tujuan. (Theodorson & Theodorson, 1979 : 71). Konflik adalah Suatu kondisi ketidakcocokan obyektif antara nilai-nilai atau tujuan-tujuan, seperti perilaku yang secara sengaja mengganggu upaya pencapaian tujuan, dan secara emosional mengandung suasana permusuhan. (Kilmann & Thomas, 1983: 366)
  • 4. Sumber & Fokus Konflik Personal • Perceptions Differences • Expectations Informational • Misinformation Deficiency • Misrepresentation Role • Goals Incompatibility • Responsibilities Environmental • Resource scarcity Stress • Uncertainty
  • 6. APPROACH OBJECTIVE YOUR POSTURE SUPPORTING LIKELY OUTCOME RATIONALE FORCING Get your way I know what’s It’s better to risk You feel right causing a few vindicated, but hard feelings other party feels than to abandon defeated & an issue humiliated AVOIDING Avoid having to I’m neutral on Disagreements Interpersonal deal with conflict that issue. are inherently problems don’t bad because they get resolved create tension COMPROMISING Reach an Let’s search for a Prolonged Participants agreement solution so we conflicts distract become quickly can get on with people from their conditioned to our work work seek expedient ACCOMODATING Don’t upset the How can I feel harmonious The other person other person help you feel relationships is likely to take good about this should be top advantage of you encounter? priority COLLABORATING Solve the This is my The positions of The problem is problem together position. What is both parties are most likely to be yours? equally resolved. important
  • 7. NEGOTIATION STRATEGIES Negotiation Strategies Distributive Integrative Conflict Compromising Collaborating Management Forcing Strategies Accommodating Avoiding
  • 8. CONFLICT-MANAGEMENT APPROACH Situation Forcing Accommodating Compromising Collaborating Avoiding Considerations Relationship High Low Medium High Low Importance Low High Medium High Low Relative Power High Low Equal-High Low-High Equal-High Time Med-High Med-High Low Low Med-High Constraints
  • 9. KESIMPULAN Problem- Personal Solving Preferences Process Source of Strategy Dispute Conflict Selection Resolution Context Characteristics