CHAPTER I

INTRODUCTION

A. Background of the Problem

Conflict Management is a process for handling disputes and differences of opinion between
two or more parties. The goal of this system is to minimize negative factors influencing
conflict and encourage all participants to reach an agreement.

Successful conflict management produces mutual outcomes

benefits agreed upon by each party. Rarely is there a specific conflict management style that
can be generalized to

every situation. Instead, humans assess each conflict and situation individually and decide
how best to handle them. Depending on their management style, some people have different
levels of success when dealing with conflict in their respective workplaces.

B. Problem Formulation

1. What is the meaning of Conflict Management?

2. What are the functions and objectives of Conflict Management?

3. What are the Types of Management Conflict?

4. What are the Stages of Conflict Management?

C. Goals

In accordance with the background above, the aim of this paper is as follows

1. To understand the meaning of conflict management

3. To find out the Types of Management Conflict

4. To find out the Stages of Conflict Management

D. Benefits

1. Can understand the meaning of Conflict Management

2. Can understand the function and objectives of Conflict Management

3. Be able to know the Types of Management Conflict

4. Be able to understand the Stages of Conflict Management

E. Writing Method

The method for preparing this paper is by using a literature review method, namely by
reviewing several sources from the internet and books that are relevant to the topic of
Conflict Management.

A. Understanding Conflict Management

1. According to the KBBI

According to KBBI, management means using resources effectively and efficiently to

differences of opinion between two or more parties.

2. According to Ross

According to Ross, conflict management is steps to resolve conflict that are directed towards
certain results, such as calm, creativity, and consensus.

B. Functions and Objectives of Conflict Management

1. Conflict Management Function

a. Increase worker creativity and productivity

The main goal of conflict management is to avoid disputes or even hostility. So, by
implementing good conflict management, conflicts that occur can be resolved and even
prevented before the conflict becomes serious.

With minimal friction, member performance will be better. Of course this will affect work
productivity and creativity. Workers can work optimally without having to worry about
problems with their superiors.

Apart from the workers themselves, good performance will also influence work results that
are faster and better or more creative. In the end, good performance also influences the
growth of the business being run.

b. Reduce inequality between workers

Conflict management is important to reduce the gap between one party and another. Apart
from that, conflict management is also important
This is done so that each party respects each other.

c. Train conflict resolution skills

Organizations will get used to conflict, then make conflict management an easy thing to do.
Of course, this can also hone the ability to determine more appropriate solutions for conflicts
that occur in the future.

2. Goals of Conflict Management

The following are some of the objectives of Conflict Management, including the following:

a. Prevent and minimize disturbances to members

organization, so that it can focus on the vision and mission of the company or organization.
b. Building mutual respect between fellow members of the organization and appreciate
diversity
c. Increasing the creativity of organizational members by exploiting conflict
that happened
C. Types of Management Conflict
There are 6 types or types that are often used to launch conflict management strategies,
including:

1. Accomodating

The first type is accommodation. Basically, this type focuses on the interests of two parties
whose settlement is carried out by a third party. Here, the third party must listen and collect
every opinion from both parties.

Then, third parties provide some solutions that both can adopt interests, or it could also be
biased.

2. Avoiding
Next are avoidance techniques, or apathetic conflict management. This type is chosen to
prevent and avoid potential conflicts. The main aim of this type is to prevent conflict from
occurring.

In an organizational context, those responsible for this must have strong analytical skills
regarding the company's ecosystem. He must be sensitive and able to identify conflicts as
early as possible and determine preventive policies before conflicts actually occur.

3. Compromising

This type is known as a positive strategic choice because both parties to the dispute choose to
compromise to take a solution for the common good. The aim is that the results of the
existing agreement will have a positive influence on both parties.

There are 4 ways to settle by compromising, namely: separation, attraction, bribery, and
decisions taken by chance.

a. Separation, meaning that the two parties are separated.

b. Attraction, meaning that both parties agree to the third party's decision.

c. Making decisions by chance can be done, it can be done simply but still follows the
existing rules.

d. Bribing may sound crooked, but if both parties agree, then this is perfectly legal.

4. Collaborating

This type is also considered to have a positive output because every member of both parties is
welcome to work together to resolve the conflict. However, for the record, this strategy can
only be carried out if both parties agree to find a solution with the aim of mutual interests.

5. Competing
This type requires a third party to let the two parties in on each other compete healthily as a
form of problem solving. Even though it looks fair in some cases, the results still seem “black
and white” because there will be winners and losers.

6. Conglomeration

In this type, a party will combine several strategies mentioned above. Of course, this will take
money and time, for example hiring a third party, and meetings with disputing parties.

D. Stages of Conflict Management

1. Identify

At this stage, you must be able to find answers to what is causing the conflict. Starting from
knowing which parties are in dispute, the root of the problem, the scale of the conflict, hi
2. Diagnosis
At this stage, you must carry out a thorough conflict analysis and mapping based on the
initial identification results. Then, make a diagnosis or statement about the conflict that
occurred. For example, what happened turned out to be "vertical conflict between managers
and team members due to an irregular work system".
From there, you also have to prepare possible solutions and conswhat happened turned out to
be “vertical conflict between managers and team members due to an irregular work system”.

From there, you also have to prepare possible solutions and consequences that can be
accepted by both parties and are not one-sided.

3. Solution Agreement
At this stage, both parties are brought together. You as a mediator, for example, explain the
various settlement options that have been made in the previous stage. Then, let both parties
weigh in until they agree to Sepakat terhadap solusi yang dipilih bukanlah akhir dari konflik,
melainkan kedua pihak juga harus diawasi masing-masing untuk menerapkan apa yang sudah
disepakati. which solution is best for both of them.

4. Implementation of Solutions
Agreeing on the chosen solution is not the end of the conflict, but both parties must also be
monitored to implement what has been agreed.If the agreement mandates that both parties
must not interfere in each other's affairs, then both parties must comply with this.

5. Evaluation
In addition to monitoring the implementation of the agreement, the implementation of the
solution must also be evaluated. This is done to see how effective the chosen solution is.
If it's good, then you don't need to worry again if conflict occurs again.

On the other hand, if the evaluation finds a bad value, then both parties must restart the
solution agreement stage to choose a new solution..
CHAPTER IV

CLOSING

A. Conclusion
In the point, conflict management is a way of managing conflict to reduce the possibility of
bad consequences from a conflict such as hostility, division and unhealthy competition.
Conflict management can be done independently, in collaboration with or without a third
party, until a decision is made between the two parties. The function of conflict management
is to increase worker creativity and productivity, reduce gaps between workers, train conflict
resolution skills.
Conflict management has 5 stages including Identification, Diagnosis, solution agreement,
solution implementation, Evaluation. Conflict management also has six types or types that are
often used, namely, Accommodating, Avoiding, Compromising, Collaborating, Competing
and Conglomerating.
B. Saran

Hopefully this paper can be beneficial and useful for writers and readers so that they can
expand and increase their insight into Conflict Management from the learning media
obtained. In this case, the author may still have many errors and shortcomings. Therefore, the
author is looking forward to constructive opinions, input, criticism and suggestions for better
writing in the future.
BIBLIOGRAPHY

Rose, A (2022). Understanding Conflict [Online]. Accessed from