DEFINITION OF CONFLICT
Conflict can be a conflict (disagreement), the tension (the presence of tension), or the emergence of other difficulties between the two parties or more. Conflict often leads to opposition between the two sides, to the point where the parties involved at each other as an obstacle to the achievement and bullying needs and goals of each. Subtantive conflicts are disputes relating to the purpose
groups, the allocation of resources within an organization, distribution policies and procedures, job title and division. Emotional conflicts are the result of feeling angry, do not believe, not sympathetic, fear and rejection, as well as the struggle between personal (personality clashes).
The situation that occurs when there is a difference of opinion or differences in perspective among some people, groups or organizations. Another definition is a mutual self-defense at least between the two groups, which have different objectives and views, in an effort to reach a goal that they are in a position of opposition, not cooperation
CONFLICT RESOLUTION STRATEGIES
Dodge
Conflict can be avoided if the issues or problems that triggered the conflict is not too important or if the potential for uneven confrontation with the result that would cause. Avoidance is a strategy that allows the parties to calm down the confrontation. Nurse managers who are involved in the issue of conflict can be dismissed by saying "Let both sides take time to think about this and determine the date for discussion"
Accommodate
Giving someone else a chance to manage a problem-solving strategies, especially if the issue is important for others. This allows the emergence of cooperation by giving them a chance to make a decision. Nurses who are part of the conflict can accommodate other parties to put the needs of other parties in the first place.
Competitions
Use this method if you believe that you have more information and expertise more than others or when you do not want to compromise your values. This method may lead to conflict but can be an important method for security reasons.
Compromise or Negotiation
Each giving and offering something at the same time, give and take, as well as minimize the shortage of all parties can benefit all parties.
Solving the Problem or Collaboration
Solving a win-win where the individuals involved have the same employment purposes.
There needs to be a commitment from all parties involved to support each other and watched each other with each other.
LEVEL CONFLICT (LEVELS OF Conflict)
Conflicts that arise in a work environment can be divided into
four levels:
A. Conflicts within the individual's own
Conflict within oneself can arise in case of overload telling where he was charged with the responsibility of the job too much, and can also occur when exposed to a point where he must make decisions involving the selection of the best alternative. Perspective below identifies four episodes of conflict, quoted from the writings of Thomas V. Banoma and Gerald Zaltman in the book Psychology for Management:
1. Appriach-approach conflict, namely the situation where one must choose one among several possible alternatives Sarna.
2. Avoidance-avoidance conflict, a condition where a person had to choose one among several alternatives are just as bad goals.
3. Approach-avoidance conflict, is a situation where a person driven by a strong desire to achieve one goal, but on the other hand is always simultaneously blocked from this goal by aspects of disadvantage that can not be separated from the process of achieving that goal alone.
4. Multiple aproach-avoidance conflict, which is a situation where someone had confronted in the case of multiple combination of approach-avoidance conflict.
B. Interpersonal conflict, which is a conflict between one individual with another individual.
Interpersonal conflict can be substantive and emotional shape, even a major case of the conflicts faced by managers in terms of interpersonal relationships as part of the managerial task itself
C. Conflict intergrup
Intergrup conflict is familiar to any organization, and this conflict led to the difficulty of coordination and integration of activities related to the tasks and jobs. In each case, the relationship must be integrup manage to maintain the best possible collaboration and avoid all konsekuensidisfungsional of every conflict that may arise.
Conflict interorganisasi D
This conflict is often associated with the competition that arises between private companies. Interorganisasi actual conflicts related to the larger issue anymore, for example persetisihan between the company's unions. In each case, the potential for conflict involving individuals who represent the organization as a whole, not just the internal subunit or group
