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Manajemen Konflik
Manajemen Konflik
Manajemen Konflik
Manajemen Konflik
Manajemen Konflik
Manajemen Konflik
Manajemen Konflik
Manajemen Konflik
Manajemen Konflik
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Manajemen Konflik


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  • 1. MANAJEMEN KONFLIKWhetten & Cameron, Developing Management Skills Akmal Khairi
  • 2. Konflik ?
  • 3. PENGERTIAN KONFLIKKonflik adalah perjuangan yang dilakukan secara sadardan langsung antara individu atau kelompok untuk tujuanyang sama. Mengalahkan saingan nampaknyamerupakan cara yang penting untuk mencapai tujuan.(Theodorson & Theodorson, 1979 : 71).Konflik adalah Suatu kondisi ketidakcocokan obyektifantara nilai-nilai atau tujuan-tujuan, seperti perilaku yangsecara sengaja mengganggu upaya pencapaian tujuan,dan secara emosional mengandung suasanapermusuhan. (Kilmann & Thomas, 1983: 366)
  • 4. Sumber & Fokus Konflik Personal • Perceptions Differences • ExpectationsInformational • Misinformation Deficiency • Misrepresentation Role • GoalsIncompatibility • ResponsibilitiesEnvironmental • Resource scarcity Stress • Uncertainty
  • 5. CARA MENGHADAPI KONFLIKAssertiveUnassertive Uncooperative Cooperative
  • 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 tensionCOMPROMISING 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 expedientACCOMODATING 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? priorityCOLLABORATING 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 IntegrativeConflict Compromising CollaboratingManagement ForcingStrategies Accommodating Avoiding
  • 8. CONFLICT-MANAGEMENT APPROACHSituation Forcing Accommodating Compromising Collaborating AvoidingConsiderationsRelationship High Low Medium High LowImportance Low High Medium High LowRelative Power High Low Equal-High Low-High Equal-HighTime Med-High Med-High Low Low Med-HighConstraints
  • 9. KESIMPULAN Problem- Personal Solving Preferences ProcessSource of Strategy Dispute Conflict Selection Resolution Context Characteristics