The document discusses strategies for managing conflicts in the workplace. It outlines five steps to resolving conflicts: pray about the problem together, clarify the issues and focus on needs and goals, understand each other's perspectives through communication, break the conflict into small steps, and learn to give and take. Additionally, the document provides tips for preventing conflicts such as frequent team meetings, sharing objectives clearly, and distributing tasks fairly. Managing conflicts properly helps eliminate groupthink and can improve group performance when focused on tasks rather than personalities.

1. Become More Assertive Bandung, 22 - 23 Desember 2009 By : Kanaidi, SE., M.Si [email_address]

2. Covey (1990) in The Seven Habits of Highly Successful People refers to the scarcity mentality versus the abundance mentality. The scarcity mentality leads us to resent the success of others. The abundance mentality allows us to think of situations in which everybody can win. Toward Conflict Management

3. Conflict management is defined as “the opportunity to improve situations and strengthen relationships” (BCS, 2004). – proactive conflict management – collaborative conflict management Managing conflict means you need to develop several styles and decide which is valuable at any given point of conflict Toward Conflict Management

4. Toward Conflict Management Borisoff and Victor (1998) argue that the best strategy for conflict management (negotiation) depends on the desired outcome. Fisher, Ury, and Patton (1991) outline four principles that compose principled negotiation . Separate the people from the problem. Focus on interests, not positions. Invent options for mutual gain. Seek objective criteria.

5. Desirability of Conflict Conflict can be desirable. Conflict helps eliminate or reduce the likelihood of groupthink. A moderate level of conflict across tasks within a group resulted in increased group performance while conflict among personalities resulted in lower group performance (Peterson and Behfar, 2003)

6. Review of the Systems Approach Individuals should understand their own personal triggers to better deal with conflict situations in the workplace (Robin, 2004) Group members should think about other group members early on to identify privately those individuals and behaviors that may push their buttons.

7. Conflict may have some desirable consequences. Out of control conflict may be destructive. Conflict-producing behaviors are more likely from those high in aggression, dominance, and the need for autonomy. An important factor related to conflict is the style of leadership and the resulting group norms regarding conflict. Review of the Systems Approach

8. How to prevent conflicts Frequent meeting of your team Allow your team to express openly Sharing objectives Having a clear and detailed job description Distributing task fairly Never criticize team members publicly Always be fair and just with your team Being a role model

9. Tips for Managing Workplace Conflict Build good relationships before conflict occurs Do not let small problems escalate; deal with them as they arise Respect differences Listen to others’ perspectives on the conflict situation Acknowledge feelings before focus s ing on facts Focus on solving problems, not changing people If you can’t resolve the problem, turn to someone who can help Remember to adapt your style to the situation and persons involved

10. The Five Steps in Resolving Conflict: Pray about the Problem Together Clarify the Issues – Focus on the Needs and Goals Understand Each Other’s Perspective - Needed Communication Skill Break the Conflict into Small Steps Give and Take