Views on Conflict related to the Causes of Conflict and the Management Strategies

This article discusses the views of conflict related to the factors causing conflict and conflict management strategies. The results of the discussion show that other potential sources of conflict are personal factors which include the value system that each individual has, personality characteristics that cause individuals to be unique and different from other individuals. The fact shows that certain personality types, such as individuals who are very authoritarian, dogmatic, and have low regard for others, are potential sources of conflict. If one of these conditions occurs in a group, and employees are aware of it, then the perception arises that in the group there is a conflict. Each group has different goals and each strives to achieve them. This problem occurs because when groups become more attached to their own goals or norms. This situation is called perceived conflict. The problem solving strategy in conflict is the basic assumption that all parties have a desire to handle the conflict that occurs and therefore it is necessary to find measures that can satisfy the parties involved in the conflict. On the basis of these assumptions, the problem solving strategy must always go through two important stages, namely the process of finding ideas and the process of maturing them.


Introduction
A leader who wants to advance his organization must understand the factors that cause conflict, both conflicts within individuals and conflicts between individuals and conflicts within groups and conflicts between groups. Understanding these factors will facilitate the task in terms of resolving conflicts that occur and channeling them towards positive developments.
According to Nemeth (2004) there are different views on the role of conflict in groups or organizations. There are those who argue that conflict should be avoided or eliminated, because if it is ignored it will harm the organization. Contrary to this, another opinion states that if the conflict is managed in such a way, it will bring benefits to groups and organizations. Stoner and Freeman call this conflict an organizational conflict. This contradiction of opinion by Robbins (2004) is referred to as the Conflict Paradox, namely the view that on the one hand conflict is considered to improve group performance, but on the other hand most groups and organizations try to minimize conflict. In the description below, several views on conflict are presented.

The Traditional View
Defined by Balasubramanian & Bhardwaj (2004) stated that all conflict is bad. Conflict is seen as something negative, harmful and should be avoided. To strengthen this negative connotation, conflict is synonymous with the terms violence, destruction and irrationality. This view is consistent with the dominant attitudes about group behavior in the 1930s and 1940s. Conflict is seen as a dysfunctional outcome resulting from poor communication, a lack of trust and openness among people, and a manager's failure to respond to employee needs and aspirations.

Problem Solving or Collaboration
According to Dossick & Neff (2011) win-win solution where the individuals involved have the same work goal. There needs to be a commitment from all parties involved to support and care for one another.

Problem Solving
In the problem solving strategy, the basic assumption is that all parties have a desire to handle the conflict that occurs and therefore it is necessary to find measures that can satisfy the parties to the conflict. On the basis of these assumptions, the problem solving strategy must always go through two important stages, namely the process of finding ideas and the process of maturing them. The results of research that has been conducted by the United States prove that problem solving efforts become more productive when all ideas are collected before they are discussed.
The same research also proves that the quality of the solution will be better if the leader first discusses the problem before discussing the solution. Since the purpose of solving a problem is to discuss various kinds of possibilities, it creates the possibility of differing opinions, not eliminating them.

Conclusion
Conflict between oneself and someone can occur because of differences in roles superiors and subordinates, personalities, and needs vertical conflict. Self-conflict with the group can occur because the individual is under pressure from the group, or the individual has violated group norms so that the group is hostile or ostracized by the group. Changed vision, mission, goals, objectives, policies, strategies and organizational actions. Groups with groups within an organization can occur because of the ambition of one or both groups to be more powerful, there are groups that oppress, there are groups that violate the cultural norms of other groups, other group injustice, and the greed of other groups primordial conflict.