Pemahaman dan Pengelolaan Konflik Dalam Organisasi (Integrating,Obliging, Dominating)

Abstract

Differences in interests, goals, and perspectives among organizational
members often lead to conflict. However, conflict should not always be
viewed as a negative phenomenon, as it can encourage improvement,
innovation, and greater organizational effectiveness when managed
appropriately. This study aims to examine the application of integrating,
obliging, and dominating strategies in organizational conflict management
and to identify factors that influence their effectiveness. A qualitative
approach with a literature review method was employed. Data were
collected from relevant academic sources, including journal articles,
books, and other scholarly publications, and were analyzed through
review, classification, and synthesis of previous research findings. The
results indicate that the integrating strategy tends to be the most beneficial
because it emphasizes collaboration, openness, and joint problem-solving.
The obliging strategy is useful for maintaining harmonious workplace
relationships, while the dominating strategy is more appropriate in
situations that require firm and rapid decision-making. Furthermore,
effective conflict management is influenced by communication, leadership,
organizational structure, and workplace conditions. These findings
highlight the importance of selecting appropriate conflict management
strategies so that conflict can contribute to organizational development
rather than hinder the achievement of organizational goals.