Critical Journal Review

Mata Kuliah: Kepemimpinan

Prodi: Pendidikan Biologi

Skor Nilai:

“MANAGEMENT OF CONFLICT”

NAMA : GRESIA PALENTINA HUTAGAOL

NIM : 4193342003
DOSEN : Dra.MEIDA NUGRAHALIA.,M.Sc
MATA KULIAH : KEPEMIMPINAN (LEADERSHIP)

PROGRAM STUDI S1 PENDIDIKAN BIOLOGI

FAKULTAS MATEMATIKA DAN ILMU PENGETAHUAN ALAM
UNIVERSITAS NEGERI MEDAN
2019
 Executive Summary
The leader determines the success of the institution or organization.Because successful leaders are
able to manage organizations, can constructively influence others, and show the right path and
behavior that must be done together.The leader must be able to anticipate sudden changes, be able
to correct weaknesses,and be able to bring the organization to the target within a predetermined
period of time.
A leader is an inspirator of change and a visionary, who has a clear vision of the direction to be
addressed in his organization.Put simply, leadership is the process of bringing the people or
organizations they lead towards clear goals.Without vision, leadership is meaningless.This vision
drives an organization to continuously grow and learn and develop in maintaining its success, so
that it can last for generations. Leadership has been a topic of discussion, speculation, and debate
since plato’s time. In every organization around the world, from a giant conglomerate to a grocery
store, there is one question: who is the leader? Who is the best leader? What are the best leader
attributes? Most people who tirelessly study leadership agree that the benchmark of leader’s
success is the result achieved.In history we have learned what leadership is andd what is not
leadership. Although thousands of studies have been done, there are still many things we do not
know yet. In this chapwr we will see what we know about leadership. We will see how leadership
in contemporary point of view. In the process, we focus on the concept of new leadership and its
application.
Therefore leadership is indispensable for organizations and individuals who want to succeed.
This is where the required leadership figures who are able to communicate well and correctly to
subordinates, for the purpose of the organization remains focused in accordance with the planning.
 FOREWORD
Praise our thanks to God Almighty for His blessings and gifts, the writing of this paper can be
completed.The Critical Journal of this review is about "management of conflic".
I composed this Critical Journal Review (CJR) with the intention of assigning a Core Physics
course and making the addition of insight as well as understanding of the material.My hope is that
after finishing writing this Crtical Journal Review I will understand more about how to write a
good and correct Crtical Journal Review.
On the other hand, I gained valuable experience and knowledge in the preparation of writing
this Critacal Journal Review.
I am very grateful to all those who have helped in the completion of this CJR, especially to the
lecturers who support this subject and my classmates, students of biology class 2019/2020.
I realize that in the preparation of this CJR it is still very far from perfection, therefore we really
expect criticism and advice and guidance from lecturers for improvement in the future, hopefully
this CJR paper is useful for everyone.

Medan, 13 November 2019

Composer

Gresia Hutagaol

TABLE OF CONTENTS
EXCECUTIVE
SUMMARY…………………………………………………………………..
FOREWORD…………………………………………………………………………
………...
TABLE OF
CONTENTS………………………………………………………………………
CHAPTER I
PRELIMINARY……………………………………………………………….
A. Rationalization of the Importance of
CJR…………………………………………….
B. Objectives of the CJR
Assessment……………………………………………………..
C. Benefits of Writing
CJR…………………………………………………………………
D. Journal I Identity
……………………………………………………………………….
E. Journal II Identity
………………………………………………………………………
CHAPTER II
CONTENT……………………………………………………………………
SUMMARY OF CONTENTS JOURNAL
………………………………………………..
A.
Introduction……………………………………………………………………………
…
B. Description of
Contents………………………………………………………………….
CHAPTER III
DISCUSSION/ANALYSIS…………………………………………………..
A.
Discussion……………………………………………………………………………
……
B. Advantages and
Disadvantages………………………………………………………….
CHAPTER IV
CLOSING………………………………………………………………………
A.
Conclusions……………………………………………………………………………
……
B.
Suggestions……………………………………………………………………………
…….
REFERENCES…………………………………………………………………………
…………
 CHAPTER I
PRELIMINARY

A. Rationalization of the Importance of Critical Journal Review (CJR)

Critical Journal Review (CJR) is very important for education circles especially for
students and college students because by criticizing a journal, students or critics can
compare two journals with the same theme, see which journals need to be improved and
which journals are good to be used based on research conducted by the journal's author,
after being able to criticize the journal, it is expected that students can make a journal
because they already know how good and correct journal criteria are to be used and
already understand how to write or what steps are taken.required in writing the journal.
B. Purpose of Writing Critical Journal Review (CJR)
This Critical Journal Review was made aiming to learn through the fulfillment of the
assignment of the Professional Education course at the Department of Physics, State
University of Medan to make a Critical Journal Review (CJR) so that it could add
knowledge to see or compare two or several good and correct journals.After being able to
compare it will be able to make a journal because it can already compare which journals
are already good and which journals still need to be improved and also because they have
understood the steps of making a journal.
C. Benefits of Critical Journal Review (CJR)
Benefits of writing a Critical Journal Review (CJR), namely:
1. Can compare two or more reviewed journals.
2. Can improve our analysis of a journal.
3. So we can find out the correct CJR writing techniques.
4. And can write a good and correct journal.
5. Adding to our knowledge of the contents of research journals.
D. Journal identity reviewed
 Main journal
1. Article Title : Manajemen Konflik (Upaya Penyelesaian Konflik Dalam
Organisasi)
2. Journal name : Jurnal Penelitian Universitas Jambi Seri Humaniora
3. Published edition : Juli-Desember 2014
4. Author of the article : Mohamad Muspawi
5. Vol.No/Page : Vol.16,No.2/Page 41-46
6. City published : Jambi
7. ISSN : 0852-8349
 Comparative Journal
1. Article Title : Organizational Conflicts: Causes,Effect and Remedies
2. Journal name : International Journal Of Academic Research In Economics
and Management Science
 3. Published edition : November 2014
4. Author of the article : Bernard Oladosu Omisore,Ph.d & Ashimi Rashidat
Abiodun
5. Vol.No/Page : Vol.3,No.6
6. City published : Nigeria
7. ISSN : 2226-3624

BAB II
CONTENT SUMMARY

A. Preliminary
Leadership is a very important force behind the power of various organizations and that
to create an effective organization, the scope of work on what they can achieve, then
mobilize the organization to change towards the new vision (Werren Bennis & Burt
Nanus, 2006: 2).It is undeniable that the success of an organization is largely determined
by leadership factors.It is true that a leader, both individually and as a group, may not be
able to work alone but requires a group of other people known as subordinates, who are
mobilized in such a way that the subordinates give their service and contribution to the
organization, especially in how to work effectively, efficiently economical and
productive.
Leaders based on theoretical concepts, have a great responsibility for the achievement
of the goals of an organization, because the core leadership of management which is a
driver for resources and functions of management and other tools.To mobilize resources,
especially human resources or employees, it requires the quality of one's leadership.
One factor for assessing the quality of a leader, including the opinion of Werren
Bennis & Burt Nanus (2006: 3), said that the role of leadership can be seen from the
aspect of the role as a direction maker, change agent, spokesperson and trainer.These
three aspects can be implemented if a leader has the ability to apply leadership styles to
influence his followers to carry out their duties and responsibilities effectively.Werren
Bennis & Burt Nanus (2006: 4) say that 850 definitions have been given by many experts
over the past 75 years, but there is no clear and firm understanding of what distinguishes
leaders from non-leaders, but according to Bennis what is more important is effective
leaders and leaders that are not effective and effective organizations and organizations
that are not effective.
The term conflict will carry an impression in one's mind that in certain cases there is a
dispute.The contradiction between several people or groups of people, the absence of
cooperation, the struggle of one party against the other party, or an opposing process as
shared together that within a person there are usually the following things: a number of
needs and roles that are
compete, different kinds of different ways that encourage the roles and needs are born, the
many forms of obstacles that can occur between impulse and goals, there are positive and
 negative aspects.
Interpersonal conflict occurs when there are two or more people interacting with each
other in carrying out their duties.Johari Window is one of the increasingly well-known
frameworks for analyzing the dynamics of interaction between oneself and others.The
following is a summary of four cells from Johari: opening up, closing down, blinding
away, not finding yourself.Conflict resolution strategies, the basic strategy according to
the results can be called Equally loss ie that both parties who are in conflict are both
losers or are both losing, Lose win yaiu in conflict situations will try to force the strength
to win and defeat the other party, the same luckily, this win-win conflict resolution
strategy is probably in accordance with human and organizational desires.
Organizational conflict, there are four organizational sources, namely, a situation that
does not show a balance of objectives to be achieved, there are means that are not
balanced, there are problems that are not aligned, the emergence of different
perceptions.Conflict resolution strategies in organizations, traditionally the conflict
approaches in organizations can be done simply and optimistically.The approach can be
based on the following assumptions: Conflict can certainly be avoided, conflict arises
because of the players who cause the conflict, the scapegoat is accepted as something that
is not avoided.According to Louis Pondy in overcoming conflicts there are 3 approaches,
namely: the bargaining approach, the bureaucratic approach, the system approach.

B. Content Description
 Main Journal
1. Pengertian Konflik
Konflik berasal dari kata kerja Latin configere yang berarti saling memukul.
Secara sosiologis, konflik diartikan sebagai suatu proses sosial antara dua orang
atau lebih (bisa juga kelompok) dimana salah satu pihak berusaha menyingkirkan
pihak lain dengan menghancurkannya atau membuatnya tidak berdaya.Konflik
juga dapat diartikan sebagai hubungan antara dua pihak atau lebih (individu atau
kelompok) yang memiliki tujuan atau kepentingan yang berbeda.Konflik adalah
suatu pertentangan yang terjadi antara apa yang diharapkan oleh seseorang
terhadap dirinya, orang lain, organisasi dengan kenyataan apa yang
diharapkannya. Menurut Gibson (1977:347) hubungan selain dapat menciptakan
kerjasama, hubungan saling tergantung dapat pula melahirkan konflik.
2. Jenis-jenis Konflik. Menurut James A.F. Stoner dan Charles Wankel dalam
Wirawan (2010: 22) dikenal ada lima jenis konflik yaitu: a). Konflik
Intrapersonal. Konflik intrapersonal adalah konflik seseorang dengan dirinya
sendiri.b). Konflik Interpersonal.Konflik Interpersonal adalah pertentangan antar
seseorang dengan orang lain karena pertentangan kepentingan atau keinginan. c).
Konflik antar individu-individu dan kelompok- kelompok.d). Konflik antara
kelompok dalam organisasi yang sama. Konflik ini merupakan tipe konflik yang
banyak terjadi di dalam organisasi- organisasi.Konflik antar lini dan staf,pekerja
dan pekerja – manajemen merupakan dua macam bidang konflik antar kelompok.
e). Konflik antara organisasi.Contohnya seperti di bidang ekonomi dimana
Amerika Serikat dan negara-negara lain dianggap sebagai bentuk konflik, dan
 konflik ini biasanya disebut dengan persaingan.
3. Proses Konflik. Konflik merupakan proses yang dinamis, bukannya kondisi
statis.Konflik memiliki awal, dan melalui banyak tahap sebelum berakhir. Ada
banyak pendekatan yang baik untuk menggambarkan proses suatu konflik antara
lain menurut Luthans (2006:140) sebagai berikut: a). Antecedent Conditions or
latent Conflict.Merupakan kondisi yang berpotensi untuk menyebabkan, atau
mengawali sebuah episode konflik.b).Perceived Conflict.Agar konflik dapat
berlanjut, kedua belah pihak harus menyadari bahwa mereka dalam keadaan
terancam dalam batas-batas tertentu. c). Felt Conflict.Persepsi berkaitan erat
dengan perasaan. Karena itulah jika orangmerasakan adanya perselisihan baik
secara aktual maupun potensial,ketegangan, frustasi, rasa marah, rasa takut,
maupun kegusaran akan bertambah. d). Manifest Conflict.Persepsi dan perasaan
menyebabkan orang untuk bereaksi terhadap situasi. e). Conflict Resolution or
Suppression.Conflict resolution atau hasil suatu konflik dapat muncul dalam
berbagai cara. f). Conflict Alternatif.Ketika konflik terselesaikan, tetap ada
perasaan yang tertinggal. Terkadang perasaan lega dan harmoni yang terjadi,
seperti ketika kebijaksanaan baru yang dihasilkan dapat menjernihkan persoalan
di antara kedua belah pihak.
4. Penyelesaian Konflik. Menurut Stevenin dalam Handoko (2001: 48), terdapat
lima langkah meraih kedamaian dalam konflik.Lima langkah berikut ini bersifat
mendasar dalam mengatasi kesulitan: a). Pengenalan. Kesenjangan antara
keadaan yang ada atau yang teridentifikasi dan bagaimana keadaan yang
seharusnya.b).Diagnosis. Memusatkan perhatian pada masalah utama bukan pada
hal sepele.c).Menyepakati suatu solusi.Kumpulkanlah masukan mengenai jalan
keluar yang memungkinkan dari orang-orang yang terlibat di
dalamnya.d).Pelaksanaan.e).Evaluasi.Sementara itu Mangkunegara (2009)
mengatakan para manajer dan karyawan memiliki beberapa strategi dalam
menangani dan menyelesaikan konflik yaitu : a).Menghindar.Menghindari
konflik dapat dilakukan jika isu atau masalah yang memicu konflik tidak terlalu
penting.b).Mengakomodasi.Memberi kesempatan pada orang lain untuk
mengatur strategi pemecahan masalah, khususnya apabila isu tersebut penting
bagi orang lain.c).Kompetisi. d).Kompromi atau Negosiasi.Masing-masing
memberikan dan menawarkan sesuatu pada waktu yang bersamaan, saling
memberi dan menerima, serta meminimalkan kekurangan semua pihak yang
dapat menguntungkan semua pihak. e). Memecahkan Masalah atau
Kolaborasi.Pemecahan sama-sama mempunyai tujuan kerja yang sama.
 Comparison Journal
1. Definition of Conflict. Conflict is very important for any manager. It is rooted
primarily in the fields of business, sociology and psychology, but not in
communication or education. It is complicated to define conflict as it is difficult to
come to a consensus concerning the definition of this term (Borisoff and Victor,
1998). The easiest way to understand the term “conflict” is to divide theories of
conflict into functional, situational and interactive. The followers of the functional
approach think that a conflict serves a social function and those who view a conflict
 as situational, suggest that conflict is an expression under certain situations.
2. Conceptual Framework. a) Conflict Theory, b) Views on conflict, c)
Form/classification of conflict.
3. Types Of Conflict. a) Functional or Constructive Conflict: The interactionist view
does not propose that all conflicts are good. b) Dysfunctional/Destructive Conflict:
There are conflicts that hinder group performance; these are dysfunctional or
destructive forms of conflict.
4. The Conflict Process. Conflict is a process in which one party suggests that its
interest are being opposed by another party. As a role, people see only the observable
part of conflict angry words and actions of opposition. But this is only a small part of
the conflict process (Mcshane and Glinow, 2008).The conflict process consists of five
stages: a) potential opposition or incompatibility; b) cognition and personalization; c)
Intentions; d) Behavior; e) Outcome.
5. Effects of Conflict Conflict may occur between two individuals, as in the case of
superior versus subordinate, between heads of department, etc. Groups may be drawn
into conflict with each other on the basis of performance, importance to particular
groups and, in general, union management rivalries. Conflict can also occur within an
individual as in situations of dilemma of choice, vividly characterized by phrases
such as “between the devil and the deep blue sea” or caught on the horns of dilemma.
For example, a personel manager may be quite undecided about how to deal with a
conflict (with workers, union) that is likely to result in work stoppage and loss of
productivity.The general assumption is that conflict tends to have negative
consequences for both the individual and the organization. Below is a summarized
list of the effect of conflicts in an individual:
 Psychological Responses
- Inattentiveness to other things.
- Lack of interest in work
- Job dissatisfaction
- Work anxiety
- Estrangement or alienation from others
- Frustration
 Behavioural Responses
- Excessive smoking.Alcoholism
- Under eating or over eating
- Aggression towards others or work sabotage
- Decreased communication
- Resisting influence attempts.
6. Benefits of Conflict. The benefits of conflict include the following:
 Motivates individuals to do better and work harder. One’s talents and abilities
come to the forefront in a conflict situation.
 Satisfies certain psychological needs like dominance, aggression, esteem and
ego, and thereby provides an opportunity for constructive use and release of
aggressive urges.
 Provides creative and innovative ideas. For example, employee benefits of the
 present day are an outcome of the union-management conflict over the past
decades.
 Adds variety to one’s organizational life, otherwise work life would be dull and
boring.
 Facilitates an understanding of the problems, people have with one another and
leads to better coordination among individuals and departments, in addition to
strengthening intra-group relationship.
7. Conflict Management and Resolution. As stated earlier, conflicts are inevitable in life,
in organizations or even between nations. It however does have some noteworthy
advantages, if handled correctly, as it brings problems out into the open and compels
interested parties to find solutions that are acceptable to all. Unfortunately, conflicts
that escalate out of control are detrimental to everybody in the equation. Thus,
conflict management becomes a necessity.
8. Mistakes To Avoid In Conflict Resolution. Good communication can strengthen
relationships and develop trust and support while poor communication can create
mistrust and misunderstanding. Some negative attitude and communication patterns
that worsen the conflict situation.

BAB III
DISCUSSION
A. Discussion
In the main journal explained that the conflict comes from the Latin verb configere
which means hitting each other or conflict can be interpreted as a social process between
two or more people in which one party tries to get rid of the other party in other words
conflict is a conflict that occurs between what is expected by someone against him
whereas in the comparative journal according to simmel the conflict functions as a social
goal that reconciliation comes even with the destruction of a party.
In the main journal also discussed about the types of conflicts raised by James AF
Stoner and Charles Wankel in Wirawan, there are five types of conflict, namely : a)
intrapersonal conflict,b) interpersonal conflict, c)conflict between individuals and group,
d) conflict between groups in the same organization and, e) conflict between
organizations while in the comparative journal explained in detail about the form of
conflict and the type of conflict raised by Dirks and Park the same as the main journal in
the comparative journal also discussed the effect of benefits and how to resolve conflicts.
Conflict can be understood as a conflict between what is expected by someone
towards himself, others, the organization with the reality of what is he hoped.There are
five types of conflicts: a).Intrapersonal Conflict, b).Conflict Interpersonal, c).Conflict
between individuals and groups, d).Conflict between groups in the same organization,
e).Conflict between organizations.There are many ways to handle conflicts, including: a)
 Introduction.b).Diagnosis.c).Agreed upon a the solution.d).Implementation.e).Evaluation.
while according to the comparative journal From the discussion thus far, it is quite
evident that conflicts occur in organizations as a result of competition for supremacy,
leadership style, scarcity of common resources, etc., This reduces staff satisfaction about
the job and also reduces productivity or service rendered.Thus, early recognition of the
conflict and paying attention to the conflicting parties is very important.Negotiation
between parties involved is the best way to resolve conflicts while force should not be
used at all.Darling and Fogliasso (1999).conclude that it is impossible to eliminate
conflicts totally.Mangers who try to eliminate conflicts will not last long, while those who
manage it well will typically both institutional benefits and personal satisfaction.

B. Strengths And Weaknesses Of The Journal

1. Strengths Of The Main Journal
The contents of the main journal are good enough because it includes
an understanding of the Chinese conflict and its resolution so that we
can understand the contents of the journal.
 Good journal writing does not use long-winded sentences and only
writes the important ones so that it doesn't consume much paper.
2. Weaknesses Of Main Journal
 compared to comparative journals the main journals only explain what
conflict is like unlike the contents of the comparison journals which
explain in more detail about the definition of conflict even the main
journals explain about the benefits and effects of conflict so that the
contents of the main journals do not cover everything.
 Main journals do not explain the results of their research so readers
who read the journal for the first time will be confused to identify the
contents of the journal.

BAB IV
CLOSING
A. Conclusion
Conflict can be understood as a conflict between what is expected by someone towards
himself, others, the organization with the reality of what is he hoped.There are five types
of conflicts: a).Intrapersonal Conflict, b).Conflict Interpersonal, c).Conflict between
individuals and groups, d).Conflict between groups in the same organization, e).Conflict
between organizations.There are many ways to handle conflicts, including: a)
Introduction.b).Diagnosis.c).Agreed upon a the solution.d).Implementation.e).Evaluation.
From the discussion thus far, it is quite evident that conflicts occur in organizations as
a result of competition for supremacy, leadership style, scarcity of common resources, etc.
 This reduces staff satisfaction about the job and also reduces productivity or service
rendered.Thus, early recognition of the conflict and paying attention to the conflicting
parties is very important. Negotiation between parties involved is the best way to resolve
conflict while force should not be used at all.Darling and Fogliasso (1999). conclude that
it is impossible to eliminate conflict totally. Mangers who try to eliminate conflict will not
last long, while those who manage it well will typically experience both institutional
benefits and personal satisfaction.

B. Recommendation
It is hoped that after reading this critical journal review, readers will understand more
about being a good leader and what is contained therein so that we can understand the
theories of attitude, behavior and style of being a good and responsible leader.This
conflict management readers better understand what conflict is, the benefits and how to
handle it so that if we are a leader can solve conflict problems easily because they already
understand about conflict management.

REFERENCES
Muspawi Mohamad.2014.Manajemen Konflik (Upaya Penyelesaian Konflik
Dalam Oraganisasi.Jurnal Penelitian Universitas Jambi Seri
Humaniora.16(2).ISSN: 0852-8349
Omisore Oladuso Bernard,dkk.2014.Organizational Conflicts : Causes,Effect
And Remedies.International Journal Of Academic Research An
Economics And Management Science.3(6).ISSN : 2226-3624