Strategi Manajemen Konflik Sebagai Upaya Meningkatkan Kinerja Teamwork Tenaga Kependidikan

The purpose of this research is to explain influence of conflict management strategy on teamwork performance. This kind of conflict can happen to everyone and in any places disregarding status, income and position. Someone who can not manage conflicts will have a threat for his personal performance, and unfortunately, company’s performance will also gain the effect. Accordingly, we need a strategy to manage conflicts as an effort to create a good performance for individual employee performance as well as tha team performance. The population af this research is the entire educational employees in UNNES by taking some samples using propotional sampling to around 88 samples. The result of this research proves that hypothesis stating “conflict management strategy” influenced positively and significantly on teamwork performance is accepted. This explains that conflict management strategy can give contribution to the teamwork performance through employee’s ability to accomodate ideas from partners of work, avoid disputes by respecting each other, maintaining communication and conduct colaboration on working methods. It is suggested that this research should improve strategies in managing conflicts such as strategies to compete at work by giving chance to other partner to use theirs skill in making decision and finding solution to solve the job.Keywords: conflict management strategy, teamwork’s performance, educational employee

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Strategi Manajemen Konflik Sebagai Upaya Meningkatkan Kinerja Teamwork Tenaga Kependidikan

Jurnal Manajemen dan Organisasi ◽

10.29244/jmo.6.1.64-73 ◽

2016 ◽

Vol 6 (1) ◽

pp. 64

Author(s):

Sri Wartini

Keyword(s):

Conflict Management ◽

Team Performance ◽

Management Strategy ◽

Employee Performance ◽

Individual Employee ◽

Personal Performance

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Organizational Conflict Management In Creating Effective Communication of Higher Education Employees (Case Study at Darul ‘Ulum University Jombang)

JURNAL PENELITIAN KOMUNIKASI DAN OPINI PUBLIK ◽

10.33299/jpkop.24.2.2925 ◽

2020 ◽

Vol 24 (2) ◽

Author(s):

Alip Sugianto ◽

Veri Setiawan

Keyword(s):

Conflict Management ◽

Employee Performance ◽

Effective Communication ◽

Internal Conflicts ◽

Personal Performance ◽

Or Organization ◽

The Impact ◽

Role Management

The purpose of this research is to explain how promotes management conflict and communication effective. This kind of conflict can happen to everyone and in any places disregarding status, income and position. Someone who cannot manage conflicts will have a threat for his personal performance, and unfortunately, company’s performance will also gain the effect. Accordingly, we need a strategy to manage conflicts as an effort to create a good performance for individual employee performance as well as the team performance. Communication means providing information and distributing to the members of the organization, if the distribution is hampered because of the bad behavior committed by a person or one of the employees of the communication that exists becomes ineffective. In the long term ineffective communications will result in the emergence of misunderstanding interpretation giving rise to prejudice and ultimately lead to internal conflicts within the company or organization. Role management is urgently needed to resolve the conflict because of the impact of impact of the conflict will impact on the performance and effectiveness of the work in the company especially in in Darul Ulum University. Key words: conflict management, effective communication, organization.

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"Effects of Conflict Management Strategy Within Supply Chain on Partnership and Performance"

Asia Pacific Journal of Samall Business ◽

10.36491/apjsb.42.1.5 ◽

2020 ◽

Vol 42 (1) ◽

pp. 79-105

Author(s):

Yoon-Hee Ham ◽

Sang-Hwa Song

Keyword(s):

Supply Chain ◽

Conflict Management ◽

Management Strategy ◽

And Performance

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How an Active Conflict Management Strategy Relates to Psychological Strain: The Role of Control

SSRN Electronic Journal ◽

10.2139/ssrn.1484794 ◽

2009 ◽

Author(s):

Maria T. M. Dijkstra ◽

Bianca Beersma ◽

Arne Evers

Keyword(s):

Conflict Management ◽

Management Strategy ◽

Psychological Strain

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The role of affects in conflict frames and conflict management

International Journal of Conflict Management ◽

10.1108/ijcma-09-2013-0077 ◽

2015 ◽

Vol 26 (4) ◽

pp. 427-449 ◽

Cited By ~ 4

Author(s):

Mei-Yu Yang ◽

Fei-Chun Cheng ◽

Aichia Chuang

Keyword(s):

Conflict Management ◽

Hierarchical Linear Modeling ◽

Management Strategy ◽

Mood State ◽

Linear Modeling ◽

Content Type ◽

Positive Trait ◽

The Right ◽

Trait Affectivity ◽

Conflict Frames

Purpose – The purpose of this paper is to identify the roles of trait affectivity and momentary moods in conflict frames and conflict management. This paper goes beyond affect induction and focuses on the affective – rather than rational – antecedents of the choice of conflict management strategy. Design/methodology/approach – This paper adopts a within- and between-person approach and uses hierarchical linear modeling to test the hypotheses with group-mean centering. Over the course of 12 days within a three-week period, the authors collected participants’ momentary moods and how they thought about and would respond to conflict scenarios. Data were gathered from 1,545 observations, involving 180 individuals. Findings – After controlling for anger raised from the conflict scenario, both positive trait affectivity and positive momentary moods were found to be positively related to a compromise frame. Surprisingly, neither negative trait affectivity nor momentary mood was related to the win frame. A compromise frame predicted a cooperative strategy, and a win frame predicted a competitive strategy. The relationships between trait and momentary affects and conflict management strategy were partially mediated by conflict frame, but only for positive affects. Practical implications – If seeking a constructive resolution, choose the right person (i.e. an individual with positive trait affectivity) and the right moment (i.e. the individual is in a positive mood state) to communicate disagreements. Originality/value – This paper sheds light on the prediction of conflict frame and conflict management behavior by testing trait affectivity and momentary mood simultaneously.

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Investigating the role of conflict management strategy on development of cooperative management

Management Science Letters ◽

10.5267/j.msl.2014.1.029 ◽

2014 ◽

pp. 425-428 ◽

Cited By ~ 1

Author(s):

Hosseinali Aziziha ◽

Ali Khodsetan ◽

Mahsan Hajirasouliha ◽

Ashkan Faraji ◽

Milad Isakhani Zakaria ◽

...

Keyword(s):

Conflict Management ◽

Management Strategy ◽

Cooperative Management

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Pengaruh Motivasi Intrinsik Komunikasi Verbal Kompensasi Finansial Terhadap Kinerja Individual Karyawan

Jurnal Ilmiah Manajemen Kesatuan ◽

10.37641/jimkes.v9i1.437 ◽

2021 ◽

Vol 9 (1) ◽

pp. 35-44

Author(s):

Afif Joko Purnomo ◽

Prayekti Prayekti ◽

Jajuk Herawati

Keyword(s):

Intrinsic Motivation ◽

Sampling Method ◽

Employee Performance ◽

Sampling Technique ◽

Individual Performance ◽

Verbal Communication ◽

Financial Compensation ◽

Civil Registration ◽

Individual Employee ◽

Communication Variable

ABSTRACT This study aims to examine whether the effect of intrinsic motivation, verbal communication, financial compensation, on individual employee performance. The research took place at the Department of Population and Civil Registration of Bantul Regency. The sampling method was nonprobability, and the sampling technique used purposive sampling. Data collection was carried out by means of a questionnaire which was directly submitted to the Department of Population and Civil Registration of Bantul Regency. The number of questionnaires that were processed was 48 questionnaires. Data were analyzed using SPSS 23 The results of the t-test research. has an influence on Employee Individual Performance (Y), Based on the results of data processing the Verbal Communication variable has a t-count smaller than t-table (1.024 <1.681) with a probability (0.312) greater than the significant level of 0.05, thus Communication Verbal (X2) partially has no effect on Employee Individual Performance (Y). 0.05, thus Financial Compensation (X3) partially has an effect on Individual Employee Performance (Y). And the f test can be seen that the calculated F value is 5.345 and the f table value is 1.681. The value of F count> F table and the sig value of 0.003 <0.05 (α) so that hypothesis 4 has a positive and significant effect on Intrinsic Motivation, Verbal Communication, Financial Compensation, on Kryawan's Individual Performance at the Department of Population and Civil Registration, Bantul Regency Key words: Influence of Intrinsic Motivation, Verbal Communication, Financial Compensation, Against Individual Employee Performance in the Department of Population and Civil Registration, Bantul Regency.

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To Understand the Team Cohesiveness, Teamwork Quality and Team Performance in Employee Performance in University

International Journal of Recent Technology and Engineering - 2 ◽

10.35940/ijrte.b1176.0982s919 ◽

2019 ◽

Vol 8 (2S9) ◽

pp. 853-858

Keyword(s):

Organizational Performance ◽

Team Performance ◽

Positive Impact ◽

Employee Performance ◽

Organization Performance ◽

Negative Effects ◽

Team Cohesiveness ◽

Positive Effects ◽

Overall Performance ◽

The Impact

The purpose of this research is to seek and identify the impact teamwork has on organizational performance. The research to understand the teamwork quality, team cohesiveness and team performance in employee performance, identify the positive or negative effects of teamwork on employees and to examine the impact of teamwork on organization performance. Therefore, it is to determine how teamwork could effect and improve University employee’s performance within the organization. In fact, it is also to understand on how methods like teamwork quality, team cohesiveness, and teamwork performance have could be used to have positive effects in employee overall performance. The research study used correlation techniques in order to analyze the relationship between two variables that was Teamwork and Organization Performance. In many of the journals and article that was collected, there was clear evidence that teamwork and other measures of team performance are positively related with organization performance. The study of the research shown that there was a significant positive impact of teamwork on organizational performance and employee’s overall performance.

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EMPLOYEE PERFORMANCE IN HIGH STRESSED INDIAN GARMENT INDUSTRY; A STUDY ON DESIGN & PRODUCTION HOUSE - STYLE VARIATIONS IN NEW DELHI (INDIA)

International Journal Vallis Aurea ◽

10.2507/ijva.7.1.2.77 ◽

2021 ◽

Vol 7 (1) ◽

pp. 25-38

Author(s):

Sharan Sharmila ◽

◽

Jha Vibhuti

Keyword(s):

Work Stress ◽

Work Experience ◽

Negative Impact ◽

Employee Performance ◽

Human Life ◽

Individual Performance ◽

Workplace Stress ◽

Work Place ◽

Individual Employee ◽

Production House

Being universal phenomenon, stress is experienced in everyday human life especially among individuals who work in different industrial set-ups at various levels of jobs. With changing work expectations, competition & environment, increasing workloads and work place politics, stress has become an integral part of employees’ life and affects individual performance. Also, due to an employee’s psychological and physiological reactions to work situation factors directly or indirectly influence the stress to appears, as resultant. Though certain level of work stress instigates the efficiency of work in positive but more stress causes negative impact on individual employee and in turn to organization too. Employees handle such stress without letting it influence their performances but fail to do so with growing work stress beyond certain level. On organization side, it also depends upon type of industry and nature of competition faced by the organization in market. On individual side, this stress impact on performance varies with work experience, demographics and length of service years. In order or assess workplace stress and its influence on individual employee, this study is done on a garment manufacturing organization in India, which is prone to high work stress due to its competitive nature of business.

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Team Perfectionism and Team Performance: A Prospective Study

Journal of Sport and Exercise Psychology ◽

10.1123/jsep.2013-0206 ◽

2014 ◽

Vol 36 (3) ◽

pp. 303-315 ◽

Cited By ~ 16

Author(s):

Andrew P. Hill ◽

Joachim Stoeber ◽

Anna Brown ◽

Paul R. Appleton

Keyword(s):

Team Performance ◽

Team Sports ◽

Personality Characteristic ◽

Latent Growth ◽

Team Members ◽

Individual Level ◽

Curve Modeling ◽

Personal Performance ◽

A Prospective Study ◽

Day By Day

Perfectionism is a personality characteristic that has been found to predict sports performance in athletes. To date, however, research has exclusively examined this relationship at an individual level (i.e., athletes’ perfectionism predicting their personal performance). The current study extends this research to team sports by examining whether, when manifested at the team level, perfectionism predicts team performance. A sample of 231 competitive rowers from 36 boats completed measures of self-oriented, team-oriented, and team-prescribed perfectionism before competing against one another in a 4-day rowing competition. Strong within-boat similarities in the levels of team members’ team-oriented perfectionism supported the existence of collective team-oriented perfectionism at the boat level. Two-level latent growth curve modeling of day-by-day boat performance showed that team-oriented perfectionism positively predicted the position of the boat in midcompetition and the linear improvement in position. The findings suggest that imposing perfectionistic standards on team members may drive teams to greater levels of performance.

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