Exploring the Conflict Management Process: A Case Study of the Department of Labour in Malaysia

Conflict is a phenomenon of negative emotional feelings and reactions that arise between parties with different opinions, ideas and views. Conflict in an organization is almost unavoidable. Conflict might happen between an employer and an employee when there is dissatisfaction or disagreement between them towards certain work situation. The employee sometimes does not have a mutual understanding with his employer regarding certain issue until the end. This will lead to the involvement of a third party to help them resolve the problem. In Malaysia, the Labor Department is responsible for managing conflict between an employee and his employer. To ensure that the conflict is being handled effectively and efficiently, it is crucial for the Labor Department to have a set of strategies to help them in the conflict management process. However, our preliminary investigation shows that there is no standard or specific work process being used by the department. Every officer used their own method in managing the conflict assigned to them. Thus, it caused the department not being efficient in handling the cases. To address this issue, this study explores the process of conflict management carried out and proposed a standard procedure of conflict management that can be used by the Labor Department. This research adopted the qualitative method using a case study approach and aimed to understand the elements involved in the process of conflict management. Data was collected using semi-structured interviews involving five respondents consists of officers in the department. The results of this research have identified nine elements in the conflict management process. Results from this research could be used by the Labor Department in strategizing their method of managing conflict handled by the department. By having a standardized method, officers could handle the task more smoothly, thus increase the efficiency of the department and customer satisfaction and help the department to continue to be competitive and able to serve their customer better in the future.

PENGARUH PENDAPATAN, LAMA KERJA DAN STATUS FAMILI TERHADAP REMITAN TENAGA KERJA WANITA PROPINSI NUSA TENGGARA BARAT

This research took place in West Praya subdistrict (Mangkung Village), Jonggat subdistrict (Puyung Village). All places was in Central Lombok Region, West Nusa Tenggara Province. The objective of this research is to know the factors that influence the number of remittance including it’s contribution toward household income, the changes of attitude according to environmetal perception and working ethos and also to know the influence of workers mobility toward the sustainable development in their region. This research have 90 respondents. 30 respondents represent return migrants, 30 respondents represent potensial migrants and 30 respondents respresent household migrant. The data of income, working period, and family’s status is taken from labor department. The result of this research shows that the income factors of destination country, working period and family’s status, influence the numbers of remittance. The income of household migrant and return migrants (which are 75,73% and 76,74%) increased because of the workers mobility. This situation also can bring positvef influence toward the environmental perception and working ethos, as well as giving contribute to sustainable development in their region.

PENGARUH PENDAPATAN, LAMA KERJA DAN STATUS FAMILI TERHADAP REMITAN TENAGA KERJA WANITA PROPINSI NUSA TENGGARA BARAT

This research took place in West Praya subdistrict (Mangkung Village), Jonggat subdistrict (Puyung Village). All places was in Central Lombok Region, West Nusa Tenggara Province. The objective of this research is to know the factors that influence the number of remittance including it’s contribution toward household income, the changes of attitude according to environmetal perception and working ethos and also to know the influence of workers mobility toward the sustainable development in their region. This research have 90 respondents. 30 respondents represent return migrants, 30 respondents represent potensial migrants and 30 respondents respresent household migrant. The data of income, working period, and family’s status is taken from labor department. The result of this research shows that the income factors of destination country, working period and family’s status, influence the numbers of remittance. The income of household migrant and return migrants (which are 75,73% and 76,74%) increased because of the workers mobility. This situation also can bring positvef influence toward the environmental perception and working ethos, as well as giving contribute to sustainable development in their region

PERAN DINAS SOSIAL DAN TENAGA KERJA KABUPATEN SIDOARJO DALAM PEMBERDAYAAN ANAK JALANAN DI KECAMATAN SIDOARJO

The aims of this research were to describe the role of Social and Labor Department in empowering homeless children in Sidoarjo Subdistrict and to know the type of the empowering that has been done by Social and Labor Department in reducing the number of homeless children. The research method in this study used qualitative with descriptive approach. Based on research result, it is known Social and Labor Department Sidoarjo Regency has big role in empowering homeless children in Sidoarjo Subdistrict. However, there were causing factors that increased the number of homeless children. It was attitude of homeless children which is free life and they were difficult to be handled. Consequently, Social and Labor Department Sidoarjo Regency has strategy to handle homeless children that is by giving religion and moral guidance; increasing the training, developing and creativity of homeless children; developing for parents and health; and also cooperating with involved SKPD such as P2TP2A, BPMPKB, Bappeda, Education Department. This strategy was done in attempt of giving provisions to homeless children so that they will be able to interact better in society which appropriate with courtesy norm, this condition is the opposite with their condition before the developing and training is done.