Types of Conflicts Theory of Conflict

objectively so that they can find the solution. The last is the parties have an opportunity to assume greater responsibilty . Greater responsibility is given to find the solution of differences. It means that the parties are free to make the best decision to their problem. Another task of mediator is to be a motivator. It means that mediator should motivate the parties to keep a good relationship. While the third way is called facilitation. Similiar to mediation, facilitation also requires the individual to be an unbiased person. A facilitator helps people by some clearly and definitely systematic steps in order to achieve the result succesfully p. 107. Mediation and facilitation use dialogue to solve the conflict. The fourth is arbitration. In this way of coping with conflict, people who experience conflict need the third person or the arbitrator. The task of the arbitrator is to listen the subjects of conflict and make the decision for them p. 130. The last way is judicial processes. Isenhart and Spagle 2000 explain judicial processes in five categories. They are fact finding, early neutral evaluation, dispute review board, mini trial, and summary jury trial. Fact finding provide a third person from the court to examine a conflict carefully. Early neutral evaluation is used for handling personal injury or employment discrimination. Dispute review board is used for handling large infrastructure planned works with high bad possibility and responsibility contract. Mini trial allows the parties in “a nonbiding, voluntary, and structure hearing normally 2-3 days to resolve disputes over issues such as product liability, antitrust, contract, patent infringement, and employee grievances” Isenhart Spagle, 2000, p. 150. The last is summary jury trial. It involves some nonbinding steps in resolving the conflict. Another conflict resolution is from Decenzo and Silhanek 2002. They propose some conflict resolutions that they call as “Conflict-handling skills”. There are four conflicts-handling skills. The first one is pick your battles. It means that when we encounter a difficult conflict, the most suitable response is to do nothing. Do nothing perhaps sounds that we attempt to escape from the conflict but actually it is really effective when the situation becomes not possible to manage p. 288-289. The second conflict resolution is know who is involved. This way is different from the first one because this way is for those who want to face the conflict rather than to escape it. It is essential for us to know the “key players”. The examples of key players are the person who is taken part in the conflict, the interest of every group, the importance, the character, the emotion, and the valuable possession or the quality of every person p. 289. Next is determine the conflict source. It means that conflict happens with reasons. So that we have to look for the reasons beyond the conflict. There are various causes of conflict but commonly the cause is from the communication differences or personal differences. Communication differences are disputes emerging from difficult semantic, misconceptions, or unpleasant sound in the communication channel. While personal differences are the conflict from individual unusual habits and beliefs p. 290. The fourth conflict-handling skill is respond to the conflict. There are four ways in responding to the conflict. They are avoiding, accommodating, forcing,