e. Conflict Resolutions
People have different opinion or ideas which could lead to a conflict. The same ways happen when people try to solve the conflict. Experts have their
opinion in solving the conflict. Worchel and Cooper suggest for those who have the intrapersonal conflict
to aware with the types of conflict they have. Worchel and Cooper 1974: 460- 464 propose several resolutions for the intrapersonal conflicts. In approach –
approach type, people can solve the conflict by defining the motivation to the goal they want to achieve more. The most potential ways to solve the avoidance –
avoidance conflict is by leaving the conflict. This conflict is hard to solve because the nearer the negative goal is, the higher the drives to avoid it. An approach –
avoidance conflict hardly has resolution because the person can not make any decision to solve it. In double approach – avoidance, there are two sub-types of
resolution. The first sub-type is determining one goal and as a consequence giving up the other option. The second sub-type depends on the value of each goal. When
the positive aspects of goal are higher than the negative, the goal can be reached and the reverse.
Considering the ability of the individual in controlling the conflicts, Beebe, Beebe and Redmon 1996: 314-326 propose four conflict management
skills. The first is managing emotions. The early signs of recognizing people being in conflict are anger, fear, frustration, and sadness which flow rapidly.
However, individuals should manage their emotions since deciding an action in such condition will lead them to difficulties of taking logical and rational
approach to solve the conflict. The second is managing information. Assuming PLAGIAT MERUPAKAN TINDAKAN TIDAK TERPUJI
that most conflicts arise from uncertainty, misinformation, and misunderstanding, the next step is to manage the conflict which concerns with how the individuals
manage the information. By managing the information, the individuals are closer to the step of avoiding the conflict because of uncertainty, misinformation, and
misunderstanding. The third is managing goals. Conflict might happen because of the different opinions among individuals. Therefore, it is important to understand
each goal and identify where they overlap. The last is managing the problems. Managing the problems means defining the problem, analyzing it, then,
determining the goal, generating several solutions, and last selecting the most applicable solution.
Besides the ability of controlling the emotions, individuals also should determine their mind in ending the interpersonal conflict to achieve a better
condition. There are three manners of taking decision to do or not to do something in facing the interpersonal conflicts Alder and Towne 1990: 376-380. The first
one is win – lose. In win – lose problem solving, an individual reaches his or her goal while the other does not. For that, there is only one side that feels satisfied
with the result of the conflict. The second one is lose – lose. Neither side is satisfied with the decision made. Even though this manner is a discouraging
approach, many conflicts occurs in this manner. The last one is win – win. This manner tries to find the result that satisfies both sides. In this manner, there is no
involvement of giving up something or finding the correct solution for everybody. Instead, this manner succeeds when the individuals find the right answer, which is
the best for each side, to solve the problem. The experts above define the resolution for different conflict. Worchel and
Cooper give their suggestion only for those who have the intrapersonal conflict and Alder and Towne give their opinion about the resolution for interpersonal
conflict. Isenhart and Spangle have their own approach to solve both intrapersonal and interpersonal conflict. According to Isenhart and Spangle 2000: 45- 152,
there are five alternatives to achieve the resolution for the conflicts; they are negotiation, mediation, facilitation, arbitration, and judicial process.
The first alternative is negotiation. Negotiation is as much about a state of mind as it is a strategic choice for managing problem. In negotiation, the conflict
is resolved by the compromise between the parties peacefully to achieve the mutual goal for both sides. In this conflict resolution, third party is not needed.
There are two types of negotiation; those are integrative and distributive. Integrative negotiation is a constructive and problem solving process. Both parties
rarely use threats or demands in order to achieve a goal compatible with the goal of others. Both parties exchange the information, then, they identify the problem
while protecting their relationship and interests. The distributive approach is also known as a bargaining approach. In this negotiation style, both parties state their
goals and their advantages in achieving the goal. They force the other party through demands and threats. Parties do not concern the relationship with other
parties or their interest. The second alternative is mediation. This alternative is a problem solving
process in which the third party is needed. The participation of the third party is only to guide the parties, which are in conflict, to discuss their problem together.
The third party appears as a neutral party who has no right to argue or influence in the achievement of the decision.
The third alternative is facilitation. This alternative also needs third party’s help in resolving the conflict. Here, the third party acts as a facilitator who creates
the collaborative discussion process. The process might use many techniques such as brainstorming, opinion surveying or image building. Usually this alternative,
facilitation is applied in a conflict with a large size of groups and is a complex conflict.
The fourth alternative is arbitration. It is applied when the parties can not find the beneficial goal for both parties. Then in the process of resolution, the
third party is selected by the conflicting parties. The role of the third party arbitrator is to make the decision. However, the norms and the rules of the
process itself still depend on the parties’ agreement. The last alternative is judicial process. It combines legal and non legal
procedures, social norms and legal laws in the process of conflict resolution. The third party in this conflict resolution is court. This alternative is chosen after all
the alternatives are failed to be applied.
B. Women in Chinese Culture
In Chinese culture, women status changes during time. In the early twentieth century, women were subordinated to men. In this section, this study
discusses more about women status in the early twentieth century. Since infant period, a girl baby was already treated differently. It was a
birth of a son that was celebrated. Besides, Chinese girl baby were more likely to suffer from infanticide in poor family. Yet presumably they must have made up
about half of the population, or perhaps slightly less, for in hard times girl babies PLAGIAT MERUPAKAN TINDAKAN TIDAK TERPUJI
Kategori