6 e.
Conversation of others The readers can also determine the character’s personality from the
conversation between the characters in the story and from what other characters say about him or her.
f. Reactions
The personality of the character can also be seen through the way he or she gives a response to an event or situation happening to him or her.
g. Direct comment
The author directly gives his or her opinion of what kind of person his or her character is
. h.
Thoughts The readers can have an insight of the character’s personality in a literary
work through what is on the character’s mind. i.
Mannerism The character’s personality can also be seen through his or her action.
3. Theory of Conflict
a. Definition and Types of Conflict
Conflict can be divided into two types, namely intrapersonal conflict and interpersonal conflict Worchel and Cooper, 1979. The intrapersonal conflict is a
conflict when a person has to make a decision between two or more different choices. Meanwhile, the interpersonal conflict is a conflict between two or more
individuals.
7 Moreover, Lewin, as cited in Weiner 1980, defines a conflict as a
situation in which many opposing forces are acting upon a person, causing the person to move into different direction. Further, Lewin has classified a conflict
into three types, namely “approach-approach”, “avoidance-avoidance”, and “approach-avoidance” as cited in Weiner, 1980, p. 154. These types of conflict
are explained as follows. The first type of conflict is approach-approach. The conflict appears when a person deals with two attractive goals. The conflict is
unstable since it is easy to solve. The second type is avoidance-avoidance conflict. A person faces this conflict when he or she deals with two unattractive goals. The
conflict is stable since it is usually difficult to solve. The third type is approach- avoidance conflict. A person experiences this conflict when he or she deals with a
goal which has both attractive and unattractive aspects. Moreover, this conflict seems stable because it cannot be solved easily.
b. Conflict Resolution
Decenzo and Silhanek 2002 propose several ways that can be used in dealing with conflict; they are “pick your battles”, “know who is involved”,
“determine the conflict source”, and “respond to the conflict” pp. 288-291. The first is pick your battles. In this case, a person is doing nothing. It seems that an
individual is trying to escape from the conflict. Yet, sometimes this skill is effective, especially when the conflicting parties want to continue the
disagreement or when the situation is hard to handle. The second is know who is involved. In dealing with conflict, a person tries
to face it by considering the key players. The key players are the persons involved
8 in the conflict, the interest, the importance, the character, the feelings, or the
assets of each party. The third is determine the conflict source. In dealing with conflict, a
person can try to find the reason that triggers the conflict. There are two sources that commonly cause a conflict, namely communication or personal differences.
Decenzo and Silhanek 2002 state that communication differences are conflicts caused by “difficult semantic misunderstanding, or unpleasant sound in
communication channels” p. 290. Meanwhile, personal differences are differences which result from an individual’s value or belief.
The last is respond to the conflict. There are some responses in coping with conflict, such as avoiding, accommodating, compromising, forcing, and
collaborating. In avoiding style, a person usually tries to deny or to escape from a conflict. Accommodating style refers to approaching a conflict by sacrificing
one’s own interest or concern while giving others a chance to get what they want. Compromising style is used when a person is sacrificing their own interest
partially in order to meet an agreement in satisfying both interests. Forcing style enables one party to achieve his or her goal while others have to lose their goals.
Collaborating style is approaching a conflict by satisfying the interests of both parties.
Moreover, Borisoff and Victor 1989 propose two ways in dealing with conflict, especially when a person cannot solve his or her conflict on their own.
Thus, a person needs someone else to be involved in handling the conflict. They are mediation and arbitration Borisoff Victor, 1989. A mediator must be
9 someone who is neutral and helps the conflicting parties to determine and
understand all the facts. Meanwhile, an arbitrator is a third party who manages the differences and makes a decision.
C. Theoretical Framework
