and ego conflicts. The first is pseudo conflict. This conflict occurs because of the lack of understanding between individuals or parties. Next, simple conflict
happens because of the differences on definitions, ideas, goals, and perceptions between individuals. While simple and pseudo conflicts are caused by lack of
understanding and differences with others, ego conflict appears when personal differences occur to each individual in a group.
b. Causes of Conflict
Many causes can trigger conflicts. As Isenhart and Spangle 14-15 has written, there are seven common causes of conflicts. Those are data, interest,
procedures, values, relationship, roles, and communication. Data can be a source of conflict because everyone has different interpretation and source of data.
Therefore, data can make people argue each other. The second cause is the interest. Because of every person has his own interest, it can trigger a conflict if
he force his own interest to others. The next cause is the procedure. It can trigger a conflict when someone or
parties do not involve in a discussion if they do not agree with the procedures in solving problems. The fourth cause is the values. Values can be causes of a
conflict because everyone has different priority of values. The fifth cause is the relationship. In daily life, relationship can be broken if an individual does not
respect other. The sixth cause is the role. A conflict appears when individual has imbalance role among the rules toward his own roles. The last is the
communication. Communication can be the trigger of a conflict if PLAGIAT MERUPAKAN TINDAKAN TIDAK TERPUJI
miscommunication occurs. Miscommunication will make someone interprets the communication differently.
c. Style of People in Approaching Conflict
In this part, Isenhart and Spangle 26-27 propose five common ways that describe on how someone approaches the conflict. They are avoiding style,
accommodation style, comprising style, competitive style, and collaborative style. The first is avoiding style. Avoiding style means that someone denies if
there is a conflict in his or her life. Usually, he or she avoids talking or discussing the conflict. Avoiding style is done because the person does not want any goals,
achievements, or solutions. The next style is accommodation style. A person or a party sacrifices his or her interest. He concerns to other’s interest so that they can
achieve a resolution. This style happens when a person or party feels impossible to achieve the goals. The next is comprising style. In this style, each party
sacrifices part of his or her interest to achieve the negotiation. It means that both parties need to do a negotiation since they have the same goals that require a
quick resolution. The fourth style is competitive. Competitive means compete with others,
uncooperative behaviour and self focused. This style is effective when a person faces a condition that needs a quick resolution. The last style is collaborative.
Unlike competitive style which is self-focused and uncooperative, collaborative style is listening to other’s interest, issued focused, and has an empathic
communication. That is why collaborative style will form a long term relationship with other. It requires the cooperative behaviour from both parties.
d. Resolution of Conflict
