Internal conflicts within the organization is often the case in the dynamics of the organization. Such conflicts often result in only negative thing, which would harm the organization (company). Efficiency and effectiveness in a social unit (organization) will move down with the emergence of internal conflicts. This is in line with the statements contained Gede Prama in his book titled "Leadership Practices Under Water" that we need in yag bukanah company's corporate culture, management strategies or other advanced management concepts, but the lobby and the ability to manage internal conflicts. In an article entitled "Strategic Outcomes of Human Resources Management", Paul A. Heavens to illustrate the relevance level of internal conflict in managing the company. He divides 4-level relationships between organization and its environment, as follows: 1. Internal Focus. This type of company is competing with itself. Therefore, equity and human relationships become very important. 2. External Focus. This stage the opposite of the first. The focus is intended to competitors, because life and death of companies focused on the company's ability to compete, so that every step must be consistent with competitive strategy. 3. The Organization Environment Focus Boundary. Here emphasizes innovation and flexibility in managing the key. Because this stage occurs in competition and outside the company, then agitate with a sense of innovation will change, and stability is created through the psychological security. On the other hand, the sanctions could encourage optimal performance. 4. The Inter Unit focus. Business consisting of many units emphasized the importance of the relationship between business units in managing the business. All four models are presented Paul A. Heavens above, allows the internal conflict at every level (stage). However, the first stage and third stage also has a high degree of relevance of the internal conflict. So, in a social unit management strategy is required (action) in conflict resolution efforts, so that the dynamics and the ideals of the organization can run well. More information about conflict resolution models in the organization, please click here...
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