PRINCIPAL ROLE AS MEDIATOR IN THE CONFLICT - ADISA SMAN 6 MADIUN

PRINCIPAL ROLE AS MEDIATOR IN THE CONFLICT
BETWEEN TEACHERS RESTRUCTURE APPROACH THROUGH EMOTIONAL INTELLIGENCE

ABSTRACT
With the aim of developing a better school organization, the Headmaster oftens face various problems the which rose from various work methods of each school personnel. Those methods work Often Inappropriate or even oppose against the organizational goals. The reality the which is Often Appeared at school is that teachers Often arrive late to work and leave early, absence with all kind of s good, indifferent to the work environment, like to detach him / herself from the association, would like to start arguments with other teachers, aggressive thinking, strikes, damaging the school equipments and small Also lifting (Owens, 1991).
Beside the phenomenon Mentioned above, there are teachers who works Diligently Also, discipline, sensitive to environment and others, and Also loyal to the organization. Picture of Reviews those differences could represent the appearance indicator of conflict situations (Owens, 1991). Conflict means the existence of opposition or different ideas Among people, groups, or organizations (Schermerhorn, 1986). Considering the existence of growth and changing in the management area, therefore if different opinions, beliefs, and ideas Also arose.
It makes sense that if people work along for a very long time in order to pursue the common targets, the assumption that the different ideas Among them would arose. (Wexley & Yukl, 1984; Winardi, 1994)
 Conflict Viewed as a very interesting process in management, Because conflict itself intrinsically represent the dynamic process that can be seen, elaborated, and analysed (Wahjosumidjo, 1993). Conflict can occur Among individuals, groups, and Organizations. If two individuals hold on to a vision the which is opposed against one another, and they never compromised, Also when each of them withdraw different conclusion and growing niche to be intolerant, hence the conflict would arose.
When conflict takes place in the management area, it can Affect the individual performance. If that indication does not a accommodate, a serious problem arose and would Affect the work mechanism. The control effectiveness would take an important part on the performance (Brown, 1983; Blake & Mouton, 1984).


ABSTRACT
In order to establish the organization of school principals are often faced with the problem of organization that comes from diversity and particular style of each school personnel are often not appropriate or even against the wishes of the organization. The fact that is often encountered in school include teachers often come late and go home prematurely, often do not go to a variety of reasons, indifferent to the working environment, like seclusion of the association, likes to make trouble with his fellow teachers, think aggressive, strike, school equipment damage and theft on a small scale (Owens, 1991).

 In addition to the above-mentioned phenomena are also teachers who work with passion, disciplined, sensitive to the environment and others, as well as loyal to the organization. This description of the shape difference as proposed is an indicator of the appearance of a conflict situation (Owens, 1991).
Conflict means any opposition or disagreement among people, groups or organizations (Schermerhorn, 1986). Given the wide range of developments and changes in management, it is very rational if disagreements arise, beliefs and ideas.
In addition, when people cooperate closely with each other and in particular in the context of the pursuit of objectives general, it is reasonable to assume that the air-immediate long time, definitely there will be differences of opinion between them (Wexley & Yukl, 1984; Winardi, 1994).
Conflict is seen as a very interesting process in management, because the conflict itself is essentially a dynamic process that can be seen, described and analyzed (Wahjosumidjo, 1993).Conflicts can occur among individuals, groups, and organizations. If two individuals each held the view that totally contradict each other, and they never compromise, and each draw different conclusions, and if they tend to be intolerant, then certainly there will be conflict.
In terms of attendance management conflicts may affect the individual's performance. If these symptoms are not accommodated, can lead to serious problems and interfere with the mechanism of action. The effectiveness of control may affect the performance (Brown, 1983; Blake & Mouton, 1984).
A. Types of Conflicts
In an organization, there are conflicts substantive (substantive conflicts) and conflicts are emotional (emotional conflicts) (Walton, 1989). Conflicts substantive includes mismatch understand about things like: goals, allocation of resources, distributions rewards, policies and procedures as well as the assignment of work.
While the emotional conflicts arising from feelings of anger, mistrust, resentment, fear and opposition, as well as personality clashes (Walton, 1989).
Similarly, the conflict has destructive side, as well as the constructive (Robbins, 1974; Yukl, 1994). Destructive conflict cause harm to individuals, organizations, or individuals, and organizations. Detruktif conflict occurs when two employees can not cooperate due to the hostility between individuals among them. These conflicts have a negative impact on the survival of the organization.
There are various losses incurred due to destructive conflict, where the loss of people involved in it include things like:
1. Feelings of anxiety or seized2. The intensity of communications is reduced drastically3. Competition is increasing in intensity4. Attention is increasingly shrinking toward a common goal.
Destructive conflicts that arise as a whole can lead to reduced effectiveness of individuals and groups, because the symptoms of the shrinking productivity and satisfaction.
Conflicts constructively cause benefits to the individuals and organizations involved in it. The advantages that can be achieved from the conflict are instructive:1. Creativity and innovation are increased.Due to the conflict of the people working on making them perform work or behave in ways that are good.
2. Efforts to increase.Conflict can lead to overcome apathy and may cause those involved to work harder.
3. The bond between members of the group stronger.Conflicts can lead to the strengthening of group identity, strengthening the commitment to achieve common goals;
4. Tension shrinking.Conflict can help the shrinking tensions between individuals (1999).
Whether a particular conflict will be beneficial or not for an organization will depend on its leaders. Therefore, the head of the organization should not negate the conflict, but the conflict minimize the adverse and favorable mengfungsionalkan conflict. How mengfungsionalkan conflict that has positive effect (benefit) is highly dependent on how mengaelola. Here, the principal can be categorized as a manager of an organization (school).As a manager, head sekolahn should be able to arrange for all the potential of the school in order to function optimally. This can be done if the principal is able to perform management functions well, include (1) planning; (2) organization; (3) guidance; and (4) surveillance.In terms of leadership, a school principal may need to adopt a transformational leadership style, so that all the potential that exists in the school can function optimally. Transformational leadership can be defined as a style of leadership that prioritizes the provision of an opportunity, or push all the elements that exist in the school to work on the basis of the value system (values ​​system) sublime, so that all the elements that exist in schools (teachers, students, and employees) willing and without coercion, to participate optimally in achieving the ideal school.A trait that has successfully implemented a transformational leadership style (Luthans, 1995: 358) is as follows: (1) identify themselves as agents of change (reform); (2) has a daredevil nature; (3) trust others; (4) act on the basis of the value system (not on the basis of individual interests, or on the basis of interests and insistence cronies); (5) improve the ability to continuously; (6) have the ability to deal with the situation is complicated, unclear and uncertain; and (7) have a vision for the future.To improve the performance of teachers, then one of the efforts to be made by the principal is doing managing conflicts that occur in schools, meaning that destructive conflict which affect the achievement of the goals of the school is minimized, and the conflict is directed at the instructive power of organizational productivity.Each school principal today face various kinds of problems of conflict, within their respective schools. In general, people assume that conflict is always negative impact. In fact, under certain conditions it conflicts need for organizational change and development interests. Therefore, knowledge about techniques and how to manage conflict effectively is so important organization controlled by the principals.
A discussion on how or organizational conflict management refers to the opinion of Robbins, 1974; Walton, 1989; Hanson, 1991; Owens, 1991; and Goleman, 1999; namely: (1) techniques to avoid, (2) engineering competition (command authoritative), (3) techniques accommodation (leveling), (4) technical compromise, and (5) technical collaboration (cooperation) or problem solving. Such techniques can be applied in educational organizations (schools), yet also such techniques can be combined with the idea of ​​emotional intelligence Goleman.
B. EQ (Emotional Quotation)Emotional intelligence can be defined as self-control, zeal, and persistence, and the ability to motivate yourself and endure the frustration, the ability to control impulses and emotions, not exaggerating pleasure, set the mood and keep the load stress does not cripple the ability to think , to read and understand the inner feelings of others (empathy) and pray, to maintain relationships with the best, the ability to resolve conflicts, and to lead. (L.Verina H. Secapramana, 1999).
Goleman (1995) suggests that emotional intelligence, as a deterrent to conflict. The effectiveness of the use of organizational conflict management techniques by the principal will have a positive impact for the achievement of the organization as indicated by Goleman (1999) that one of the qualities of a leader is the ability to control the conflict, so as to create a favorable climate in the work environment leads.
Given that the conflict can not be avoided, then a good approach is applied by a leader is trying to exploit the conflict approaches such a way that the conflict be appropriate and effective to achieve organizational goals desired. "Approach conflict as a normal part of behavior can be used as a tool to promote and achieve the desired changes (Winardi, 1994: 58).
In general, conflicts in schools caused by things that are academic and non-academic, such as differences of opinion about the concept of education, things that happen when a meeting and others, which greatly affect the productivity of the work of the school personnel ,
C.Situasi-Conflict SituationsThe principals and devoted much of their time in dealing with conflict situations that arise in their school. Conflict is a problem that concerns the man in the organization. The whole issue concerning human terms is complicated and if not constructed properly, will damage the organization. Conversely if handled carefully, will be an essential factor in the organization's objectives. Therefore Goleman (1995) suggested that in order to deal with such situations, the efforts to develop the skills of conflict management is very important.
Conflict situations are: (1) conflict within the individual himself; (2) interpersonal conflicts; (3) conflict between groups; (4) inter-organizational conflict (Goleman, 1995; Yukl, 1994).
Conflict within the individual's ownEvery conflict can be devastating for the person or persons connected with them. Among the conflicts that can potentially worrying can be called conflicts involving the individuals themselves. Conflicts can occur when we get excessive load or if we receive too many responsibilities. If we can not deal with conflict within ourselves, there will be stress. Stress is an additional product that often appear to conflict within the individual's own (Coleman, 1987).
Interpersonal conflictsInterpersonal conflicts occur between one or more individuals. Nature sometimes is substantive or emotional. Everyone has had experience with interpersonal conflicts; This type of conflict is the main form of conflict faced by managers. Caused by the confrontation with one person or more, and the things we want to avoid.
Inter-organizational conflictConflicts can also occur between organizations. In general, such a conflict in light of the competition between one company with another company in achieving their stated objectives.
Understanding the conflict situationHandling conflict situations successfully, requires the ability to understand the processes and the underlying elements. Conflicts that arise may be constructive in terms of taking the best decision for the benefit of the organization, or otherwise can become destructive due to the nature of the hostilities.
Factors to be considered in a conflict situation, among other things: (1) the differences of the facts; (2) the difference of methods; (3) differences about the objectives; (4) differences about values ​​(Brown, 1983).
To resolve the differences of the facts, should a manager dispenses information obtained; should be taken to check the validity of the data; the data collected should be from credible sources.
To resolve the differences on the methods, should be the common goals of the organization to keep in mind; to understand the differences in progress should be considered as differences about the tools.
To resolve the differences about the objectives of each objective should be the manager need to be discussed, and if necessary should be revised and should be compared with the objectives to be achieved by the organization. In order to resolve differences about values, should be pursued to determine which area of ​​the overlapping values ​​and containing certain consistency-consistency.
Similarly, managers who view conflict as a negative opinion that the conflict should be avoided. In such conditions, the conflict would be seen as an aggression (assault), violent and destructive competition. A negative view of this conflict will color an attitude that always wants to "win", where one of the parties achieve what they want at the expense of the other party desires. Thus the negative emotions personnel will inhibit the breakdown of an issue fairly, because feelings and empathy and harmonious communication as an important thing (Goleman, 1999) neglected.On the other hand such as in modern organizations, considers that the positive potential of conflict to develop the organization's performance. Therefore, the conflict should not be avoided, but it needs to be managed and directed at solving the results that have a positive contribution to the effectiveness of the organization. There was also a manager who see the conflict in a positive way, ie, as a moment which can be a source of inspiration need for problem solving and decision making.
Positive and negative impacts of a conflict the organization is highly dependent on the ability of a manager to handle it. Conflicts that are too high or low in general destructive consequences for the life of the organization. While the advantage of a conflict would be obtained if the manager is able to motivate subordinates so not much distortion behavior of the organization's objectives and work standards.
D. Conflict ResolutionA school principal as the manager of the organization, could be the main parties in the conflicts that occurred, meaning a person actively involved in a growing conflict. A school principal often asked for help to act as the mediator in the conflicts that occur in schools. Anyway, in any case, a school principal must be a skilled participant in the dynamics of conflict, suppose to be implemented is not the result of constructive and destructive results.
Conflict resolution in the organization of the school is largely determined by the ability of the principal as the manager of the organization. With its influence and authority of the school principal is obliged to empower the entire resources of teachers and other personnel in order to improve organizational effectiveness. One of the capabilities demanded owned by the principal is the ability to resolve the conflict properly.
Likewise, Goleman (1999) suggested that a person who has the skills to resolve conflicts must be: (1) diplomacy and tactics to calm people in a state of tension, (2) identify matters that could potentially be a conflict, resolve disagreements openly, and help cool the situation, (3) encourages open debate and discussion, (4) drove to an acceptable solution or a win-win.
Diplomatic strategy and tactics soothe people who are facing tensions can be done by detecting the source of the problem as early as possible is the cause. Therefore, a school principal should be willing to listen to the hearts and feelings of others in addition to trying to empathize with problems and thoughts, feelings being experienced by the person. This means that in conflict management organization, and psychological aspects of human relationships is the determinant factor.
Likewise, Goleman (1999) suggested that the ability to "influence" of leaders was instrumental in solving organizational problems. Ability to influence must be understood that not only affects the work but also affects to understand the psychological aspects of others.
Besides negotiating skills in resolving conflicts is also important. A manager is required to be menegosiasilan people or groups involved in the conflict, and it should be understood that these negotiations psychologically charged. By negotiation, then those involved in the conflict can communicate and discuss best look for alternative solutions.
Goleman (1999) presents three styles of negotiation, namely: (1) solving the problem, where each trying to find the best solutions by working through the differences that exist, locate and solve the problem, so everyone achieve profitability as a result. (2) compromise, in which both parties to be cooperative and assertive; implementing bargaining efforts to reach solutions acceptable, that no one feels that he won or lost absolutely. (3) aggression, where one of the parties to impose the will to others.
Of the three forces, it seems that kompromilah style is a style that might be acceptable to both sides because it is a win-win style. Style compromise is that it can benefit all parties involved in the conflict. Win-win conditions negate the reasons for continuing or renewing the existing conflicts, because there is nothing inevitable or stressed. All relevant issues debated and discussed openly.
The main prerequisites that must be held to resolve the conflict as described above is in need of emotional skills such as self-awareness, self-confidence, empathy and self-control. It should be emphasized that empathy does not mean to give in to the demands of other parties, as well as understanding other people's feelings does not necessarily agree with that, but it must have strong standards and principles. Adhering to the principle of non-lethal means of empathy but both need to be integrated and aligned in organizational life.
E. Principal as Mediator (Mediator)A manager is someone who in a particular organization has one or several subordinates. Similarly, a school principal, has subordinate namely teachers and administrative employees.
This means that every school principal, always face the possibility to be involved in the conflicts that occur as a mediator (intermediary) or third parties. As a third party, the principal's example can help the subordinates in this case the teachers and administrative employees resolve interpersonal conflicts, or it can help resolve conflicts between groups that are under his domain.
A very important role as a mediator. The role can be implemented through two kinds of different approaches, namely: (1) active intervention, and (2) the facilitation of (Robbins, 1974; Winardi, 1994).
Active interventionA school principal can perform various kinds of action to bsecara active in efforts to resolve conflict situations. Such efforts may include appeals kerpada conflicting parties to remember the lofty goals of the organization, so as to cause them to subside in terms of conflict.
FacilitationThe second approach towards mediation, is through the role of facilitator. This approach is very personal, and it is necessary for communication skills.
Active listening, very useful for a principal as a mediator, as well as the free flow of communication should be developed, in order to reach the core of the problems that exist. Interpersonal conflicts, often complicated by high emotions, causing behavior that does not seem entirely unreasonable, irrational, and not logical for people watching as outsiders. Effort from outside parties to carry out the intervention, it will probably cause a reaction of hostility, aggression and feelings of anxiety and fear arise.
In such situations, the role of a school principal as a mediator is to apply communication skills and interpersonal skills among the parties involved in the conflict in question (Goleman, 1999; Cox & Cooper, 1998; Bennis and Nanus, 1985). Communication skills is to talk about feelings effectively; be a good listener and questioner; distinguish between what is done or said to someone with his own reactions or judgments. While interpersonal skills are upon ability to deal with the crowds, and diplomatic and calculating.Principals should avoid the creation of a pattern of relationships with teachers who rely on power, and instead need to promote functional cooperation. He also had to refrain from one-man show, on the contrary should emphasize cooperation kesejawatan; avoiding the creation of a working atmosphere which is too scary, and instead need to create the conditions that make all the teachers confidence.The school principal also must refrain from rhetoric discourse, on the contrary need to prove the ability of professional work; and avoid in order not to cause a teacher's job becomes boring.COVERDiscussion about managing conflict studies teachers become interesting until now. A conflict occurs when one or both sides showed hostility and hindering efforts to achieve each goal. Conflict is a natural part of social processes, and occurs in all organizations.
There are various kinds of leader behavior concerning conflict management approaches such as: mediating conflicts, explains the importance of cooperation, stressing common interests, conduct team building sessions, and others. But all of them are unable to resolve the conflict. One approach that can be used to manage the conflict is emotional intelligence approach