In the Name of Allah, the Most Gracious, the Most Merciful

1
(In the Name of Allah, the Most Gracious, the
Most Merciful)
2
Tools in Managing Islamic Institutions

• 5) CONFLICT
• MANAGEMENT

3
Conflict Definition

• A conflict is an expressed struggle between at
  least two interdependent parties
• who perceive incompatible goals, scarce
  resources, and interference from others in
  achieving their goals.

4

• Conflict may be defined as a struggle or contest
  between people with opposing needs, ideas,
  beliefs, values or goals.
• Conflict management is the principle that all
  conflicts cannot necessarily be resolved, but
  learning how to manage conflicts can decrease the
  odds of nonproductive escalation.

5
Source of Conflict

• Competition for limited resources
• Differences in values and beliefs
• Task interdependence
• Jurisdictional ambiguity
• Status struggles
• Communication barriers

6
The Nature of Conflict

• Conflict is the essence of human life
• Comes from Allah to man as vicegerent
• Internal personal conflict (Inner self)
• Intra personal conflict
• Inter group conflict
• Intra group conflict

7
Conflict between Rights

• The right of Allah and human
• The right of society and individual
• The right of daaruri / haaji / tahsini

8
How to solve.

• Identify real problem
• Identify root to the problem
• Seek solution from al-Quran al-Hadith
• Seek solution from the interpretation of al-Quran
  and al-Hadith
• Select the best solution based on the evidence
  (Not individual interest)
• Solution match with the needs from al-Quran and
  al-Hadith
• Organizational needs is prior than individual

9
Conflict Management Strategies
AVOIDING
FORCING
COLLABORATING
ACCOMODATING
COMPROMISING
10
Conflict Management Strategies

• There is a menu of strategies we can choose from
  when in conflict situations
• Forcing - using formal authority or other power
  that you possess to satisfy your concerns
  without regard to the concerns of the party that
  you are in conflict with.
• Accommodating - allowing the other party to
  satisfy their concerns while neglecting your own.
  
• Avoiding - not paying attention to the conflict
  and not taking any action to resolve it.
• Compromising - attempting to resolve a conflict
  by identifying a solution that is partially
  satisfactory to both parties, but completely
  satisfactory to neither.
• Collaborating - cooperating with the other party
  to understand their concerns and expressing your
  own concerns in an effort to find a mutually and
  completely satisfactory solution (win-win).

11
The S-A-L-A-M Model

• S stating the conflicting viewA agreeing
  that a conflict existsL listening for and
  learning the
• differenceA advising one anotherM
  minimizing areas of disagreement
• that could lead to aggression or
• withdrawal.

12
The S-N-T Formula

• S Shura (Consultation)N Naseeha
  (Advice)T Ta'wun (Co-operation)

13
What will happen to the organization if conflicts
happen
14
The Effect

• Weaknesses
• Scattered
• Loose of greatness
• Take over by enemy

15
Barriers to the Solution

• Personal interest
• Ego
• Status
• Influenced by the previous mistakes
• Insufficient knowledge

16
Types of Conflict in the Organization

• Leader and worker
• Among leaders
• Among workers
• Between worker and client / customer
• Between organization and customer
• The third party
• Between law and process
• Between process and objectives

17
SCL ACTIVITIES

• Get into group
• Choose any type of conflict
• Discuss with your group what are the common
  conflicts happen between them and how solve it.

18
MERCI