PREAFCE

TABLE OF CONTENT

CHAPTER 1 INTROCUCTION
1.1 Issue background
CHAPTER 2 DISSCUSSION
1. Theory of human needs
2. Conflict management
2.1 Theory of conflict
2.2 Type of conflict
3. The way to handle kinds of conflict
CHAPTER 3 FINAL
1. Knot

REFERENCES
PREAFCE

In the name of Allah, the Most Gracious, the Most Pious, We praise and thank God for His
presence, which has bestowed His grace, guidance and inayah on us so that we can finish our paper
on the theory of human needs and conflict management .
Finally, we hope that our paper on the theory of human needs and the management of this
conflict can provide benefits and inpiration to the reader.

yogyakarta, 30 desember 2017

Penyusun

TABLE OF CONTENT

CHAPTER 1 INTROCUCTION
1.1 Issue background
Human is a singular who experienced, lived, and basically active, has a purpose
and has self esteem and also social creatures that socialize and actively organize.
Therefore, although in the research may be done a detailed analysis of the parts of
the psyche (human psyche). In addition man must also be viewed with high
appreciation of his self esteem, personal development, individual differences and
from the point of view of humanity itself. This view is called the humanistic
(human) view. And not sparingly in social life human beings often resemble
conflict. The differences within organizations often lead to incompatibility that
eventually leads to conflict. Therefore, the expertise to manage conflict is
necessary for every individual being, the leader or manager of the organization.
Humanistic theory sees creativity as the result of high psychological health.
Therefore, we take a discussion of Humanistic, whose character is Abraham
Maslow.
This paper tries to present what is actually defined as a conflict in a social or
organizational life, a view of conflict, the source and type of conflict, and how to
carry out conflict management within the organization.
CHAPTER 2 DISSCUSSION

2. 1. Theory of human needs

2.1.1 Maslow's biography

Abraham Maslow is a well-known psychologist in the field of humanistic psychology,

humanistic psychology has now seen the fame spread to various subjects of humanity such as
geography and demography. He is especially famous for his Hierarchy of Needs. Abraham Harold
Maslow was born on April 1, 1908 in Brooklyn, New York. Maslow is the eldest of seven siblings born
to Russian Jewish immigrants.

Maslow is a pretty smart student. He finally managed to get a place at City College of New York.
Maslow initially studied law to fulfill the wishes of his parents, but he attended lectures at the
University of Wisconsin. In Wisconsin he changed his interest to psychology, receiving his BA3
degree in 1930, his MA4 degree in 1931 and Ph.D5 in 1934. In Wisconsin he was mentored by Harry
Harlow, a famous psychologist for his work on

2.1.2 The Hierarchy Concept of Abraham Maslow's Needs

This concept of basic needs hierarchy began when Maslow made observations of monkey
behavior. Based on his observations, it can be concluded that some needs take precedence over
other needs.

For example if the individual feels thirsty, then the individual will tend to try to quench the
thirst. Individuals can live without food for weeks. But without water, the individual can live for only
a few days because the need for water is stronger than the need for food.

There are five basic levels of need, namely: physiological needs, the need for security, the
need for belonging and affection, the need for appreciation, and the need for self-actualization.

a. Physiological Needs
The need for physiology is the first and foremost requirement to sustain human life and
life.16 The most basic need for everyone is the need for physiology-the need to sustain life
physically. These needs are like the need for food, drink, shelter, sex, sleep and oxygen.
b. The Need for Safety
Once the physiological needs are adequately satisfied, what Maslow calls the needs of
security. These security needs include physical security, stability, dependence, protection
and freedom from threatening forces such as war, terrorism, disease, fear, anxiety, danger,
unrest and natural disasters.
c. The Need for Ownership and Compassion
If the physiological needs and the need for security have been met, then the need for love,
affection and belonging has arisen. These needs include encouragement for friendship, the
desire to have spouses and ancestry, the need to be close to family and interpersonal needs
such as the need to give and receive love.
d. Need for Appreciation
Once the needs are loved and possessed sufficient, humans will be free to pursue the need
for rewards. Maslow found that everyone who has two categories of reward needs, namely
lower and higher needs. Low needs are the need to respect others, the need for status,
fame, glory, recognition, attention, reputation, appreciation, dignity, even domination.
e. The Need for Self-Actualization
The last level of Maslow's basic needs is self-actualization. The need for self-
actualization is a need that does not involve balance, but involves a constant desire to fulfill
potential.
According to Maslow, the satisfaction of the various needs is driven by two forces
namely deficiency motivation and growth motivation.14 The motivation of deficiency aims
to overcome the problem of human tension due to various shortcomings. While the growth
motivation is based on the capacity of every human being to grow and develop.
2.2. Conflict management

2.2.1 Theory of conflict

There are six of The main theories about the causes of conflict are:

Theory of public relations

Assume that conflicts are caused by the ongoing polarization, distrust and
hostility among different groups within a society.

Targets: improving communication and mutual understanding between conflicting

groups, as well as seeking tolerance and for the community to be more receptive to
the diversity that exists within it.

The theory of human needs

 Assume that rooted conflicts are caused by unmet or impeded basic human
(physical, mental and social) needs. Things that often become the core of the
conversation are security, identity, recognition, participation, and autonomy.

Goals: identify and work with their unmet needs, and generate choices to meet
those needs.

The theory of principle negotiation

Assume that conflicts are caused by unrelated positions and conflicting views of
conflict by conflicting parties.

Target: help conflict parties to separate personal feelings with issues and issues and
enable them to negotiate based on their interests rather than fixed fixed positions.
Then launch an agreement process that benefits both parties or all parties.

Theory of identity

Assume that conflicts are caused by threatened identities, which are often rooted in
unresolved loss of something or suffering in the past.

Objectives: through workshop facilities and dialogue between conflicting parties, so

as to identify threats and fears among those parties and build empathy and
reconciliation between them.

The theory of cultural misunderstanding

Assume that conflicts are caused by incompatibility in ways of communication
between different cultures.

Objective: increase knowledge to conflict parties about the other's culture, reduce
negative stereotypes they have about others, improve the effectiveness of
intercultural communication.

Conflict transformation theory

 Assume that conflicts are caused by problems of inequality and injustice that arise
as a social, cultural and economic problem.

Objectives: change the structure and framework that lead to inequality and
injustice including economic disparities, improve relationships and long-term
attitudes among conflicting parties, develop processes and systems to promote
empowerment, justice, peace, forgiveness, reconciliation, recognition.

2.2.2 Type of conflict

There are different types of conflicts, depending on the basis used to make the
classification. Some divide conflicts based on the parties involved, some share conflict seen
from the function and some also divide the conflict from one's position in an organization.

a. Conflict Viewed from the Position of Someone in Organizational Structure

This type of conflict is also called intra-organizational conflict. Judging from one's
position within the organizational structure, Winardi divides the conflict into
four kinds. The four types of conflict are as follows:

1. Vertical conflicts, ie conflicts that occur between employees who have an

unequal position within the organization. For example, between superiors and
subordinates.
2. Horizontal conflicts, ie conflicts that occur between those who have the same
position or level in the organization. For example, conflict between employees,
or between departments of the same level.
3. Staff-line conflicts, ie conflicts between line managers who usually hold
command positions, with staff officials who usually function as advisors in the
organization.
4. Conflict role, ie conflict that occurs because someone assume more than one
conflicting role.

b. Conflict Viewed from the Party Involved in it

 Based on the parties involved in the conflict, Stoner divides the conflict into five
kinds:

1. Conflict within the individual (conflict within the individual). This conflict
occurs if
a person must choose conflicting goals, or because of the demands of tasks
that exceed his limits. Included in this individual conflict, according to Altman, is
frustration, conflict of purpose and role conflict.
2. Conflict between individuals (conflict between individuals). Occurs due to
personality differences between individuals with one another.
3. Conflict between individuals and groups (conflict between individuals and
groups). Occurs if the individual fails to conform to the norms of the group in
which he works.
4. Conflict between groups within the same organization (conflict between
groups in the same organization). This conflict occurs because each group has a
different purpose and each strives to achieve it.

This problem occurs because as groups become more attached to their own
goals or norms, they become more competitive with each other and try to
disrupt the activities of their competitors, and thereby affect the organization as
a whole.

Conflict between organizations (conflict between organizations). This conflict

occurs if actions taken by the organization have a negative impact on other
organizations. For example, in the struggle for the same resources.

c. Conflict Viewed from Function

Judging from the function, Robbins divides the conflict into two kinds, namely:

1. functional conflict (Functional Conflict)

Functional conflicts are conflicts that support the achievement of groups
goals, and improve group performance.
 2. dysfunctional conflict (Dysfunctional Conflict).
Dysfunctional conflict is a conflict that hinders the achievement of group
goals.
According to Robbins, the limits that determine whether a
functional or dysfunctional conflict is often not assertive (blurred). A
conflict may be functional for a group, but not functional for another
group. Similarly, conflicts can be functional at certain times, but not
functional at other times. The criterion that distinguishes whether a
functional or dysfunctional conflict is the impact of the conflict on group
performance, not on individual performance. If the conflict can improve
the group's performance, although less satisfactory to the individual, then
the conflict is said to be functional. Vice versa, if the conflict only satisfies
the individual, but decreases group performance then the conflict is
dysfunctional

2.3. The way to handle kinds of conflict

Stoner presents three ways in conflict management:

a) stimulate conflicts within the unit or organization whose performance is low

because the level of conflict is too small. Included in this way are:
ask outside help
deviate from the rules (going against the book)
reorganize the organizational structure
promote competition
choose a suitable manager
b) defuse or quell the conflict if the level is too high or counter-productive
c) resolve conflicts. Stoner's conflict resolution methods are:
domination and mastery, this is done by coercion, softening, evasion, and
determination through the most votes.
Compromise
comprehensive troubleshooting.
Conflict that has already occurred can also be resolved through negotiations.
This is done by continuous dialogue between groups to find a maximum solution
that benefits both parties. Through negotiations, mutual interests are met and
the most satisfactory solution is determined. Negotiation styles for managing
conflicts can be done by:

1. liquefaction, ie by conducting a dialogue to get an understanding

2. openness, the parties involved may not be open let alone if the conflict
occurs in sensitive matters and in an emotional atmosphere
3. learn empathy, that is by looking at the condition and anxiety of others so
that new understanding gets obtained about others
4. looking for a common theme, the parties involved can be helped by finding
common goals
5. generate alternatives, this is done by looking for alternatives to resolve
disputed issues.
6. respond to alternatives, after finding alternative solutions should the parties
involved in the conflict learn and respond
7. seek solutions, a number of alternatives that have been studied in depth can
be obtained a consensus to determine a settlement
8. opening dead ends, sometimes found deadlock so that an objective and
experienced third party can be included to solve the problem
9. commit to completion within the group, upon the completion of an agreed
settlement, the parties involved may argue and consider the settlement and
bind themselves to the settlement
10. binds the whole group, the final stage of the conflict resolution step is the
acceptance of a settlement of the parties to the conflict.

Another conflict management model is also delivered by Sondang, that is by not

eliminating conflict, but managed by:
1. compete
2. collaboration
3. Dodge
4. accommodating
5. compromise
 Another way is also stated Theo Riyanto, that is by doing early actions that are
preventive, namely by:
1. avoid conflict
2. obscure conflict
Address conflicts by:
1) With the power (win lose solution)
2) By negotiation.
CHAPTER 3 FINAL
1. Knot
From the Expositions or explanations above, our group can conclude that
according to the paper "the theory of human needs and conflict management"
our group concluded that "the language in junalistik is not required to use a
single language but can also combine with other languages but with the use of
right. Indonesian language can be developed in mixed with the language of
Malay and other foreign languages in its application in the world of journalism

REFERENCES
Asmadi. 2008. Teknik Prosedural Keperawatan: Konsep Dan Aplikasi Kebutuhan Dasar Klien. Jakarta:
Salemba Medika.
Asmadi. 2008. Teknik Prosedural Keperawatan: Konsep Dan Aplikasi Kebutuhan Dasar Klien. Jakarta:
Salemba Medika.
Frank G.Goble. 2006. Mazhab Ketiga Psikologi Humanistik Abraham Maslow. Yogyakarta: Kanisius.
Gaidha Halah Ikram. 2009. Sholat Hajat. Bandung: Mizan Media Utama (MMU).
Howards Friedman, Miriam W Scustack. 2006. Kepribadian Teori Klasik dan Riset Modern. Jakarta:
Erlangga (PT Gelora Aksara Pratama).