Principal’s Interpersonal Conflict Management: A Literature Review

International Journal of Research and Innovation in Social Science (IJRISS) | Volume V, Issue VI, June 2021 | ISSN 2454–6186

Principal’s Interpersonal Conflict Management: A Literature Review

Umigiarini Pangestu, Sowiyah, Mutiara Nur Ahlaini, Felia Santika
Department Teacher Training and Education, Lampung University, Indonesia

Abstract: The importance of interpersonal conflict management for principals makes researchers interested in making literature reviews. There are many articles that discuss interpersonal conflict management for principals. This article is a literature review that aims to find out the interpersonal conflict management of the principal and the principal’s strategy in managing conflict, so it will give a positive impact on the environment of the school organization. Based on the results of literature reviews from many studies in various countries in the world, it is known that conflict has a positive effect when managed together effectively and can be very useful for the effectiveness of individuals and groups and will affect the sustainability of school organizations. So, we are interested to follow up research related to Interpersonal Conflict Management for the Principal.

Keywords: Conflict Management, Interpersonal Principal, Interpersonal conflict management strategies

I.INTRODUCTION

Must be possessed by the principal is management. Managerial competence (management) requires the principal to be able to plan, to develop, to overcome, and to manage all available resources in school optimally, both human and non-human resources. Besides, managerial competence is intended to produce leaders who are able to create a conducive and innovative school culture (Muslim, 2014). The success of an organization, such as a school, depends on the quality of the leader in making a decision (Hariri, Monypenny, & Prideaux, 2014). The different in characteristics, background, work intensity, interests, and goals of each member of the organization allows conflict to grow (Beenen, Pichler, & Davoudpour, 2018). Three main things in dealing with problems in an organization or institution are perception, emotions and communication (Wulandari, 2019). The results of conflict can have positive or negative, destructive or constructive effects. Some positive results can create new ideas, release tension, re-evaluate and clarify goals, and strengthen collaboration between team members in the future.

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