Organization Behaviors in Corporation.

DISC and The Conflict Process

Rakhman Gusti Subehi - 29117328 - SBM ITB CPI

Introduction
Conflict is a process that begin when one party perceives that another party has negatively affected,
or is about to negatively affect, something that the first party cares about. Conflict may put some
people under stress that may affect their productivity. There are three types of conflict the internal
conflict, interpersonal conflict, and structural conflict. Although we are most likely to think of
conflict as negative result, the conflict can also result in positive outcomes. When conflict exists,
it can stimulate creative response. Moderate conflict can be a healthy and necessary part of
organization life.

Problem Statement
The IT Upstream Record Data management (IT URDM) Team is a part of IT Team Chevron that
manage well file related to the upstream business. In the structure organization, there are 3
librarian who has kept the file and managing the file in and out. Lets say Mr. EM in charge for
SLN Area, Mr. MP in charge for HO Area, and Mr. A for SLS. The 3 librarians have same
education background but diversity culture and the way they think make a different meaning. The
conflict begins when the direct leader has been retiring and replaced by someone who’s not in
circumstances. So, there is not direct monitoring to all member. conflict arises when between
individuals arguing, disagreeing and decline to every discussion relating operation. These things
happened in and affect their productivity. This is horizontal conflict.

Theoretical Approach
To understand and solving the problem the following method is used:

1. Understand each person personality characteristic using DISC method.

2. Identifying The conflict process.

The result will be analyzed to see if the conflict comes up to be positive or negative outcomes and
how to resolve the conflict.
Discussion/ Analysis
DISC Method1.
Every person has a different personality characteristic and DISC method is used to identifying
each person.

1. Mr. EM (SLN)
First dominant of Emran is Steady and the second is influence.

Figure 1 Mr. EM’s Characteristic

2. Mr. MP (HO)
Dominance is the most personality characteristic of Maruli and followed by Influence.

Figure 2 Mr. MP's Characteristic

3. Mr. A (SLS)
As well as Mr. MP, dominance personality characteristic come into sight and followed by
compliance.

Figure 3Mr. A’s Characteristic

1
The following characteristic taken from online test DISC at http://disc.landa.co.id/
The Conflict Processes.

Figure 4 The Conflict Process

To determining the step of conflict, the conflict divided by five stages:

1. Potential Opposition or Incompatibility (Stage 1)

For simplicity, three general categories cause of source conflict Communication,
Structure, and Personal Variables but in this case just communication and structure
cause of conflict.
Communication, When the direct leader has been retiring and replaced by someone
who’s not in circumstances. Every member wants to take a lead and there is some
member hard to communicate with. They will represent the opposing forces that arise
from semantic difficulties, misunderstanding, and “noise” in the communication
channel.
Structure, the scope of work of each individual has been restricted but sometimes the
client often asking for the well file to false person either the client does not know where
is to ask or just wants to simplify his/her job. This is rise its conflict because the person
who asked will command the colleagues.
2. Cognition and personalization (Stage 2)
From stage 1 we can determine of conflict affect in negative then the potential for
opposition or incompatibility becomes actualized in the second stage and the conflict
issues tend to felt conflict level, when individual become emotionally involved.
3. Intention (Stage 3)
 We can identify five conflict-handling intentions: competing, collaborating, avoiding,
accommodating, and comprising.

Figure 5Dimension of Conflict handling

Since this is the interpersonal conflict, the conflict-handling tends to accommodating

(unassertive and cooperative). The willingness of one party in a conflict to place the
opponent’s interest above his or her own. Intentions are not always fixed. During the
course of conflict, they might change if the parties are able to see the other’s point of
view or respond emotionally to the other’s behavior.
4. Behavior (Stage 4)
The behavior stage includes the statements, actions, and reaction made by the
conflicting parties

Figure 6 Conflict-Intensity Continuum

 In this case, conflict-Intensity Continuum has been reached on level threats and
ultimatums and soon become highly destructive. This brings us to techniques of
conflict management. Because highly destructive we need Conflict-Resolution
techniques with Authoritative command, management uses its formal authority to
resolve the conflict and then communicates its desires to the parties involved.
5. Outcomes (Stage 5)
The action-reaction between the conflicting parties’ results in consequences, in this
case the conflict turns into Dysfunctional Outcomes, which acts to dissolve common
ties and eventually lead to the destruction of the groups and reduce group effectiveness.

Conclusion
Since we have personality characteristic, we can adjust and see how to face the conflict for each
individual.

Emran (SI) Maruli (DI) Ari (DC)

Develop the enjoy and relax
Direct action to the point without Direct action to the point without
communication, private, show
the details information, faith and the details information, and use
the passion and energic
confident, and tends to enjoy logical approach, focusing to
interaction, and tends to fun
meeting process and procedure.
meeting.
Figure 7 Face the conflict for each individual

By conflict process, we can determine step of conflict with five stages and obtain as shown figure
7.

Stage Category Key

Potential Opposition Source of conflict Communication, Structure
Cognition and personalization Issue of conflict Felt Conflict
Intention Conflict-handling Accommodating
Behavior Conflict-intensity Threats and ultimatums
The action-
Outcomes Dysfunctional Outcomes
reaction
Figure 8 Result Five stages of conflict

Having considered conflict from its personality characteristic, source, issue, how to handling,
intensity and the outcomes of the action-reaction can help to negotiation to resolves conflict. This
conflict must be solved because it turns to dysfunctional outcomes, which is lead to destruction of
the groups and affect to their productivity.

Recommendation
Since they have lost their supervisor, the 3 librarians are facing the internal conflict between
individual, the work environment is not comfortable and tends to destruction.

Following the discussion and data analysis, we can obtain :

1. Facing the each parties conflict with DISC method.

2. The next step is negotiation can be proceed by considered the conflict from conflict five
stages.
3. Accommodating can be the one of conflict-handling because the background of each
individual. The willingness of one party in a conflict to place the opponent’s interest above
his or her own.
4. Conflict-Resolution techniques with Authoritative command can help them because they
need direct monitoring and command so it will limit their will and authority.

the 3 librarians need to create condusif, healthy, and comfortable of work environment to increase
their productivity.

References
Robbins, Stephen P.; Judge, Timothy A. 2013. “Organizational Behavior” 15th Edition. USA:
Pearson Education

LANDA SYSTEMS Team. 2016. [online] Available at: http://disc.landa.co.id/. [Accessed 28 Apr
2018].

[online] Available at: http://open.lib.umn.edu/organizationalbehavior/chapter/10-4-conflict-

management/ [Accessed 21 Apr 2018]