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All Journal Dinasti International Journal of Education Management and Social Science Studi Ilmu Manajemen dan Organisasi Al Tahdzib: Jurnal Pendidikan Islam Anak Usia Dini Joyful Learning Journal
Suteki, Mega
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Economics, Econometrics & Finance Education

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Collaborative Leadership Strategies to Prevent Crabs in A Barrel Syndrome in Early Childhood Education Institutions Suteki, Mega; Sulistyowati, Retno Wuri; Harmawati, Diah; Wahyudin, Wahyudin; Along, Antonius
Al Tahdzib: Jurnal Pendidikan Islam Anak Usia Dini Vol. 4 No. 2 (2025): Al Tahdzib: Jurnal Pendidikan Islam Anak Usia Dini
Publisher : STAI Publisistik Thawalib Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54150/altahdzib.v4i2.713

Abstract

The "Crabs in a Barrel Syndrome" (CBS), a behaviour characterised by undermining peers to maintain one’s own position, can hinder collaboration and innovation in Early Childhood Education (ECE) institutions. This study aims to examine how CBS manifests in the workplace culture of ECE teachers and to explore collaborative leadership strategies to mitigate such behaviours. Using a qualitative case study approach, data were collected through in-depth interviews, participant observation, and documentation involving 9 participants across three ECE centres in Merauke, Indonesia. Thematic analysis was conducted using Braun and Clarke’s six-step framework. The findings reveal that CBS manifests as fear of dominance, resistance to change, and avoidance of open collaboration. However, interventions such as weekly reflection forums, collective appreciation systems, and participatory leadership proved effective in fostering trust, enhancing team cohesion, and nurturing a more constructive work environment. This study concludes that organisational designs that promote psychological safety and transparent communication are essential in countering harmful competitive cultures. Theoretically, the research contributes to the understanding of micro-organisational dynamics in educational settings, while practically, it offers concrete recommendations for ECE administrators to cultivate inclusive and collaborative workplaces.
Crab Mentality in Higher Education: A Phenomenological Exploration of Its Implications for Human Resource Development Suteki, Mega; Harmawati, Diah
Dinasti International Journal of Education Management and Social Science Vol. 7 No. 2 (2025): Dinasti International Journal of Education Management And Social Science (Decem
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v7i2.5610

Abstract

Crab mentality, often described as a tendency to obstruct or undermine the success of others, poses a significant challenge to collaboration and human resource development (HRD) within higher education institutions. This study employed a qualitative phenomenological approach to explore how academics experience crab mentality, how they interpret and cope with it, and what implications it holds for HRD strategies. Data were collected from 15 purposively selected participants, including lecturers, administrative staff, and unit heads, at university X in Papua, Indonesia, through in-depth interviews, participant observation, and document analysis. The findings reveal that crab mentality manifests through passive-aggressive behaviors, lack of collegial support, resistance to innovation, and the downplaying of others’ achievements. Participants described feelings of isolation, mistrust, and alienation, which undermined their motivation and willingness to engage in collaborative projects. Organizational factors such as hierarchical structures, individual-based promotion systems, and competitive reforms aimed at achieving world-class university status further reinforced the prevalence of crab mentality. Despite these challenges, participants demonstrated coping strategies including endurance, selective collaboration, and seeking support from trusted peers. The study highlights that crab mentality directly contradicts the goals of HRD by weakening professional development, obstructing leadership cultivation, and reducing organizational learning capacity. To mitigate these effects, strategic HRD interventions are recommended, including team-based reward systems, transformational leadership development, structured mentoring programs, and transparent HR policies. These interventions are critical for fostering an academic culture that values collaboration, inclusivity, and innovation, thereby strengthening both institutional cohesion and global competitiveness.
Leadership Strategies in Resolving Organizational Conflicts Ma’ruf, Chasan; Baidowi, Ach.; Mokhtar, Wan Khairul Aiman Wan; Suteki, Mega
Studi Ilmu Manajemen dan Organisasi Vol 6 No 4 (2026): Januari
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/simo.v6i4.4367

Abstract

Purpose: This study aims to formulate a new theory on leadership strategies for overcoming organizational conflicts, based on established theories of leadership strategy and organizational conflict. Methodology/approach: This research used a qualitative approach with a literature review. Data collection techniques involved document analysis of journal articles and internet sources. Data validity was ensured through the triangulation of sources. Results: Leadership strategy focuses on planning, decision-making, and motivating people to achieve organizational goals while remembering that leaders must stay adaptive and innovative. Organizational conflicts often arise from differences in resource allocation and goals. Resolving conflict requires empowering human resources through methods such as focus group discussions, job rotation, dismissal, and collaboration, depending on the impact on performance. Limitations: The research findings cannot be generalized to all organizations and offer limited discussion of contextual dynamics, such as culture, structure, and external factors that influence the success of leadership strategies in resolving conflicts. Contributions: This study formulates a new theory on leadership strategies for resolving organizational conflicts by integrating two major theories. The findings expand the understanding of a leader's role in planning, decision-making, motivation, and inspiration in managing organizational conflicts effectively. Contributions: This research develops a new leadership theory for resolving organizational conflicts by integrating leadership, planning, and adaptive strategies, including focus group discussions, job rotation, and collaboration.
STRATEGI MANAJEMEN KELAS RESPONSIF BUDAYA DI PAPUA:ANALISIS TANTANGAN DAN ADAPTASI LINGUISTIK MAHASISWA Putu Priyudahari, Bhujangga Ayu; Suteki, Mega; Astuti; Sijabat, Survey
Joyful Learning Journal Vol. 15 No. 1 (2026): Joyful Learning Journal: Maret 2026
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/jlj.v15i1.36188

Abstract

Lingkungan multietnis di Jurusan Pendidikan Komputer menjadi dasar dari tantangan manajemen kelas serta kebutuhan adaptasi bahasa dalam kerangka Culturally Responsive Classroom Management (CRCM). Penelitian ini menggunakan pendekatan mixed method, data kuantitatif diperoleh dari 32 mahasiswa melalui kuesioner skala likert dan data kualitatif didapatkan dari 10 wawancara semi terstruktur. Hasil penelitian menunjukan bahwa peran dosen dinilai posited dan adil, mampu mendorong partisipasi dan menengahi perbedaan (rata-rata indikator peran dosen ≥4,0). Kendala utama muncul dari interaksi antarmahasiswa, yakni perasaan sungkan, kurang percaya diri, dan perbedaan logat atau dialek yang menghambat pemahaman materi pembelajaran dan diskusi (indikator hambatan rata-rata 3,7–3,8), disertai preferensi berdiskusi dalam kelompok homogen berdasarkan daerah (rata-rata 4,3). Analisis tematik menegaskan enam domain penyebab yang saling berkelindan—bahasa dan sosiolinguistik, psikologis, dinamika kelompok, desain pembelajaran, lingkungan-budaya, serta fasilitas-kebijakan—yang berujung pada inklusivitas yang belum substantif. Rekomendasi menekankan normalisasi eksplisit keragaman dialek, penyediaan scaffolding linguistik termasuk code-switching terarah, desain tugas kolaboratif lintas kelompok dengan struktur peran aman, serta aturan kelas yang menjamin keselamatan psikologis. Dengan demikian, keragaman bahasa dan budaya di Papua diposisikan sebagai sumber daya pedagogis untuk memperkuat partisipasi dan kualitas pembelajaran di pendidikan tinggi.
Co-Authors Along, Antonius Astuti Baidowi, Ach. Diah Harmawati, Diah Maruf, Chasan Mokhtar, Wan Khairul Aiman Wan Putu Priyudahari, Bhujangga Ayu Retno Wuri Sulistyowati Sijabat, Survey Wahyudin Wahyudin