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All Journal International Journal of Evaluation and Research in Education (IJERE) Jurnal Penelitian dan Evaluasi Pendidikan ISLAMICA: Jurnal Studi Keislaman Ta´dib Jurnal Al-Tadzkiyyah Conciencia Wardah Al Ilmi EL-IDARE: JURNAL MANAJEMEN PENDIDIKAN ISLAM Al Ishlah Jurnal Pendidikan MODELING: Jurnal Program Studi PGMI Syntax Literate: Jurnal Ilmiah Indonesia Al-Hayat: Journal of Islamic Education Edukasi Islami: Jurnal Pendidikan Islam JURNAL PENDIDIKAN TAMBUSAI Islamic Guidance and Counseling Journal Jurnal Ilmiah Mandala Education (JIME) Jurnal PAI Raden Fatah Studia Manageria: Jurnal Manajemen Pendidikan Islam Jurnal Teknodik JIIP (Jurnal Ilmiah Ilmu Pendidikan) PUBLIKASI PENELITIAN TERAPAN DAN KEBIJAKAN Muaddib: Islamic Education Journal Ulumuna Nusantara: Jurnal Pendidikan Indonesia Jurnal Perspektif Journal Of Sustainability Perspectives Cendekia: Jurnal Kependidikan dan Kemasyarakatan Studies in English Language and Education Innovative: Journal Of Social Science Research Al-Bustan: Jurnal Pendidikan Islam Eduprof Sustainable
Nyayu Khodijah
Universitas Islam Negeri Raden Fatah Palembang
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Public Health Social Sciences Other

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Stress and Conflict in Educational Institutions Ellen Okta Divy; Nyayu Khodijah; Febriyanti Febriyanti
Sustainable Vol. 6 No. 1 (2023): Sustainable
Publisher : Lembaga Penjaminan Mutu, IAIN Syaikh Abdurrahman Siddik Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32923/kjmp.v6i1.3909

Abstract

Stress and conflict cannot be separated because severe and prolonged Stress will occur, causing conflicts within and between individuals in the organization. Conflicts can occur in the relationship between the leader (manager) and subordinates due to the hierarchical nature of the relationship. Conflict at lower levels can be considered part of management that is expected to change significantly. But, emotions play a significant role if the conflict is severe and profound. It shows the weakness of the organization and is placed at a disadvantage. In this context, the organization's leader figure (manager) is vital in handling conflicts. The purpose of this article is to examine Stress and conflict in organizations.
Inkrementalism as One of The Models of Change in The Organization of Education Resti Utami; Nyayu Khodijah; Febriyanti Febriyanti
Sustainable Vol. 6 No. 1 (2023): Sustainable
Publisher : Lembaga Penjaminan Mutu, IAIN Syaikh Abdurrahman Siddik Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32923/kjmp.v6i1.4030

Abstract

The purpose of writing this journal is to examine models of change in organizations and find out whether incremental models can be used as solutions for change and development. This article selects literature study research methods and some previous research sources, and this study concludes that organizations must meet the basic principles in decision-making, namely ethics, orientation, scope, authority, credibility, and reference. In this case, organizational decisions are taken using several paradigms, namely the classical paradigm, administrative paradigm, incremental paradigm, administrative-incremental paradigm, and contingency paradigm. This article emphasizes that changing the organization is certainly not easy, especially for organizations with many times and a thick tradition. Most organizations make changes only to the vision and mission but not to the individuals and mindsets of their members. Any change can positively or negatively impact the organization's internal and external environment. Of course, each organization member has a different mindset, and each individual must have different initial goals when first joining an organization. Therefore, a change must be flexible, effective, and accommodate all the wishes of organizational members, not just some groups.
Co-Authors Abda Abda Abdul Hadi Abdurahmansyah Abdurahmansyah Abdurahmansyah, Abdurahmansyah Abdurrahmansyah Abdurrahmansyah Abu Mansur Ade Raini Ahmad Zainuri Ai Yeni Yuliyanti Aida Imtihana Akmal Hawi Aljabar, Jauharuddin Luthfi Amilda Amilda Anica Anica Anita Trisiah Annisa Astrid Apriko, M. Syendi Aquami Asri Karolina, Asri Ayu Ariska Pratiwi BAITI, MASNUN Chairul Ichsan Desti Nurholis Destrianjasari, Sherin Dian Andesta Bujuri Divy, Ellen Okta Ellen Okta Divy Endang Ekowati Enok Rohayati Erie Agusta Erlina Anggraini Ermis Suryana Farhan Alfikri febriyanti febriyanti Febriyanti Febriyanti Feni Yunita Hartan, Win Helmiyah, Helmiyah Herman Zaini Ibrahim Ibrahim Indah Wigati Indat Nashihin Ira Yuniarti Irham Abdul Haris Jamaluddin, Aini Syahira Khairunnisa, Aisyah Kusumasari Kartika Hima Darmayanti Lestari, Rizky Nurfitri Lisa Hepriyanti Lusitania, Nikita Lutfi Lutfi Mardeli Mardeli Mardiah Astuti Marjon C. Malacapay Martina Martina Maudy Talia Mgs Nazarudin Miftahul Husni Muhamad Fauzi Muhammad Abduh Muhammad Abduh Mujiyatun Mujiyatun Munir Munir Muthmainnah Muthmainnah Nawawi, Muhammad Latif Nur Azizah Nur Widiastuti Nurlaila Nurlaila Putro, Ledis Heru Saryono Rahma Rahma Resti Utami RESTI UTAMI Rina Setyaningsih Romadhon Assagaf Romli Romli Rr. Mini Sariwulan Sariwulan, Rr. Mini Sinta Irawati Siti Rahmah Sriwati Sriwati Sukirman Sukirman Sukirman Sukirman Syafira Masnuah Syarnubi, Syarnubi Yarmeli Yarmeli Zahra Zahra Zainal Berlian Zuhdiyah Zuhdiyah Zuhdiyah Zuhdiyah, Zuhdiyah Zulmi Ramdani