Assalamualaikum.. and a very good day to all....

our group members are, Juwaini, Ross Ainura, Tengku Halinda, Jihadi, Asrul, Samsul, and Ridzuan (AMD5PD)
okay......it seems that this is our first time in doing assignment through blog. thanks to miss fisha..hak2. our group's topis is 'can disfunctional conflict be changed into functional conflict'..if anyone knows the answer, raise up your hand!

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ok..no hands here..its ok..we'll try to give the answer..sounds smart huh? well...WE ARE SMART!!muahahahaha..okay..lets get serious..

firstly, of course, the definition. functional conflict is a conflict that support the goals of the group and improve performance. you see guys, the meaning is, it can be a motivation for an individual in organization who facing conflict, and it will result to the increment of efficiency, effectiveness,and the credibility of that particular employee. then it will reflect to the productivity of that organization.

alright, another type of conflict is dsyfunctional of conflict. this kind of conflict is different with the above conflict as we stated. it might contribute to a bad group performance. if anyone here who is working is having disfunctional conflict, well..you know better. of course it will hinder your group performance.

okay..lets go back to the question..the answer is yes, it can.how? wanna know? dont worry, we will give you guys the answer.

okay...a group member may percieve an action as dysfunctional, in that the outcome is personally dissatisfying to him or her.however, for our analysis, that action is personally would be functional if it furthers the objectives of the group.
next method,guess what?hoho...

to make a dysfunctional conflict to be a functional conflict, we have go to the 5 steps of conflict process. which is; first stage:potential opposition or incompability.in this stage, all sorts of things such as the responsibilities, goals, style of leadership, and also the personal issues will be counter. this is to make sure the conflict will be reduce by solving the matter using few method, such as avoidence, copromise and so on..
we have gone through two methods, so far..alright, now is..hmm.. next stage, which is the cognition and personalization. in stage 1 before, it negatively affect something that one party cares about, then the potential for opposition or incompability becomes actualized in the second stage. the antecedent conditions acan only lead to conflict when one or more of the parties are affected. okay..sounds hard to understand..but what we are tring to say is that, this is where the conflict will be issued tend to be defined. ha..now you understand huh..

the next stage is intentions. this is between people's perceptions and emotions and their evident behavior. these intentions are decisions to act in a given way.in thsi stage there will be the methos that commonly use to solve conflict such as the competing, avoiding, collaborating, accomodating, compromising and smooting...etc..

last stage is the outcomes. the action-reaction interplay between the conflicting parties results in consequenses. outcomes may be functional, in that the conflict results in an iprovement in the group's performance, or dysfunctional, in taht it hinders group performance.
okay,okay...we're done now..so for the conclusion,we want to ask you guys a question, instead of just giving a statement.ehemm,,,do you guys want a discussion to be end up like this;

or...like this;...?

phew..finish at last..now..what do you think of what we said above? do you agree? or disagree? or do you have any opinion about it? you do, don't cha?
well, guess that if you could give feedback to us, then we would know what do you guys really think about the topic..
anyway...goodbye for now..chow..
V(^_^)V