Vol. 12, No. 2, pp. 487-499, 2022 DOI: 10.23960/jpp.v12.i2.

202208

Jurnal Pendidikan Progresif

e-ISSN: 2550-1313 | p-ISSN: 2087-9849
http://jurnal.fkip.unila.ac.id/index.php/jpp/

Conflict Management of Islamic Education Institusions in Indonesia:

A Literature Review
Bashori1, Nur Komariah2, Novi Nurlailisna3, Surya Habibi4, Istikomah5
Department of Education, Universitas Islam Negeri Imam Bonjol Padang, Indonesia
1

2
Department of Education, Universitas Islam Indragiri, Indonesia
3
Department of Islamic Education, Sekolah Tinggi Agama Islam Badrus Sholeh Purwoasri Kediri, Indonesia
4
Department of Islamic Education, Institut Agama Islam Tebo, Indonesia
5
Department of Education, Institut Agama Islam Yasni Bungo, Indonesia

*Corresponding email: bashori2@uinib.ac.id

Received: 23 February 2022 Accepted: 11 April 2022 Published: 14 April 2022

Abstract: Conflict Management of Islamic Education Institutions in Indonesia: A Literature
Review. Objective: This research aimed to find out solutions in managing conflict in Indonesian
Islamic education institutions. In particular, Islamic educational institutions in Islamic boarding schools
and madrasas have a high probability of conflict compared to other educational institutions. Methods:
This research is applying qualitative research through library research. The data obtained are compiled,
analyzed, and concluded so as to obtain conclusions regarding the study of literature. Findings: The
results of this study indicate that conflict management becomes very important in managing conflict in
Islamic educational institutions as the development of quality educational institutions. In line with this,
then what becomes our main concern in addressing conflict is that conflict cannot be avoided.
Conclusion: Controlling conflict is a must in order to achieve goals in Islamic educational institutions
in Indonesia. In addition, conflict management is a solution to balance existing conflicts.

Keywords: conflict management, Islamic Education Institutions, literature review.

Abstrak: Pengelolaan Konflik di Lembaga Pendidikan Islam di Indonesia. Tujuan: Penelitian ini
bertujuan untuk mengetahui solusi dalam mengelola konflik di lembaga pendidikan Islam Indonesia.
Secara khusus, lembaga pendidikan Islam di pesantren dan madrasah memiliki probabilitas konflik
yang tinggi dibandingkan dengan lembaga pendidikan lainnya. Metode: Penelitian ini merupakan
penelitian kualitatif melalui penelitian kepustakaan. Data yang diperoleh disusun, dianalisis, dan
disimpulkan sehingga diperoleh kesimpulan mengenai studi kepustakaan. Temuan: Hasil penelitian
ini menunjukkan bahwa manajemen konflik menjadi sangat penting dalam mengelola konflik di
lembaga pendidikan Islam sebagai pengembangan lembaga pendidikan yang berkualitas. Sejalan
dengan hal tersebut, maka yang menjadi perhatian utama kita dalam menyikapi konflik adalah
konflik tidak dapat dihindari. Kesimpulan: Pengendalian konflik merupakan suatu keharusan untuk
mencapai tujuan lembaga pendidikan Islam di Indonesia. Selain juga manajemen konflik menjadi
solusi yang solutif dalam menyeimbangkan konflik yang ada.

Kata kunci: manajemen konflik, Lembaga Pendidikan Islam, tinjauan literatur.

To cite this article:

Bashori, Komariah, N., Nurlailisna, N., Habibi, S., & Istikomah. (2022). Conflict Management of
Islamic Education in Indonesia: A Literature Review. Jurnal Pendidikan Progresif, 12(2), 487-499.
doi: 10.23960/jpp.v12.i2.202208.

487
488 Jurnal Pendidikan Progresif, Vol. 12, No. 2, pp. 487-499, August 2022

 INTRODUCTION (Winardi, 2007; Hamengkubuwono, Kristanto,

In everyday life, conflict is something that & Kristiawan, 2020). Therefore, a leader and
is real and always exists as long as human is still community member must pay attention to the
living socially with the community (Bashori, 2017; conflict so that it does not result in impeded
Rahma and Lestari, 2020). Conflict among progress and difficult to achieve the desired
individuals and groups is part of human history. A objectives.
variety of one’s desires and the fulfillment of those This world does not need radical hope to
desires can also end in conflict. Conflict is very end conflict. What is needed by society today is
closely related to human feelings, including feelings conflict management that can change the lives of
of neglect, neglect, disrespect, abandonment, and humanity in this way (Insan, 2019). Conflicts
also feelings of annoyance due to overwork. between individuals and conflicts between groups
Conflict is the result of the creation of political of people need to be processed and made into
leaders in making changes (Waeduloh, 2014; the strength of a person and society to create a
Terry, 1996). new life in this world (Saiti, 2015; Syukur, 2011).
The varied views between individuals can Of course all of that needs conflict management
also lead to conflict (Maiti & Choi, 2021). If governance in accordance with their needs and
conflicts between individuals cannot be resolved targets.
fairly and proportionally, then they can become Conflict can be Westernized “double-
conflicts between groups of people. A conflict edged sword”. On the one hand it can be useful
often starts with a small and simple problem if used to carry out a job, on the other hand it can
(Schulz, 2020; Kasenge & Gistered, 2020). be disastrous and bring disaster if used for fighting.
Differences in attitudes and opinions including Likewise in an organization, although the presence
unwillingness to accept others, can cause conflicts of conflict often creates tension, it is necessary
between individuals and so on (Syukur, 2011). for the organization’s progress and development.
Of course, an unresolved simple problem will be In this case, conflict can become a powerful
able to become large with frequent time. energy if managed properly, it can even be used
Therefore, the existing problems and the slightest as a tool to make changes, it can still reduce
must be resolved immediately so that the conflict performance if it cannot be controlled (Mulyasa,
does not lead to greater disputes. 2005). In addition to conflict as well as one of
Some classical management experts’ the essence of human life and development that
perspectives state that all negative conflicts cannot has diverse characteristics (Wirawan & Konflik,
be maintained, so that in subsequent 2009).
developments conflicts are considered as In every organization and life that involves
something natural. Conflict is considered many people, besides there is a process of
something natural (Pahvresasili et al., 2021), working together to achieve the goals of the
which within certain limits can be of positive value organization, not infrequently there are differences
if managed properly and carefully, because if it of opinion, incompatibility, and conflict that can
crosses the line it can also be fatal (Mulyasa, lead to conflict (Madalina, 2016). In any
2005). Considering that conflict cannot be organization there are conflicts, both those that
avoided, a good approach to be applied by the are still hidden and those that have emerged
managers of educational institutions is the openly. Thus, conflict is a natural in an
approach of trying to utilize conflict in such a way, organization, including in educational institutions
so that it can effectively achieve the desired goals (Qomar, 2007). Moreover, organizational conflict
 Bashori et al., Conflict Management of Islamic Education Institusions... 489

will appear to be more dominant in emerging of the conflicts that occur in the world of Islamic
Islamic educational institutions that are in the area education in both pesantren and madrasa is
of foundation management. certainly different, this then becomes a benchmark
Several studies have shown that conflict in improving an educational institution in order to
management has an impact on the effectiveness face the challenges of globalization in an
and stability of institutions (John-Eke & increasingly competitive world of education.
Akintokunbo, 2020). Therefore, it is very
important that every institution is able to control  METHODS
conflict properly. In addition, Siraji (2019) This study uses qualitative research, with a
research states that appropriate conflict literature study approach (library research).
management can handle organizational conflicts. Library research is a series of activities relating
It also reinforces that not all conflicts can be to the method of collecting library data, reading
generalized to always be detrimental or beneficial and recording and processing the research
(Patimah et al., 2022). material. It is a research that utilizes library
Whether or not it is recognized as an area resources to obtain research data (Zed, 2004).
of Islamic educational institutions, Islamic In the process of collecting data, the researcher
boarding schools and madrassas that are part of collected data from various articles related to
a foundation have a complexity of problems, both conflict management, especially in educational
individually and in groups. This will certainly result institutions. Sources of data were obtained from
in conflicts that can arise at any time and can result national and international journals that have
from a lack of understanding between individuals relevance to this study.
and groups. The purpose of writing this article is In this research, the researchers use
to find solutions in managing conflict in Islamic descriptive-critical research with more emphasis
educational institutions. In particular, Islamic on the power of analysis of existing sources and
educational institutions, pesantren and data by relying on existing theories and concepts
madrasah, have the possibility of a conflict that to be interpreted based on the writings that lead
is quite high compared to other educational to the discussion. In addition, the method steps
institutions. In the aspect of educational for the study of literature studies are: compiled
institutions, conflict management skills are an data obtained, analyzed data, and concluded
important tool in improving the quality of results, so as to obtain conclusions regarding the
communication between educators and students, study of literature (Melfanora, 2017).
especially in educational institutions (Sergeeva et
al., 2020). Moreover, conflict management affects  RESULT AND DISCUSSIONS
group performance and organizational Conflict Management
effectiveness (De Dreu et al., 2001). The word “management” comes from Latin,
Based on these problems, it becomes very which is from the origin of the word manus which
necessary for a pattern or model of conflict means hand and agere which means to do. The
management resolution in Islamic educational words are combined into verb management which
institutions, which of course has its own way of means to handle. Managere is translated into
understanding conflict and how to manage existing English in the form of verbs to manage, with noun
conflicts. Islamic educational institutions should management, and managers for people who carry
be able to become role models as well as role out management activities. Finally, management
models in dealing with conflict. The complexity is translated into Indonesian into management
490 Jurnal Pendidikan Progresif, Vol. 12, No. 2, pp. 487-499, August 2022

(Usman, 2008). Furthermore, management is the The existence of the disagreement can be in the
process of planning, organizing, leading and form of disagreement with the goals set or it could
controlling the efforts of the organization in all its also be the methods used to achieve the
aspects so that the organization’s goals are objectives (Sulistyorini, 2014). According to
achieved effectively and efficiently (Samson et al., Hardjana that conflict is a dispute, a conflict
2020; Fattah, 2000), so that management is part between two people or two groups where the
of managing everything in accordance with careful actions of one are contrary to the other so that
consideration and calculation. one or both are disturbed with each other
In addition, Luthans, F. (2007) defines (Wahyudi, 2011).
conflict as a non-conformity between values or From some of the above notions can be
goals among members of an organization concluded that the conflict is the result of
(Thomas, 1992), as stated that: “Conflict has dissatisfaction and discrepancies between
been defined as the condition of objective individuals or groups in terms of meeting the
incompatibility between values or goal, as the objectives that result in disruption of each
behavior of deliberately interfering with individual or group.
another’s goal achievement, and emotionally Understanding the conflict can also be seen
intern of hastily’’. In other hand DuBrn, A. J. from several points of view, namely: first, a
(1984) interpret conflicts as conflicts between traditional view. This traditional view states that
individuals or groups that can increase failure as all conflicts are bad. Conflict is seen as something
a result of obstructing each other in achieving goals negative, harmful, and must be avoided. Second,
as stated as follows: “Conflict in the context the view of human relations. The human relations
used refers to the opposition of persons or view states that conflict is a natural event that
forces that gives rise to some tension. It occurs
occurs in all groups and organizations. Conflict is
when two or more parties (individuals, groups,
something that cannot be avoided because of the
organization) perceive goals or event’s’’.
existence of the conflict must be accepted and
Meanwhile, the meaning of “conflict” when
rationalized in such a way that is beneficial for
viewed from the root, namely the word conflict
improving organizational performance. Third, the
comes from the word configure, or conficium
which means collision refers to all forms of interactionist view. This view tends to encourage
collision, collision, mismatch, conflict, fighting, conflict, on the assumption that groups that are
opposition, and interactions that are antagonistic cooperative, calm, peaceful, and harmonious,
(Sulistyorini, 2014). tend to be static, apathetic, not aspirational, and
According to Miles in Steers, explaining that not innovative. Therefore, according to this school
the term “conflict” refers to a condition where of thought, conflicts need to be maintained at a
two groups are unable to achieve their goals minimum level on an ongoing basis, so that the
simultaneously. In this context differences in group remains viable, self-critical, and creative
objectives are the cause of conflicts (Heemskerk, (Hambali & Mu’alimin, 2020; Zulkarnain, 2015).
2020). This opinion is in line with the limits of the From the three points of view above, the
conflict given by Dubin as also quoted by author can conclude that the conflict can lead to
Sulistyorn and Muhammad Fathurrohman that the positive and negative perspectives. Therefore,
conflict is closely related to a motive, purpose, conflict is a part that must be resolved properly
desire, or expectation of two individuals or in order to minimize the negative impacts of the
groups cannot run simultaneously (incompatible). conflict.
 Bashori et al., Conflict Management of Islamic Education Institusions... 491

Furthermore, according to Robbns (1994) views on conflict and new views, often called
who has traced these developments, with an interactionist views. The different perspevives can
emphasis on the difference between traditional be shown in the following table:

Table: 1. Traditional and new views on conflict

Old Perspective New Perspective
Conflict can be avoided Conflict cannot be avoided
Conflicts are caused by mistakes in The conflict arises because of many causes,
management mistakes in the design and including organizational structure,
management of organizations or by vandals differences in objectives that cannot be
avoided, differences in perception and
personal values and so on
Conflict disrupts the organization and Conflict can help or hinder the
prevents optimal implementation implementation of organizational activities
to varying degrees
The task of management is to eliminate The task of management is managing the
conflict level of conflict and its resolution
Optimal implementation of organizational Optimal implementation of organizational
activities requires the elimination of activities requires a moderate level of
conflict conflict

From the above table it can be concluded developing strategies to control conflicts in
that conflict can function or play a role accordance with the principles of good
(dysfunctional). This simply means that conflict management.
has the potential for the development or
disruption of the organization’s activities The Purposes of Conflict Management
depending on how the conflict is managed Conflict is a phenomenon that is often
(Supardi, 2002). unavoidable (Dalmunthe, 2014) dan inhibits the
From the explanation of the definition of achievement of organizational goals (Wijayat,
management and conflict separately above, the 2018). Organizational resources, human
notion of “conflict management” itself is an ability resources, financial resources, technological
to control the conflict, which requires certain resources are used to resolve a conflict not to
management skills. Related to management to increase organizational productivity. Therefore,
deal with conflicts, of course, management conflict management must be carried out
functions and principles must also be used. systematically to achieve a goal (Crowley et al.,
Effective management is said to be successful if 2017). The objectives of conflict management are:
it is able to develop and implement conflict 1) Preventing disruption to members of the
strategies well (Mwambari, Purdeková and organization to focus on the organization’s vision,
Bisoka, 2021; Syukur, 2011). Conflict mission and goals; 2) Understanding others and
management as the process of a party involved respecting diversity; 3) Increasing creativity; 4)
in a conflict or a third party develops a conflict Improve decisions through consideration based
strategy and applies it to controlling the conflict on various information thought and perspectives;
in order to produce the desired resolution 5) Facilitating the implementation of activities
(Wirawan, 2009; Wartini, 2016). This confirms through participation, mutual understanding, and
that conflict management is a process for cooperation; 6) Creating procedures and
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mechanisms for resolving conflicts; 7) Cause between groups or communication gaps due
an organizational climate of conflict and an to a position or status;
unpleasant work environment: fear, low morale, c) Dominating, this approach is concerned
mutual suspicion; 8) Increasing strikes leads to with the authority of this approach is needed
sabotage for those who lose in a conflict; 9) to emphasize the clarity of a decision. This
Reducing organizational loyalty and commitment; approach does not require negotiation,
and 10) Disruption of production processes and because this decision is possible because
operations (Wirawan, 2009). there are urgent matters that must be
From this explanation, it can be concluded handled immediately. This approach is very
that conflict management is a part that must be helpful if there is lack of knowledge or
carefully considered to make a commitment and expertise on the issue in conflict. The
a decision so that conflict does not become an inability to provide experts who give
obstacle in an organizational system. (Lipsky & advice or expressly convey the issue is the
Avgar, 2010). Besides that, conflict management basis of the dominating approach,
becomes the most important part in solving all d) Avoiding, the approach to avoiding
the problems that exist in Islamic educational settlement, this approach must be taken if it
institutions. So far, educational institutions that meets trivial conflicts and actually if
have the complexity of conflict or many problems handled instead it creates conflict that
that are likely to be transformed into a superior sharper. By avoiding the problem will not
educational institution, if they are able to solve be finished still sometimes do that because
the existing conflict problems. For this reason, it the problem is outdated and does not require
is clear that conflicts that are able to be managed serious attention because it is not so
well will be able to stimulate change for the better. meaningful,
e) Comproming, this approach is used because
Approach to Conflict Management each conflict needs sufficient attention. Both
Based on the existing conflict, the cannot be left or avoided. Therefore, it is
conflict can be resolved with various necessary to compromise or negotiate so
approaches, including: that everything will get a balanced solution.
a) integrating, is approach through the This approach is more accurately called the
exchange of information and there is a approach to find a middle ground or a
desire to observe differences and find peaceful way. The middle ground taken will
solutions that can be accepted by all parties certainly reduce differences or
or unite. Completion with this approach disagreements so that the conflict faced is
encourages the growth of creative traits that a shared task and burden. This approach is
emphasize from different perspectives. very good for social relations at work so
However, please note this method requires that they do not feel underestimated or get
quite a long time; the same or balanced place (Syukur, 2011;
b) Bonding, help to establishes the value that Dudja, 2018);
looking at others has more ability and does f) Collaborating, collaborative management
not denigrate it. This approach requires high is a negotiating style for solutions that fully
attention by helping, working together in satisfy the parties involved in the conflict.
resolving conflicts. This approach will These efforts include mutual understanding
contribute to narrowing the differences of conflict issues or mutual disagreement
 Bashori et al., Conflict Management of Islamic Education Institusions... 493

study. In addition, creativity and innovation of outsiders into groups, reorganization of

are also used to find alternatives that are organizations, bonus offers, payment of
acceptable to both parties; incentives and rewards to encourage
g) Accommodating, in a conflict management competition, selection of appropriate
style with a low level of activity and a high managers, and treatment that is different from
level of cooperation. A person ignores his habit; and b) conflict resolution methods.
own interests and seeks to satisfy the There are three methods of resolving conflicts
interests of his conflict opponents. that are often used, namely dominais or
Based on some of these approaches, the emphasis, compromise, and integrative
author can conclude that conflict resolution can problem solving. These methods differ in terms
be done by various approaches according to the of the effectiveness and creativity of conflict
context and complexity of the conflict. Based resolution and the prevention of future conflict
on this approach there are certainly advantages situations (Sulistyorini, 2014).
and disadvantages, besides each having the
ability to be able to resolve conflicts as a forum Conflict Management at Islamic Boarding
to improve quality for the better and not vice Schools (Pondok Pesantren)
versa. In practice, many problems arise on the
surface related to the problems that are present
Method of Managing Conflict with the passage of Islamic educational
In resolving conflicts, human are using institutions. The issue was motivated by many
methods: First, oppose talks. This avoidance is factors, so that the conflict in the Islamic boarding
based on fear of disputes and paralysis functions. school became a part that had to be resolved.
The characteristic is the challenge to be rejected Some of the things that trigger conflicts between
and avoided. Second, get close and try to find a individuals and groups are as follows:
solution. This characteristic is based on optimism
and being more functional. This Characteristic a. Community Foundation
Model seeks to be discovered with the help of The foundation’s feud with the community
others. Third, revoke the situation and jointly is inseparable from the community’s
replace me (Pareek, 1996). In addition, there are disappointment with the foundation itself. The
two forms of conflict management methods, unsuitability of community expectations often
namely: a) Conflict stimulation method. triggers conflicts between the foundation and the
Conflicts can lead to dynamism and better community. From that problem also leads to
achievement in the implementation of group work community disappointment to the foundation.
activities. Situations where conflict is too low will The foundation’s inconsistency behavior
cause employees to be afraid to take the initiative towards disappointing decisions gave birth to
and become passive. Events, behaviors and “resistance” from the community showing that the
information that can lead people to work better importance of an organization’s work program is
are ignored, group members tolerate one carried out or carried out by first coordinating
another ’s weaknesses and bad work with various related parties. This shows its
performance. Managers from groups like this need importance of MBO (Management by
to stimulate competition and conflict so that they Objectivity).
have a galvanizing effect. The conflict stimulation MBO is a management that includes a
methods include: the inclusion or placement variety of specific objectives, which are set
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in a participatory manner, for a set period of there are no restrictions on boarding schools
time with brave feedback about achieving the in interacting between the two. The community
goals (Muchlas, 2008). The attraction of MBO has the same interests in Islamic boarding
is the existence of a description of the schools, and vice versa. Several studies have
objectives to the objectives that are specific shown that kyai Islamic boarding schools are
to various interested parties. very active in creating harmony society, by
using a communication strategy that puts
b. Caretakers of Islamic Boarding School forward the religious values of harmony
Foundation (Nasor, 2020). Moreover, Kyai is also a
Communication is one of the variables symbol of morality or the right direction and
that greatly influences the progress of an has a very big influence in solving problems,
organization. Ignoring communication can including social conflicts (Hikmawan et al.,
mean going against the flow of modern 2020).
management thought. The disharmony of the relationship
Disputes between boarding school between the caretakers of the Islamic Boarding
caretakers, called Kyai with the foundation’s School and the community sometimes arises
management it can almost be said to be a because it is triggered by differences in the
common thing in the organizational structure views of simple issues, for example in
of an Islamic education institution. In addition determining Eid al-Fitr. Islamic Boarding
to the dominance of power authority, but often School in determining the coming of the feast
the order of communication in Islamic day coincides with the decision of the results
educational institutions is often overlooked of the hearing session of the Indonesian
which results in a lack of understanding in Ministry of Religion with various religious
realizing common goals. organizations. While some people, Eid al-Fitr
In confronting the conflict, a person may follows Muhammadiyah’s decision.
be able to avoid by resigning. This is intended so Nevertheless the difference did not then turn
that the activities in Islamic boarding schools can off the silaturaihm rope between the Boarding
run better. In the view of Frans Magnis Suseno, School and the community.
part of the character of Javanese people who see
that social harmony is synonymous with peace. d. Conflict Resolution at Islamic Boarding
Therefore, upheaval should be avoided as far as Schools
possible (Sutono, 2015). Avoiding the upheaval The situation is not harmonious relationship
is part of the way or trick to harboring conflict so between the boarding school and the foundation,
that it does not become more complicated, so the foundation with the boarding school
that the conflict itself will be resolved with the caretakers, and also the clerics with the
passage of time. community is not left just like that. When the
dispute arises, the tabayyun attitude must be put
c. Kyai with Community forward, which is a form of clarifying for the
Muhaimin Iskandar stated that: an Islamic emergence of problems between them. The
boarding schools should be a comfortable place existence of a resignation decision is part of the
for students and also a place to mingle effectively solution to the problem in a smooth manner and
with the community (Pontianak Post, 2012). The does not want to make further problems. The
expectation of that opinion is certainly that attitude of avoiding conflict, according to Frans
 Bashori et al., Conflict Management of Islamic Education Institusions... 495

Magnis Suseno, is the character of Javanese madrasas has tended to show a traditional
people who are reluctant to show open management model. This traditional
disharmony so that upheaval should be avoided management model then makes the madrasa
at all costs (Dasborough, Lamb & Suseno, head as a central figure in making every
2015). madrasa policy. The figure of the madrasa
Judging from Winardi’s opinion, the conflict should be uswatun hasanah for teachers and
resolution in this case is included in the integration students it would be a person who seemed
technique by using the superordinate goals of the authoritarian.
conflict to end by considering the more priority Under his leadership, the madrasa head
of each party involved in the conflict. gives less space to the council of teachers and
Superordinate goals can not only resolve conflicts, santri guardians in every decision-making, all
but can also strengthen cooperation (Winardi, decisions are in the hands of the madrasa head,
2007). so that the council of teachers feels their existence
In his theory of conflict management style is undervalued, then creativity and innovation from
Rahim said that there are 5 (five) conflict the teacher (junior) is sometimes understood as
management styles, one of which is obliging. In attitude who do not respect the head of the
this style of conflict management, the party madrasa (senior).
involved in the conflict combines his high concern Starting from the weakness of the
for the opponent of the conflict with his low management system, it then allows the emergence
concern for himself (Wirawan, 2009). of dissatisfaction of teachers and students on the
Establishing the value that seeing other people performance of the madrasa head which ultimately
has more ability and not demeaning them. This triggers a conflict. The occurrence of disagreement
approach requires high attention by helping, by the students is a form of student
working together in resolving conflicts. This dissatisfaction with the performance of the
approach will contribute to narrowing the madrasah’s head.
differences between groups or communication
gaps due to a position or situation. b. Conflict Issues
Possibly a developing issue is related to
Conflict Management at Madrasah the dissatisfaction of the teacher and student
Conflict management is the most council on the performance of the madrasah
important part in solving problems that arise head. The madrasah head is judged unable to
in the midst of existing conflicts, both manage madrasa funds with a tub sourced from
individually and in groups. Based on that, a tuition fees, student building fees and part of
good solution from the parties to the conflict student guardian donations.
with the problem becomes necessary. Indeed, the funding factor in the world
Therefore, conflict management must be of education is often a crucial issue as well as
balanced in making conflict a partner in better madrassas with the status of private educational
development. institutions often experience limitations in obtaining
funding sources. However, the issues regarding
a. Conflict Reasoning the management of madrasas are not good with
Conflicts that occur in general are an indication that the madrasa has just received
sourced from the current weak management of a donation of funds from donations that were
education. Management or management of originally available to add less facilities and
496 Jurnal Pendidikan Progresif, Vol. 12, No. 2, pp. 487-499, August 2022

infrastructure, but still until now the madrasas’ the solution is to hold on to the verses of the
facilities have not been fully developed. Qur’an ‘ that is by doing ishlah and
For this reason, openness and deliberation to reach consensus.
transparency of funds from the madrasa head This one emphasizes that conflict resolution
is very much expected. This is to minimize the can be done through deliberation to reach
distrust of the madrasa component on the consensus. Thus, it is clearly seen that a conflict
performance of the madrasa head. Where management strategy, where each conflict is
everything related to madrasa financial and brought into a deliberation to find the right solution
financial problems will become a problem that in which there are negotiations to produce
has the potential to cause suspicion and agreements and require those involved in conflict
conflict. to be willing to lose something in order to obtain
a solution the wisest. This strategy is appropriate
c. Conflict Dinamics to be applied in madrasa and pesantren education
Conflict is a latent situation (potential) institutions considering that moral and ethical
due to different individual, organizational, and values have been instilled in order to respect
environmental factors, causing many problems each other, give in and prioritize ukhkuwah
and factors (Anwar, 2018). On this basis, islamiyah.
individuals or groups know that conflicts within
organizations can be felt, reflected through  CONCLUSIONS
opinions, goals and values in carrying out Based on the results of analysis and in-depth
opposing / opposing actions. When a study, the authors conclude as follows; first, in
misunderstanding or disagreement occurs a practice, conflict cannot be avoided from the
conflict begins to move or is gradually realized. environment of human life. Through this conflict
The consequences or consequences of a conflict humans will be able to develop dynamically.
are beneficial, which can increase creativity, Conflict management teaches humans that conflict
exchange ideas, dynamic, and there are adverse must be managed properly, so that conflict can
effects such as increased stress, absenteeism, have a positive impact on individuals and
turnover, dissatisfaction and decreased institutions.
performance (Ali, 2003). Second, conflicts that occur in Islamic
For this reason, it is clear that dynamics boarding schools include conflicts between
of conflict are possible in all settings of Islamic foundations with the community, foundation with
educational institutions. However, the problem of caretakers of Islamic boarding schools, kyai with
managing conflicts properly is a necessity that the community, and then all the problems obtained
must be proven so as not to cause obstacles to can be managed as well as possible, resulting in
achieve an objective. an agreement and consensus for the sake of
mutual comfort and continuity of the development
d. Conflict Resolution Strategy of the cottage Pesantren in the future. The
The purpose of conflict resolution in number of conflicts that occur in Islamic
educational institutions is the complete resolution educational institutions, especially Islamic
of the conflict and the realization of more boarding schools, are motivating managers of
conducive conditions in educational institutions Islamic educational institutions to be able to
that breathe Islam, of course, do not abandon manage every conflict that will and has occurred.
Islamic principles in the resolution of conflicts, With this anticipation, it is certainly expected
 Bashori et al., Conflict Management of Islamic Education Institutions... 497

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