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Conflict is an inevitable phenomenon in organizations and educational institutions, and if not managed properly can have a negative impact on performance, effectiveness, and interpersonal relationships. However, conflict also has the potential to be a catalyst for improvement if managed appropriately. Therefore, it is important to systematically examine the stages of conflict, their impacts, and relevant management strategies. This study aims to answer the following questions: (1) How are the stages of conflict identified in various organizational and educational contexts? (2) What are the impacts of conflict on organizations? and (3) What management strategies are most effectively implemented? The method used was a literature review by searching articles through national and international databases using the keywords stages of conflict, conflict management, and education. Of the 73 initial articles, 18 primary articles were selected for thematic analysis. The analysis revealed three main findings: (1) conflict generally develops through stages of latency, escalation, and overt manifestation; (2) conflict negatively impacts performance if left unchecked, but can be constructive if managed; and (3) effective conflict management strategies are contextual, combining structural, interpersonal, and cultural-religious value approaches. In conclusion, this literature highlights the need for adaptive conflict management to maintain organizational stability. Further research is suggested to explore integrative models of conflict management based on local values and educational practices.

This study aims to analyze the influence of organizational culture, job training, and work environment on the performance of employees at the Office of the Ministry of Religious Affairs of Kediri City. The research employed a quantitative approach using a saturated sampling technique involving 69 employees. Data analysis was conducted using statistical tests with the assistance of SPSS version 26. The results showed that partially, organizational culture, job training, and work environment had a significant effect on employee performance. This was proven by the calculated t-values of each variable, which were greater than the t-table values, and significance values less than 0.05. Simultaneously, the three variables also had a significant effect on employee performance, indicated by the calculated F-value being greater than the F-table value and the significance value being less than 0.05. Therefore, the alternative hypothesis (Ha) was accepted, while the null hypothesis (Ho) was rejected.

Human resource development (HRD) is a fundamental pillar in the management of Islamic education, especially in the era of globalization and the industrial revolution 4.0. Islamic educational institutions are required to produce graduates who are not only religious but also competent, ethical, and adaptive. This study aims to identify effective HRD strategies to improve the quality of Islamic educational institutions. The research employs a qualitative approach with data collected through interviews, observations, and documentation in several Islamic educational institutions. The findings reveal that strategies such as training, internships, scholarships, mentorship, collaboration, performance evaluation, spiritual development, technology implementation, and innovation play vital roles. The integration of Islamic values in recruitment, training, and career development is also crucial. However, challenges such as limited funding, lack of competent human resources, and insufficient leadership attention remain obstacles. This study emphasizes the need for innovation in HRD to overcome these barriers. It is expected that the findings provide practical solutions for Islamic educational institutions to achieve educational goals, produce quality graduates, enhance competitiveness, and contribute positively to society.

This research aims to explore the policy management of educational programs at SD IT Al-Anshar Tanjung Pura in integrating the national curriculum with Islamic values. The research approach used is qualitative with a descriptive method, involving observation, interviews, and documentation as data collection techniques. The subjects of the study include principals, teachers, and students, while the object is the education management policy in this school. The results of the study show three main findings: 1) Policy planning is designed to form a generation that excels in academics and has Islamic character through careful planning that involves all parties. 2) The implementation of policies prioritizes a balance between religious and general education, supported by collaboration between teachers, students, and parents, as well as various extracurricular activities. 3) Policy evaluations are carried out regularly to measure the success of educational programs even though they still face the challenge of limited resources. This study emphasizes the importance of the role of planning, collaborative implementation, and regular evaluation in education policy management to achieve holistic educational goals.

The thesis with the title "The Influence of Income and Religiosity on Employee Performance (Study at PT. Bhakti Idola Tama, Sungai Gelam District, Muaro Jambi Regency)" was written by Ira Puspita Sari, NIM 501190279, Department of Sharia Economics, Sulthan Thaha Saifuddin State Islamic University, Jambi 2023. An employee's performance will increase and develop when the employee is satisfied with the income received and an attitude of religiosity in each employee. The aim of this research is to determine the effect of income and religiosity on employee performance. The research method used in this thesis research is descriptive quantitative. The samples taken were 40 respondents. Data collection techniques by researchers are literature study, observation, interviews and questionnaires. The results of the research in this thesis are that Income and Religiosity simultaneously or together have a positive and significant effect on the performance of PT employees. Bhakti Idol Tama. It is known that the significance value for income and religiosity (X) simultaneously on Employee Performance (Y) is 0.003 < 0.05 and the calculated F value > F table (6.668 > 3.25). So it can be concluded that Ha is accepted and Ho is rejected. It is hoped that the results of this research can contribute, have an impact or have implications for related parties so that they can be used as a reference for research, scientific development and so on.

This study aims to determine: (1) The effect of Organizational Climate on Job Satisfaction Employee at Kolaka District Religious Ministry Oficce, (2) The Effect of Organizatonal Climate on Employee Performance at Kolaka District Religious Ministry Office, (3) The Effect of Job Satisfaction on Employee Performance at Kolaka District Religious Ministry Office. This research uses a quantitative method approach. Data collection in this study used observation, documentation and questionnaires. The population of this study were all ASN employees at Kolaka District Religious Ministry Office. While the sample of this study amounted to 41 employee by determining the sample using the census technique. Testing of research instruments using validity tests and reliability tests with SPSS 22.0. The data analysis technique used in this research is Structural Equation Modeling (SEM) based on Partial Least Square (PLS) through measurement model testing (outer model) and structural model testing (inner model) with Smart PLS 4.0.  Based on the results of the study, it is known that the Organizational Climate variable has a positive and significant effect on Job Satisfaction as indicated by the P-Values value of 0.012.  And the Organizational Climate variable has a positive and significant effect on Employee Performance as indicated by the P-Values value of 0.030. And the Job Satisfaction variable has a positive and significant effect on Employee Perfomance as indicated by the P-Values value of 0.000.

This study aims to find out how far the implementation of the Pangandaran Regency Regional Regulation Number 5 of 2015 concerning the Management of Zakat, Infaq and Shodaqoh for Poverty Alleviation in Pangandaran Regency, what are the obstacles and to find out what efforts have been made by the Pangandaran Regency National Amil Zakat Agency to overcome these obstacles . The Pangandaran Regency National Amil Zakat Agency, hereinafter referred to as Regency BAZNAS, is an institution that carries out national zakat management in Pangandaran Regency. BAZNAS Pangandaran Regency is a Zakat Management organization formed by the Government with the task of collecting, distributing and utilizing zakat in accordance with Islamic religious provisions and applicable laws and regulations. In this study the method used was a qualitative approach with data collection techniques using observation and interviews. From the results of the research and discussion, it shows that the implementation of the Regional Regulation of Pangandaran Regency Number 5 of 2015 concerning Management of Zakat, Infaq and Shodaqoh for Poverty Alleviation in Pangandaran Regency has not been carried out properly. This is evidenced by the lack of effective communication between the BAZNAS of Pangandaran Regency and the Regional Head as a political position as well as the regional Secretariat whose job is to assist regional heads in formulating policies and coordinating regional offices and regional technical institutions. The absence of strict sanctions from the regional head to civil servants who do not comply with these regulations has hindered poverty alleviation from Zakat, Infaq and Shodaqoh funds collected by BAZNAS. Zakat, Infaq and Shodaqoh carried out by BAZNAS did not reach the target, as a result the assistance distributed by BAZNAS tended to be consumptive funds with little value. Lack of quality and quantity of Human Resources for BAZNAS Pangandaran Regency, so when the aid funds were channeled for business capital assistance, BAZNAS Pangandaran Regency did not provide assistance and utilization of beneficiaries, so that the funds received were ultimately not optimal for poverty alleviation, and led to when the business capital runs out, in the end the business closes.

This study investigates the impact of character formation, religious education, and school environment on digital literacy-driven communication. The research aims to understand how these factors shape individuals' abilities and behaviors in digital communication. Employing a qualitative research model, data collection will involve interviews and observations. The sampling technique will employ purposive sampling to ensure representation across various demographics. Data analysis will employ thematic analysis to identify patterns and themes within the collected data. The study anticipates revealing insights into how character formation, religious education, and school environment interact to influence digital literacy and communication practices, contributing to a deeper understanding of the dynamics between traditional values and digital engagement.