Islamic education has a strategic role in shaping the character of students who are able to live harmoniously in a multicultural society. Islamic values ??such as tolerance, mutual respect and cooperation must be taught to promote harmony amidst cultural, ethnic and religious differences. Although Islamic teachings support inclusivity and respect for diversity, its practice is often faced with challenges. Therefore, an Islamic education approach with a multicultural perspective is needed to teach students to understand that differences are God's decree and must be seen as a social force. This educational concept needs to prioritize human values, moderation and openness, as well as integrating diversity in learning. Through education that emphasizes multiculturalism, it is hoped that a generation that not only adheres to religion but is also able to maintain social harmony can be formed. This research also identifies challenges in implementing multicultural education in Islamic schools and offers strategies to overcome these obstacles.

This study discusses the influence of conflict management on employee performance in organizations. Conflict that is not managed properly can have a negative impact on productivity, but if handled constructively, conflict can be a source of innovation and performance improvement. Effective conflict management includes strategies such as avoiding, accommodating, compromising, competing, and collaborating. Proper conflict management can increase collaboration, trust, and creativity in the workplace. This study also highlights the importance of emotional intelligence in managing conflict, where emotionally intelligent individuals are better able to resolve disputes constructively, thus positively impacting team performance.
 

This research explores how the integration of technology in Islamic teaching affects the quality of learning. Using a qualitative approach through literature study, this research analyzes five articles from various sources to explore the challenges and opportunities faced by teachers in using technology. It was found that although the use of technology is growing, many teachers face difficulties in using technology effectively due to a lack of training and support. This research emphasizes the need for comprehensive training programs to improve teachers' skills in using digital tools to create more interactive and innovative learning environments. The impact of these findings can be very significant for enriching Islamic education strategies that are more appropriate in the current digital era.

This research uses a literature review study method to explore conflict management models in educational institutions, especially Islamic education. Some of the models found include avoiding, accumulating, negotiating, cooperating, and competing. Conflict management involves three stages: identification, assessment, and resolution, with the main key being identification and assessment. The success of conflict management depends on the leader's ability to choose the right strategy, such as deliberation and tahkim. An effective approach involves all relevant parties and can turn conflict into development opportunities. The conclusion emphasizes the importance of understanding conflict in the context of Islamic education and the need to explore conflict management models to improve the quality of educational institutions. This article also discusses various approaches to conflict management, including deliberation, negotiation, fastabiqul khirot, islah, and returning to goals, as well as highlighting the important role of families, schools, and communities in education. Effective conflict management is necessary to transform conflict into development opportunities and support a harmonious educational environment.

Management of human resource (HR) diversity in organizations. HR diversity includes differences in race, ethnicity, gender, age, religion, disability, sexual orientation and cultural background. There are several challenges faced by organizations in managing HR diversity, including potential conflicts between employees, bias and discrimination, as well as difficulties in building cohesive teams. However, diversity also brings various opportunities, such as increased creativity and innovation, market expansion, and the ability to attract the best talent from various backgrounds. To maximize the benefits of HR diversity, organizations need to implement inclusive management strategies, such as diversity awareness training, anti-discrimination policies, and mentoring programs. In conclusion, effective HR diversity management not only helps organizations create a harmonious and productive work environment, but also provides a competitive advantage in an increasingly global and dynamic market.
 

This study discusses the resolution of social conflict between fifth grade students with the view of Karl Marx at SDN Langkap 02 Jember. Social conflict is one of the problems that commonly occur in the school environment, including at SDN Langkap 02 Jember. Social conflict between fifth grade students at the school is usually caused by the role of parents, interpersonal problems, and bullying that often occurs in school. This study aims to examine the resolution of social conflict between fifth grade students using the view of Karl Marx. The method used in this study is a qualitative research method with data sources obtained through in-depth interviews, observation, and documentation. The results of the study show that the resolution of social conflict between fifth grade students at SDN Langkap 02 Jember can be done using the view of Karl Marx. Karl Marx's view of social conflict can be used to understand the causes of social conflict, as well as to develop more effective conflict resolution strategies. Based on the results of this study, it is recommended that schools implement social education that is oriented towards social structure change.

Conflict is a complex social phenomenon and generally involves confrontation or dispute between individuals, groups, or countries. This article summarizes the sources, symptoms, and causes of conflict. Sources of conflict are often related to differences in values, beliefs, competition over resources, social inequality, and power politics. Symptoms of conflict include tension, violence, restrictions on freedom, and refugees. Causes of conflict can be triggered by differences in views, injustice, political instability, economic problems, discrimination, and political polarization. A deep understanding of the sources, symptoms and causes of conflict is important for effective prevention and resolution. One of the problems that often arises during change in an organization is conflict between members or between groups. One of the causes of conflict is resistance to change. .Conflict must not only be accepted and managed well, but must also be encouraged, because conflict is a force to bring about change and progress in institutions. Conflicts that occur in an organization due to human behavior as human resources will influence the effectiveness of the organization, therefore, every conflict that occurs is expected to be resolved through conflict management.