When one person misunderstands a message or when information is withheld, the person often responds with frustration and anger. Here we will examine two aspects of the conflict process. First, several factors that have been found to contribute to conflict will be identified. After this, a model of conflict processes in organizations will be reviewed. Supposing an employee is transferred without reason from the unit he/she is working happily to another unit where she cannot enjoy.
This type of low stakes practice will feel forced and artificial at first. But, practice is the only way to become better at something. It refers to a conflict among the members in a group. It is a result of differences in individuals and group goals. There are differences among people in education, culture and upbringing, and differences in values, attitudes and personalities. When people with so many differences work together, there is always a possibility of conflict.
If the organizational objectives and goals are not clear cut and easily understandable conflict may arise and obstruct the smooth flow of work. During this process there are the chances of difference of opinion, disagree on some matters, clashes friction and all this ultimately resulted into the conflicts which harmful to the organization. The search of individual for personal development is countered by demand of the organisation to perform a specialised task. The desire of the individual to look forward (i.e. toward the future) is neutralised by the need to fulfil planned performance of short-range period. Organisation wants standardised and controlled human behaviour through procedures, rules, methods and operational controls.
