Employee’s Performance: INTRA-ORGANIZATIONAL CONFLICT(8)

CONFLICT(8)

In the second order effect the consequences are not viewed as a result of the original conflict because it hard to determine specific problem causing conflict and it is difficult to quantify. For example loss of market share as a result of missed opportunity windows, Ramp up time required for replacement employees so that could contribute effectively and could perform supervision or management activities.

At third order level of effects conflicts arise more frequently in an organization. The effects often become acculturated. Generally this leads to an unpleasant work environment that leads to a situation where issues are not discussed and consequently much less resolved. The fear, lack of trust and passive aggressive behavior become the norms in organization at this level. Such conditions may damage the organization’s reputation resulting in loss of business and making it tough to hire and retain efficient employees. The consequences at this level may appear in form of passive aggressive behaviors of unhappy employees, loss of effective management, loss of credibility, lack of communication with other groups resulting from confusion, and poor image of the organization within the industry or the marketplace etc.