Employee’s Performance: INTRA-ORGANIZATIONAL CONFLICT(3)

The conflicts of interest can be eradicated by super ordinate goals which are significant to both groups and parties (Robert and Lloyd, 2002). Therefore it is important to identify and add in goals which can not only be shared by subsystems and but also by each individual within a subsystem. Rules and procedures related to laws, customs, traditions and many others like this can direct ongoing dialogue. The decision rules also offer advance codes regarding specific conflicts. Whereas procedural rules provide guidelines for bargaining, negotiation, to reach the resolutions to occasions not covered by the decision rules. Each party accepts the outcomes and constraints to the level that rules are efficient. This is followed by the decreased discretionary powers. It creates less hostility than the exercise of coercive powers by depending on this rule (Stark, 2007).

Organization Conflict Model

The organizational conflict model is based on following three variables which are communication, structure and the personal behavior factors (Robbins, 2005). Robbins (2005) refers that although sources of conflicts cannot be categorized on basis of priority yet it’s considered as main source of arising in conflicts in organization. Communication problems are related with various situations in organization. Following situations could be the example when communication includes necessary and important information partially.