Employee’s Performance: INTRA-ORGANIZATIONAL CONFLICT(5)

Out of three types of conflicts which are, task conflicts, relationship conflicts and process’s conflicts, it’s observed that relationship conflicts are always dysfunctional (Robins, 2005). Amson (1996) observed that conflict in many of today’s organizations is inevitable and unavoidable, with the possibility of positive or negative consequences, depending on how effectively it has been resolved or managed. The simple linear model elucidates the relationship between conflict and performance with reference to point of view of efficiency and effectiveness (Duarte and Davis 2003). Tjosvold (1991) and Deustch (1994) reported that when conflict is appropriately managed, it could be constructive and even add substantial value to an organization.

The Conflict Process

The Robbins (1974) refers that conflicts in organization appear rationally and sequentially through conflict process. The four stages of conflict process explain its potential causes of conflict development, cognition and personalization level, conflict handling strategies, behavioral aspect and outcomes.