Employee’s Performance: INTRODUCTION(1)


Conflict management has been modified into an important subfield of organizational behavior over the little period of time (Kozan, 1997). This development represents the wider acceptance of conflict phenomenon as an organizational fact and its increasing needs of its management. Conflict is a state of opposition, disagreement or incompatibility among persons, or groups due to differences over goals, ideas, interests or objectives. It is natural and inevitable part of all human social relationships (Sandole & Staroste, 1987).

Conflict can exist within a particular project or company units. The conflict in teams or groups is unavoidable, and its results cannot be predetermined (Litterer, 1996). Every organization encounters conflicts on a daily basis and it is necessary to follow the indicators continuously that lead to their presence. In organizations communication, organization structure and factors of personal variables can be the potential sources of conflicts (Dreu, 2001). Wilson (2009) in their individual researches refer that unless conflict is fully resolved, it may remain latent in the situation as persisting threat for future conflicts.