For this reason managers must also be effective leaders. For example, a very productive worker will be put under pressure by the other members to change. If he is continually exceeding the group productive norms, the other members will thus have to change and work to the same standard. Since he is the odd one out he is pressurised by the group to change to the group's standard. Conflict in groups.
Conflict is almost inevitable when two or more parties work together to achieve the same goal.
Differences of opinion could lead to a breakdown in co-operation. Some managers in organisations recognise the need for change but are unsure on how to facilitate it, or lack understanding of how to implement it. Common beliefs are that changing the structure, having vision and mission statements training etc. This is however not the case. Thus an approach based on process alignment, starting with a mission analysing critical factors and moving to the key issues are the most effective.