THE IMPACT OF EMPLOYEE CONFLICT ON ORGANIZATIONAL PERFORMANCE: A CONCEPTUAL REVIEW

In contemporary corporations, employee conflict is a frequent and inevitable occurrence. It occurs when workers have different viewpoints, objectives, values, work styles, interpersonal expectations, or access to company resources. Organizational study demonstrates that the impact of conflict varies depending on its kind, intensity, context, and management, despite the fact that conflict is frequently perceived negatively.This study uses a conceptual evaluation of the literature to investigate how employee conflict affects organizational performance. Task conflict, interpersonal conflict, and process conflict are the three main types of workplace conflict that are the subject of this study. The article describes how different conflict types affect decision-making, creativity, teamwork, productivity, communication, employee motivation, job satisfaction, and overall organizational effectiveness. According to previous research, interpersonal and process conflicts typically impair performance because they lead to stress, erode trust, and erode cooperation.However, task conflict can have conflicting impacts; when handled constructively, it can enhance creativity and decision-making, but when it gets emotional or personal, it can harm performance. The study comes to the conclusion that poorly managed and directed conflict poses a greater danger to organizational success than conflict per se.