Civil society organisation, trade unions, political parties, governments and corporate entities, have all at some time, experienced some level of internal conflict, which had the potential of giving rise to instability within the ranks.Generally, this comes about as a consequence of personal or group division, the non-acceptance of collective responsibility, and where there are problems with the leadership and management style of the head of the organisation.The impact of any instability problem is reflected in the effective functioning of the organisation. In many cases, people become disillusioned, uncooperative and uninterested. It is more problematic when it results in a reduction in productivity, heightens tensions, and stifles the work of the organisation as it pertains to its growth and development. The point is to be explicitly made, that it creates a base for people with a negative attitude, no positive outlook, and no sense of purpose other than their self-interest, to work at undermining efforts which are aimed at moving the work of the organisation forward. Truth be told, those who fall into this category, do a good job at offering criticisms but seem to lack what it takes to offer any ideas.Those who find themselves in leadership and management roles and use this position to exercise dictatorial behaviour can only hold themselves responsible for the tensions and resistance they encounter, and the limited support received. This authoritarian and dictatorial style of leadership is counterproductive; particularly when there is cause to believe that all roads lead to the leader. It basically can place decision-making into the hands of the leader or management, and erode the confidence of subordinates in taking any responsibility.