Getzels and Guba identify a number of conflict situations that could potentially result from the organization’s interaction with its human inhabitants. Among them are role-personality conflicts that result from a discrepancy between the pattern of expectations attached to a given role and the pattern of need dispositions of the role incumbent. A manager with a high dependence orientation would find a role characterized by autonomous and independent action quite uncomfortable; employees with a professional and technical need to interact with organizational policy makers who are defensive, authoritarian, and non-communicative experience similar role-personality conflict. Multiple but conflicting expectations for the same role are another source of role conflict. Supervisors who are expected by some employees to provide frequent direction and by others to stay away experience this type of conflict.