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Many problems arise from potential incompatabilities between characteristics of high technology and professional employees and traditional organizational authority and control systems. These incompatibilities may lead to dysfunctional conflict between the role expectations of the professional and organizational requirements. Some organizations are attempting to deal with this conflict by designing evaluation and control systems which better reflect the expectations of these highly skilled employees. Sources of tension for the high technology professional are identified with attempts to illustrate how this tension may be lessened by aligning the professional's expectations with organizational goals. Recommendations are offered for differential incentives and rewards.