Suspicion is one of the dangerous ethical diseases. Those who mistrust dust covered their heart mirror will not see others beautiful and will remain weak in understanding the facts. Suspicion refers to organizational change, in the sense of pessimism about the success of efforts to change. In fact, the outcome of suspicion not only decline social capital in organizations and society but also reduces participation in organizational activities. This phenomenon of reduced performance and organizational effectiveness in strengthening suspicions provides a positive feedback. Conflict is one of the consequences of suspicion. Conflict is part of human life and wherever is interactive, conflict existed. Conflict is a fact of human history were familiar with, but unfortunately because of mismanagement, conflicts of militancy and hostility has become changed and due to an unfortunate history of conflict and human societies have to look at it as a negative phenomenon. In this article we have tried to explain the concept of organizational suspicion and organizational conflict addressed and examined the role of one over the other.