The risk of avoiding confrontations
The risk of avoiding confrontations
In workplaces, conflicts are often and mostly they are as a result of lack of communication. If the disagreements are not handled they could negatively affect business. Managers should not avoid confrontations with employees but should quickly handle them if they want to change the face of the company. In workplaces, business people sometimes mistake between conflict and disagreement. Differences in opinions are known as disagreements and sometimes may or may not turn into conflict (Mitchell, 2015). This paper will discuss the risk of avoiding confrontations with a problem employee.
Generally, workplaces where conflict is not confronted, reflects poor management system. Unresolved conflict in a team shows there is a weakness in the management of a firm because the management is not able to come together and solve a problem that is reflected. As such, it is considered administrators fault of failing to recognize conflict or failing to seek resolution (Mitchell, 2015). It is the responsibility of the management to notice and handle conflict in an organization. Conflict should be handled directly by the management or through a professional human resource.
When confrontations are avoided in workplaces, it affects the employee’s performance and decreases productivity. When important feelings of an employee are suppressed, the results are low morale, distrust, and stress. It may also result in division among the employee’s and sometimes they form teams depending on various matters like opinions and favoritism which results in an unhealthy business environment. A business team that is divided results in the inability to ineffective production. As such employee’s performance in the workplace reduces due to strained relationships in workplaces (Chamila, 2017). It is thus important to confront the employee’s unexpected behavior as the manager to avoid positive outcomes productivity for all involved employees.
In conclusion managers and heads of work, places are very crucial in confronting the employees. They should never avoid confrontation and should notice every performance problem that is facing the organization. Additionally, they should communicate regularly with employees so that they can easily spot the conflict. When handling confrontation managers should avoid unhealthy confrontation behavior that can result in conflict to take care of the problem immediately.
Managers in workplaces are regularly faced by confrontation from employees and it is always important to handle the conflict immediately so that it does not affect the overall performance of an organization. The major role of managers is to identify the confrontation faced and handle it (Chamila, 2017). Sometimes the confrontations may be difficult to handle and as a manager one can seek assistance from professional human resources. When handling confrontations, it’s always important to be positive and avoid emotional manipulation. Inform the employee about the consequences they can face if they are not able to solve the confrontation. It is also vital for managers to understand tactics that thy can adopt when dealing with confrontations from employees. When dealing with confrontations it’s always important to understand the cause and consequences to expect. This is because the confrontation with a single employee may affect the behavior and working relationship with other employees. As such, conflict with employees should be handled with care to avoid conflict and disputes. In conclusion, managers should never ignore to notice confrontation or fail to seek resolutions from confrontation (Chamila, 2017). They should always be ready to take the responsibility of solving disagreement and conflict that may arise from working place to create a healthy business environment.
Different individuals are born passive-aggressive or active aggressive. Despite these differences, everybody has ever had confrontations with such colleagues. As such, it is important to understand how you solve the disagreement without unhealthy behavior being involved. A healthy behavior involves a polite way of solving the disagreement. In workplaces, confrontations are witnessed often and they should be solved immediately to avoid a decrease in production. As such, managers should be in the front line of facing confrontation between employees and the organization and ensure they create a healthy working environment. A healthy working environment motivates and increases the morale of employees. If conflicts in working places are unsolved, they create disputes in working places and affect the working performance of most employees. Managers should thus solve confrontations if they want teamwork and positive production (Mitchell, 2015). When working as a team there should be no unresolved issues among team members. In conclusion, managers have to play a role when there are confrontations in their organization. They should never fail to notice or avoid seeking resolutions for conflict. As leaders, they should be willing and able to effectively solve conflicts.
Chamila Subasinghe (2017) Spatial confrontations: Abandonment of self-labor in transitional sheltering after a natural disaster, International Journal of Disaster Risk Reduction
Mitchell Holt, (2015) Risks of Not Confronting Conflict in the Workplace