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Please Find the attachments and Need to write responses to each attachment.

Below are additional suggestions on how to respond to attachments

1) Ask a probing question, substantiated with additional background information, evidence or research.

2) Share an insight from having read your colleagues’ postings, synthesizing the information to provide new perspectives.

3) Offer and support an alternative perspective using readings from the classroom or from your own research.

4) Validate an idea with your own experience and additional research.

5) Make a suggestion based on additional evidence drawn from readings or after synthesizing multiple postings.

Please use in-text citation and 1 reference for each post

150 words for each attachment.

So Total 300 words.

Let me know for any questions

Thank you

The Risks of Avoiding Confrontation of a Problem Employee
Conflict arises due to several reasons, but the most common cause is lack of
communication or rather miscommunication. The first step to conflict resolution is confrontation
(Overton & Lowry, 2013). Avoidance can seem to be the better approach in many situations, but
it might not be the right solution if one wants to create a healthy workplace environment. So, it is
wise to address disagreements or conflicts as soon as possible otherwise they can bring down the
company in many ways.
When conflicts go unresolved, they lead to decrease in productivity of employees. Many
workplace issues originate from strained relationships among peers (Rahim, 2012). Low morale
and trust lead to people suppressing their feelings which in turn leads to conflicts being
unresolved. Hence, managers must constantly keep in touch with their team members and
develop strong relationships so that they approach and share with them when there is a conflict.
If this unhealthy cycle of mistrust and weak connections continue it will lead to employees
seeking better environments and other opportunities. In other words, having a problem employee
and not resolving the conflict can lead to higher employee turnover.
In some situations, the problem employee confides in some peers and they form parties.
Having a team divided into parties will thwart collaboration and efficiency if members from
these parties are working on the same project. This carries over into team activities, meeting and
can affect individuals during performance reviews (Overton & Lowry, 2013). To avoid the
situation from worsening it is wise for the management to intervene and resolve the conflict in a
reasonable and fair manner. If conflicts are left unresolved, they not only cause all the above
workplace issues but also reflect very poorly on the management’s ability to handle conflicts in a
healthy way.
In conclusion, it’s important to resolve conflict of a problem employee. Avoiding will
only lead to the situation from worsening taking the whole company down (Rahim, 2012).
Reference
Rahim, M. A. (2012). Toward a theory of managing organizational conflict. International journal
of conflict management, 13(3).
Overton, A. R., & Lowry, A. C. (2013). Conflict management: difficult conversations with
difficult people. Clinics in colon and rectal surgery, 26(04), 259-264.
The Risks of Avoiding Confrontation of a Problem Employee
Conflict is an issue related to the performance, which is essential to be discussed in any
companies. Many of us can avoid conflicts to create a healthy environment in the
workplace. Many companies have a human resource department to prevent disputes and handle
those situations (Ahmed, 2015). In many companies, many employees are pleasant and
easygoing to avoid conflicting problems and avoid a fight. But avoiding situations makes them
aggressive when things get out of control (Ahmed, 2015). Conflict can be an issue in every
workplace, but when we avoid conflict that’s when problems starts, and we are not able to
address concerns that needs to be prioritized, decision making is delayed, and managers are not
able to improve situations healthily (Ahmed, 2015).
A common conflict avoidance in any workplace is to deny there is an issue or conflicting
situation (Ahmed, 2015). As an example incorporates, two colleagues might disagree regarding a
problem in the project to a particular problem. Instead of providing a solution and they might
have an argument, so avoiding from honest discussion will not help in productivity and progress.
A conflicting situation arises when there’s a toxic work environment (Ahmed, 2015). Many
employees feel they are the victim of harassment, workplace bullying, overwork, and micromanaging, which reduces productivity and employee turnover (Ahmed, 2015). Another example
is employee are the victim of workplace bullying and doesn’t take the initiative to discuss it with
their manager. These employees think they are fine and there is no problem. But as the root
cause isn’t being appropriately addressed, many employees suffer from a loss of morale and productivity (Ahmed, 2015).
References
Ahmed, A. (2015). Conflicts in Organizations: Causes and Consequences. Educational Policy
and Entrepreneurial Research. 2408-770.

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