Hello Manasa Durga Kolipaka
Different methods can be used by business organizations to resolve the various conflicts that emerge in the organization (White, 2017). Each technique ought to be carefully evaluated so that the organization can know if it is appropriate and if it can help the organization solve the problem at hand and make the organization resume its normal operations as soon as possible. However, some organizations have problematic employees, and this can become a big problem if the management of the organization does not do anything about them. The best way to face problematic employees is through confrontation. In a similar vein, some organizations avoid confrontation. Some of the reasons that confrontation is avoided include claims that these employees are very valuable, and the organization can risk losing them. Another reason is where some of the employees are senior leaders. However, avoiding confrontation has many risks and demerits on the organization. First is that the management cultivates and encourages an unethical culture in the organization. This makes the organization’s image to be tainted and be perceived in the wrong way. Secondly, is that the organization lacks control and a systematic way of doing things. Consequently, this throws the whole organization into full disarray, and this affects the performance of the organization in the long run.
References
White, A. (2017). The Labor Movement and the Dilemma of Direct Confrontation. Employee Responsibilities and Rights Journal, 29(1), 39-50. doi: 10.1007/s10672-016-9288-7