Hello Naga Saranya Routhu
Organizations committed to handling conflicts and problems occurring in the organizations are known to have reliable and practical frameworks for solving these problems at all times (Hershcovis, Cameron, Gervais & Bozeman, 2018). In some cases, the organization can have problematic employees too, and this means that confrontation can be suitable in such cases. However, some organizations usually avoid confrontation on the basis that thee employees are very valuable or important to them, and confronting them can result in losing them. Another critical issue when it comes to avoiding confrontation is when the employee is a senior leader in the organization. However, avoiding confrontation only escalates the current problem in the organization, and this makes the situation a time bomb that can explode at any time affecting the whole organization. The risk of avoiding confrontation when an employee is a problematic include the following. First is that the organization encourage unethical employees to continue with their lousy action since they are not being warned of their actions. Secondly is that it make the organization have an immoral culture since there is no control and ethical way of dealing with issues in the organization. Lastly is that the organization’s productivity and performance is bound to be decreased since the employees work without considering any standards.
References
Hershcovis, M., Cameron, A., Gervais, L., & Bozeman, J. (2018). The effects of confrontation and avoidance coping in response to workplace incivility. Journal of Occupational Health Psychology, 23(2), 163-174. doi: 10.1037/ocp0000078