14-15 hours deadline

Write 300 words on discussion and respond to two articles with 200 words each

1)Write 300 words for discussion with 3 peer reviewed references

Discuss the risks of avoiding confrontation of a problem employee.

2) Respond to two articles with 200 words each

Article 1

Confrontations are the root of all long-term family and organizational issues. People are speechless when they stare down the barrel of a critical confrontation. It is all faced with difficult choices. We have great expectations, but we are disappointed when the other person fails to meet them. to deal more effectively with unfulfilled promises, disappointments, and other performance gaps We'll look at how to prepare for and deal with adversity. We're going to use it in the following manner. Holding someone accountable requires a face-to-face encounter. This is the part of the story that they are aware of: First and foremost, they must communicate with one another face to face about a serious issue. In battles with the toughest opponents imaginable the same skills can be taught. If you master key encounters, you'll never have to give in to your worries and walk away from an issue again (Meisler,2018).

Confrontations are handled correctly, with both parties speaking honestly and openly. They're both straightforward and courteous. Regardless of the issue, person, or circumstances, critical confrontation skills provide the best opportunity of facing and effectively dealing with a critical confrontation. A crucial face-to-face and in-the-moment clash will occur. A crucial face-to-face and in-the-moment clash will occur. They are falling short of their potential because their leaders and personnel are unable to face and master important confrontations. It should come as no surprise that teaching people how to improve their abilities has such a good effect. There is a tendency for pivotal confrontations to occur. A crucial confrontation comprises a face-to-face accountability session with someone who has let you down and with whom you speak directly. Most family, team, and organizational problems stem from an inability to hold difficult conversations. Get ready for a major clash. It's vital to recognize that we need to improve (Hershcovis,2018).

 

 

References

Meisler A.(2020). Key employees face their problems during intense “executive interventions”: specialists fly in to choreograph the confrontations that can spark change. Workforce Management. 2003.82(12),84. http://search.ebscohost.com/login.aspx?direct=true&AuthType=sso&db=edsghw&AN=edsgcl.111218806.

 

Hershcovis, M. S., Cameron, A.-F., 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 .https://doi.org/10.1037/ocp0000078.

Article 2

 

Conflict of interest is the situation where one individual is required to make decisions which affects his/her interest. It is one of the most frequently occurring issues in the workplace. Conflict may arise among individuals, between people and organizations, or between an organization and a community, due to some reason. When conflict arises among the individuals, the conflict leads to disagreement, disagreement leads to arguments, arguments lead to arguments, and arguing leads to fights. Conflicts and arguments may not end there; the conflict of interest can go on till the point where either one of the two parties decides to leave the organization or the organization can be forced to stop functioning. This scenario may arise when the manager or the leadership of an organization tries to interfere in the functioning of the employees of the organization (Berti, 2021).

Confrontation takes place whenever any employee’s performance and behavior are different than the expectations of others. In this situation, the employee wants to change their behavior and performance, but the opposite occurs. As a result, the working environment gets tense and even leads to the termination of an employee. Many people are not aware that confrontation of the employees in an organization can put their existence into danger. In this situation, they will lose their job (Hershcovis, 2018).

The organization must confront and control the problem employee. The employee may not like to be controlled, but an organization must control it to protect itself. An employee who hates the organization cannot work properly for it.  An organization must avoid confrontation of such an employee. An employee who hates the organization may behave inappropriately towards the organization or harm it by means of actions. There is risk involved in confronting a problem employee. The actions of the employee can harm the interests of the organization resulting in loss of the competitive advantage of the organization. This is the most risk involved in confronting a problem employee. The organization should avoid confrontation (Berti, 2021).

 

References

Berti, M., & Simpson, A. V. (2021). The dark side of organizational paradoxes: The dynamics of disempowerment. Academy of Management Review, 46(2), 252-274.

Hershcovis, M. S., Cameron, A. F., 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.