Discussion, Case Study and Journal article in APA format

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According to Madalina (2016), “Conflict cannot be resolved if you do not first understand the causes of conflict, only when diagnosis develops into concrete terms, alternate solutions can be proposed” (p.809). Confrontation is one of the most important aspects of Conflict management that is often very tricky, if not carried out in the right environment and mindset it comes out like questioning one’s abilities and morals. But it is very important, especially with problem employees. It is extremely important that both entities involved in the communication should be in the right frame of mind to have an honest, open and productive discussion on the conflict situation. Confrontation is absolutely essential and important while conducting tasks as a team while working towards a common goal or target.

According to Omisore (2014), “Conflict is good and necessary because conflict can simulate innovative thinking when properly managed” (p.119). When there is confrontation in a productive manner, it gives a chance to discuss and exchange opinions. Bringing in the ideas, opinions and criticism from different set of people gives an opportunity to revise and improve the work and employee performance without having to face hurdles later. Conflict is a general trait of humans, since no two people are likely to think and act similar to each other. When facing such situations of conflict, confrontation plays a very important role. It has the power to bring the actual thoughts and issues the problem employee or employees is facing and help in starting a discussion and action plan to resolve the conflict.

References:

Oachesu Madalina. (December 2016). Conflict Management, a New Challenge.

Bernard Oladosu Omisore. (Novemeber 2014). Organizational Conflicts: Causes, Effects and Remedies.

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