Conflict Avoiding Managers Employee Confrontation - Assignment Example

Under certain circumstances such as there is no positive outcome of resolving the conflict, it is too trivial, the disruption would prove to be very costly, etc managers tend to use the avoiding style of conflict management (Schyns & Hansbrough, 2010). Hence, it is first important to understand why the manager is avoiding conflict before confronting them.

With the exception of the above two cases, an employee must confront the manager if a conflict is being avoided. It is very important for an employee to trust and believe in his or her manager. It is only when an employee trusts the manager to act in the best interest of the employee that he or she can dedicate completely and work for the manager. In the absence, of this trust, an employee will not only lose confidence but also be de-motivated. This will affect both the performance of the employee as well as the overall output of the team.

This attitude of the manager to avoid conflicts can disrupt the dynamics of a group as employees do not feel recognized or rewarded with respect to the work they do in comparison with other employees. This can further escalate the conflicts in a group. Also, the feedback given by a conflict-avoiding manager can be very diplomatic and does not serve the purpose of feedback. Employees need to have a clear understanding of where they stand in the workplace and how they can improve. This cannot be accomplished with diplomatic feedback. Therefore, it is important that an employee confronts a conflict-avoiding manager.