The text discussed a not-so-effective method of dealing with conflict called avo

Question

The text discussed a not-so-effective method of dealing with conflict called avoidance. Managers, especially new managers, can sometimes be tempted to use this technique to resolve (avoid) conflict. Sometimes – at least in the short term – it is easier to ignore a problem than to address it. Give examples of where you may have seen this technique used. What were the results? How did it impact the culture of the organization? What personal characteristics are needed by managers to avoid avoidance??

Explanation / Answer

The text discussed a not-so-effective method of dealing with conflict called avoidance. Managers, especially new managers, can sometimes be tempted to use this technique to resolve (avoid) conflict. Sometimes – at least in the short term – it is easier to ignore a problem than to address it.

Give examples of where you may have seen this technique used. What were the results?

The workplace conflicts arises mainly due to incompatibilities gals, interest,goals, believes or any difference in opinion between the team or with manager. when an employee faces conflict in some situation he/she engage in one of these management style: obliging, collaborating, avoiding or dominating. For example when employee faces some conflict between her/his manager or supervisor due to their perception, if those supervisor or manager holds more powerful than the employee in such situation employee avoids the conflict, in order to control their career's success. Sometimes even manager chooses the avoidance conflict management style towards their employee. usually managers will pay less attention on the employee due to power imbalance between them that leads to avoidance of their subordinate. some situation the manager will not pay attention to the impact of their behavior such as bullying, teasing or unfairness treatment towards employee due to the fat that their subordinate will decide to avoid the conflict. Such avoidance will cause them to lose their job or will receive negative feedback which might cause issue for their career plan.

How did it impact the culture of the organization?

Avoiders deliberately withdraw or ignore the conflict instead of facing it. They do not care about their issues as well as others. People who avoids the conflicts thinks that problems will go away, it will get resolved without getting involved, and they will rely on the others to take the responsibility. Avoidance can be good when you need more time to think about it and need to process, or the risk confrontation is not worth compared to the what gained. there are many issues that effects the organization culture if we avoid the conflicts, When the manager avoids the bad nature of his employee. that will lead to unproductive organizational culture. if such type of avoidance go on continue , the disruption can lead to other employees turnover, poor customer service and also lack of team effort. In addition avoiding the organizational conflict will cause lack of mutual accountability between the manager and the employee. When the employee fails to finish the task given to them, then employee might refer such failure to their manager for not observing and providing the feedback in timely manner. Same way the manager might report to the CEO, the delay is because of the specific subordinate not taking any sort of accountability on their managerial responsibility. Avoiding conflict also stops creating healthy forum for relationship discussion. Sometimes avoiding conflict also lead employee to became frustrated, if they feel as if there is no solution for the conflict, or they even feel that their opinion goes unrecognized by the managers or other members in a team. which in turn reduce the productivity, increase the turnover and also increase the violence behavior in an organization.

What personal characteristics are needed by managers to avoid avoidance?

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