Question 1

Which of the following is a positive consequence of conflict in an organization?&#8203;&#10;A)&#8203;It provides a healthy distraction from work.&#10;B)It is emotional or behavioral in origin.&#8203;&#10;C)It breaks down group cohesion.&#8203;&#10;D)It leads to the generation of new ideas.&#8203;

Accepted Answer

Conflict can lead to the generation of new ideas as different perspectives are brought to the table and creative solutions are sought to resolve the conflict.

Question 2

Which of the following is a structural factor of conflict in an organization?&#8203;&#10;A)&#8203;Skills and abilities&#10;B)Personalities&#8203;&#10;C)Interdependence&#8203;&#10;D)Perception&#8203;

Accepted Answer

Interdependence is a structural factor of conflict because it refers to the degree to which individuals or departments rely on each other to accomplish their tasks or achieve their goals. When there is high interdependence, conflicts may arise over resources or priorities, leading to structural tension within the organization. Skills and abilities, personalities, and perception are more individual factors that can contribute to conflict.

Question 3

_____ is the ability to see life from another person's perspective.&#8203;&#10;A)&#8203;Attribution&#10;B)Empathy&#8203;&#10;C)Displacement&#8203;&#10;D)Rationalization&#8203;

Accepted Answer

Empathy is the ability to understand and share the feelings of another person, seeing things from their perspective. Attribution refers to the process of assigning causes to behavior, displacement involves redirecting emotional impulses to a substitute target, and rationalization involves creating logical, but false, explanations for one's behavior or attitudes.

Question 4

A key to recognizing a dysfunctional conflict is that:&#8203;&#10;A)&#8203;it arises from thinking of new ways to approach problems.&#10;B)it arises from someone challenging old policies.&#8203;&#10;C)it is often cognitive in origin.&#8203;&#10;D)it is often emotional or behavioral in origin.&#8203;

Accepted Answer

A dysfunctional conflict is often emotional or behavioral in origin, meaning it arises from personal feelings, attitudes, or behaviors rather than from rational problem-solving or policy-making. It can include negative behaviors such as name-calling, aggression, blaming, and silence or withdrawal. Conflicts based on cognitive differences or constructive critiques are not necessarily dysfunctional, but those based on emotional or behavioral problems are.

Question 5

To diagnose a conflict as functional or dysfunctional, a manager must look at:&#8203;&#10;A)&#8203;the employees' ability to adapt to change and manage adversity.&#10;B)the issue, the context of the conflict, and the parties involved.&#8203;&#10;C)the expenses that will be borne by the company to solve the conflict.&#8203;&#10;D)the views of the top-level decision takers.&#8203;

Accepted Answer

To diagnose a conflict as functional or dysfunctional, a manager must consider the issue at hand, the context of the conflict, and the parties involved. The ability to adapt to change and manage adversity, expenses incurred or the views of the top-level decision-makers may not be sufficient or relevant criteria for determining the nature of the conflict.

Question 6

The major behavioral tendency associated with the high versus middle versus low power relationship is suboptimization.&#8203;

Accepted Answer

The major behavioral tendency associated with high versus middle versus low power relationships is not suboptimization, but rather how individuals in these positions tend to behave in terms of dominance, influence, and control. High power individuals are more likely to exhibit dominance and control, middle power individuals may navigate between asserting influence and accommodating others, while low power individuals might focus more on compliance and adapting to others' needs. Suboptimization refers to a situation where parts of an organization or system optimize their own goals at the expense of the overall goal, which is a different concept.

Question 7

Cross-cultural negotiations can be more effective if each party learns as much about the other cultures as possible.&#8203;

Accepted Answer

Understanding and respecting each other's cultural differences can improve communication, build trust, and enhance the effectiveness of negotiation in a cross-cultural setting. Therefore, learning about the other party's culture is essential for successful cross-cultural negotiations.

Question 8

Developing trust within a group can prevent the misattribution of task conflict for personal conflict.&#8203;

Accepted Answer

When group members trust one another, they are more likely to attribute disagreements or differing opinions about task-related matters to the task itself rather than personal issues or animosity towards one another. This, in turn, can prevent conflicts from escalating into personal disagreements or hostility, improving group dynamics and productivity.

Question 9

Administrative orbiting and secrecy are very effective conflict reduction techniques.&#8203;

Accepted Answer

Administrative orbiting and secrecy can actually contribute to conflicts, rather than reduce them. Administrative orbiting refers to avoiding direct confrontation or communication with a person or group you have conflict with, which can lead to misunderstandings and escalation. Secrecy can also create mistrust and suspicion. Effective conflict reduction techniques typically involve open communication, active listening, and collaboration.

Question 10

Which of the following statements is true of functional conflict?&#8203;&#10;A)&#8203;It can often lead to aggressive acts specifically directed at peers.&#10;B)It is emotional and behavioral in origin.&#8203;&#10;C)It helps individuals develop a better awareness of themselves.&#8203;&#10;D)It takes the focus away from the work to be done.&#8203;

Accepted Answer

Functional conflict is a type of conflict that is task-related and can stimulate creative thinking and problem-solving. It can increase group cohesiveness and member satisfaction, and contribute to personal growth and development, as individuals are exposed to different perspectives and opinions. Hence, it helps individuals develop a better awareness of themselves.

Question 11

A key to recognizing functional conflict is that it is often cognitive in origin.&#8203;

Accepted Answer

The answer of A key to recognizing functional conflict is...

Question 12

Managers should work to stimulate functional conflict when they suspect their group is suffering from groupthink.&#8203;

Accepted Answer

The answer of Managers should work to stimulate functional conflict...

Question 13

Personal factors of conflict in an organization arise from:&#8203;&#10;A)&#8203;the nature of organizations.&#10;B)differences among individuals.&#8203;&#10;C)dependence on other people to get work done.&#8203;&#10;D)a traditional boss-employee relationship.&#8203;

Accepted Answer

The answer of Personal factors of conflict in an organization...

Question 14

Conflict between groups leads to decreased competition.&#8203;

Accepted Answer

The answer of Conflict between groups leads to decreased competition.&#8203;...

Question 15

Managers should stimulate functional conflict when their group:&#8203;&#10;A)&#8203;is acting aggressively with peers.&#10;B)exceeds any potential gain from the conflict.&#8203;&#10;C)relies on threats and verbal abuse to communicate.&#8203;&#10;D)is suspected to be suffering from groupthink.&#8203;

Accepted Answer

The answer of Managers should stimulate functional conflict when their...

Question 16

The high versus middle versus low power network illustrates the conflict felt by middle managers.&#8203;

Accepted Answer

The answer of The high versus middle versus low power...

Question 17

Which of the following is a negative consequence of conflict in an organization?&#8203;&#10;A)&#8203;It breaks down group cohesion.&#10;B)It translates into increased productivity.&#8203;&#10;C)It is cognitive in origin.&#8203;&#10;D)It motivates change.&#8203;

Accepted Answer

The answer of Which of the following is a negative...

Question 18

Emotional intelligence is:&#8203;&#10;A)&#8203;an aggressive mechanism in which an individual directs his or her anger toward someone who is not the source of the conflict.&#10;B)a compromise mechanism whereby an individual patterns her behavior after another's.&#8203;&#10;C)the emotion of love, cooperation and the common good.&#8203;&#10;D)the power to control one's emotions and perceive emotions in others.&#8203;

Accepted Answer

The answer of Emotional intelligence is:&#8203;&#10;A)&#8203;an aggressive mechanism in which...

Question 19

When negotiators begin to act based on emotions rather than on cognitions, they are less likely to resolve a conflict.&#8203;

Accepted Answer

The answer of When negotiators begin to act based on...

Question 20

The key to conflict management is:&#8203;&#10;A)&#8203;to prevent or resolve dysfunctional conflict.&#10;B)to discourage functional conflict.&#8203;&#10;C)to enhance creativity in an organization.&#8203;&#10;D)to improve work relationship between two parties.&#8203;

Accepted Answer

The answer of The key to conflict management is:&#8203;&#10;A)&#8203;to prevent...

Question 21

Shayla is a dissatisfied customer who feels she has been cheated by Martin, a salesman.She confronts him angrily and demands a refund.This scenario is an example of a(n)_____.&#8203;&#10;A)&#8203;person-role conflict&#10;B)interpersonal conflict&#8203;&#10;C)work-role conflict&#8203;&#10;D)interrole conflict&#8203;

Accepted Answer

The answer of Shayla is a dissatisfied customer who feels...

Question 22

Which of the following structural conflicts occurs when individuals do not have knowledge of another department's objectives?&#8203;&#10;A)&#8203;Interdependence&#10;B)Goal differences&#8203;&#10;C)Status inconsistency&#8203;&#10;D)Jurisdictional ambiguity&#8203;

Accepted Answer

The answer of Which of the following structural conflicts occurs...

Question 23

_____ is a conflict evident for middle managers in which conflicting expectations are placed on the manager from bosses and employees.&#8203;&#10;A)&#8203;Negativism&#10;B)Functional conflict&#8203;&#10;C)Role conflict&#8203;&#10;D)Displacement&#8203;

Accepted Answer

The answer of _____ is a conflict evident for middle...

Question 24

Aaron is studying in elementary school.He falls sick, and Martin, Aaron's father is immediately called to take Aaron home.Martin has an important meeting to attend at work and there is no one else available to take Aaron home.This is an example of _____.

A)interrole conflict
B)intrarole conflict
C)person-role conflict
D)interpersonal conflict

Accepted Answer

The answer of Aaron is studying in elementary school.He falls...

Question 25

Which of the following is a cause of conflict related to an organization's structure?&#8203;&#10;A)&#8203;Authority relations&#10;B)Skills and abilities&#8203;&#10;C)Values and ethics&#8203;&#10;D)Perceptions&#8203;

Accepted Answer

The answer of Which of the following is a cause...

Question 26

When intrapersonal conflicts challenge individuals to choose between right and right, the decision presents _____.&#8203;&#10;A)&#8203;bending moments&#10;B)defining moments&#8203;&#10;C)functional conflicts&#8203;&#10;D)dysfunctional conflicts&#8203;

Accepted Answer

The answer of When intrapersonal conflicts challenge individuals to choose...

Question 27

Which of the following statements is true of defining moments?&#8203;&#10;A)&#8203;They help people crystallize their values and serve as opportunities for personal growth.&#10;B)They reduce the potential for conflict within a role or between roles.&#8203;&#10;C)They create healthy, constructive disagreements between two or more people.&#8203;&#10;D)They can arise from many individual differences, including personalities and perceptions.&#8203;

Accepted Answer

The answer of Which of the following statements is true...

Question 28

_____ is a compromise mechanism whereby an individual patterns his or her behavior after another's.&#8203;&#10;A)&#8203;Rationalization&#10;B)Fantasy&#8203;&#10;C)Fixation&#8203;&#10;D)Identification&#8203;

Accepted Answer

The answer of _____ is a compromise mechanism whereby an...

Question 29

In the context of intergroup conflict, managers should encourage social interactions across groups so that:&#8203;&#10;A)&#8203;trust can be developed.&#10;B)resources can be shared.&#8203;&#10;C)employees can perform better.&#8203;&#10;D)human resource activities can be held.&#8203;

Accepted Answer

The answer of In the context of intergroup conflict, managers...

Question 30

Competition between groups must be managed carefully so that it does not escalate into a(n):&#8203;&#10;A)&#8203;intragroup conflict.&#10;B)dysfunctional conflict.&#8203;&#10;C)functional conflict.&#8203;&#10;D)interorganizational conflict.&#8203;

Accepted Answer

The answer of Competition between groups must be managed carefully...

Question 31

Uma's department head asks her to socialize less with nonmanagement employees.Uma is also told by her project manager that she can be a better team member by socializing more with other nonmanagement team members.This is an example of _____.

A)interrole conflict
B)intrarole conflict
C)person-role conflict
D)interpersonal conflict

Accepted Answer

The answer of Uma's department head asks her to socialize...

Question 32

Actions that are effective in managing intrapersonal conflict include:&#8203;&#10;A)&#8203;role analysis and identifying values of an organization.&#10;B)identification of the power networks in an organization.&#8203;&#10;C)field analysis and personality inventory analysis.&#8203;&#10;D)identification of functional and dysfunctional conflict.&#8203;

Accepted Answer

The answer of Actions that are effective in managing intrapersonal...

Question 33

A defense mechanism in which a person responds with pessimism to any attempt at solving a problem is known as _____.&#8203;&#10;A)&#8203;negativism&#10;B)rationalization&#8203;&#10;C)displacement&#8203;&#10;D)withdrawal&#8203;

Accepted Answer

The answer of A defense mechanism in which a person...

Question 34

Which of the following statements is true of intragroup conflict?&#8203;&#10;A)&#8203;Conflicts within a team can never be functional.&#10;B)Face-to-face interactions hinder the development of trust.&#8203;&#10;C)Virtual teams are not immune to conflict.&#8203;&#10;D)Telephone conversations early on cannot eliminate later conflicts in virtual teams.&#8203;

Accepted Answer

The answer of Which of the following statements is true...

Question 35

In the context of intrapersonal conflicts, the individuals who place expectations on a person are _____.&#8203;&#10;A)&#8203;role producers&#10;B)role delegators&#8203;&#10;C)role incumbents&#8203;&#10;D)role senders&#8203;

Accepted Answer

The answer of In the context of intrapersonal conflicts, the...

Question 36

One of the causes of conflict related to an organization's structure is _____.&#8203;&#10;A)&#8203;personalities&#10;B)perceptions&#8203;&#10;C)cultural differences&#8203;&#10;D)common resources&#8203;

Accepted Answer

The answer of One of the causes of conflict related...

Question 37

NateCare is a public hospital in the city of Greycliff.The hospital has only one specialist for neurology, one for cardiology, and another for orthopedics.The structural cause for conflict among these specialists will be _____.

A)authority relationships
B)status inconsistencies
C)interdependence
D)emotions

Accepted Answer

The answer of NateCare is a public hospital in the...

Question 38

In the context of managing intrapersonal conflicts, political skills can:&#8203;&#10;A)&#8203;help people crystallize their values and serve as opportunities for personal growth.&#10;B)help understand power networks in organizations.&#8203;&#10;C)help resolve conflicts by enabling an individual to direct anger toward someone who is not the source of the conflict.&#8203;&#10;D)help buffer the negative effects of stress that stem from role conflicts.&#8203;

Accepted Answer

The answer of In the context of managing intrapersonal conflicts,...

Question 39

As organizations move toward the team approach and empowerment, there should be less potential for conflict from _____.&#8203;&#10;A)&#8203;cultural differences&#10;B)goal differences&#8203;&#10;C)authority relationships&#8203;&#10;D)status inconsistencies&#8203;

Accepted Answer

The answer of As organizations move toward the team approach...

Question 40

In the context of power networks, which of the following is true of an equal versus equal relationship?&#8203;&#10;A)&#8203;Conflict in this network can lead to job dissatisfaction.&#10;B)Conflict in this network can lead to low organizational commitment.&#8203;&#10;C)Conflict in this network can lead to low turnover.&#8203;&#10;D)Conflict in this network can lead to depression.&#8203;

Accepted Answer

The answer of In the context of power networks, which...

Question 41

Which of the following statements is true of negotiation?&#8203;&#10;A)&#8203;It is a way of opening dialogue between groups that have difficulty communicating.&#10;B)It helps groups realize their similarities rather than their differences.&#8203;&#10;C)It involves an open discussion of problem solutions.&#8203;&#10;D)It is delaying action on a conflict by buying time.&#8203;

Accepted Answer

The answer of Which of the following statements is true...

Question 42

Jack, a sales manager, is confronted by Jessica, a dissatisfied customer.Jessica claims that she has received a defective piece of merchandise and wants to make a complaint.Jack tells her that she needs to fill out a complaint form, which will be reviewed by the frontline staff, and recorded into the complaint-handling system.After that, the senior management would conduct an investigation on her complaint and give her a response within 20 working days.The conflict resolution technique used by Jack in this situation is called _____.

A)distributive bargaining
B)administrative orbiting
C)due process nonaction
D)character assassination

Accepted Answer

The answer of Jack, a sales manager, is confronted by...

Question 43

In the context of confronting and negotiating, sometimes _____ causes negotiators to focus so much on their differences that they ignore their common ground.&#8203;&#10;A)&#8203;distributive bargaining&#10;B)nonaction&#8203;&#10;C)integrative negotiation&#8203;&#10;D)secrecy&#8203;

Accepted Answer

The answer of In the context of confronting and negotiating,...

Question 44

Which of the following is true of distributive bargaining?&#8203;&#10;A)&#8203;It causes negotiators to focus on their similarities.&#10;B)It is a competitive, win-lose approach to negotiations.&#8203;&#10;C)It allows members from different departments to work together.&#8203;&#10;D)It is a style low on both assertiveness and cooperativeness.&#8203;

Accepted Answer

The answer of Which of the following is true of...

Question 45

Explain functional and dysfunctional conflict.&#8203;

Accepted Answer

The answer of Explain functional and dysfunctional conflict.&#8203;...

Question 46

_____ is a withdrawal mechanism that provides an escape from a conflict through daydreaming.&#8203;&#10;A)&#8203;Flight&#10;B)Fantasy&#8203;&#10;C)Withdrawal&#8203;&#10;D)Displacement&#8203;

Accepted Answer

The answer of _____ is a withdrawal mechanism that provides...

Question 47

_____ is an approach in which the parties' goals are not seen as mutually exclusive, but the focus is on both sides achieving their objectives.&#8203;&#10;A)Distributive bargaining&#8203;&#10;B)Accommodating&#8203;&#10;C)Integrative negotiation&#8203;&#10;D)Compromising&#8203;

Accepted Answer

The answer of _____ is an approach in which the...

Question 48

Which of the following styles of conflict management is used to achieve temporary settlements to complex issues?&#8203;&#10;A)&#8203;Negotiating&#10;B)Avoiding&#8203;&#10;C)Accommodating&#8203;&#10;D)Compromising&#8203;

Accepted Answer

The answer of Which of the following styles of conflict...

Question 49

An organizational goal that is more important to both parties in a conflict than their individual or group goals is a(n)_____.&#8203;&#10;A)&#8203;superordinate goal&#10;B)strategic goal&#8203;&#10;C)intermediate goal&#8203;&#10;D)operational goal&#8203;

Accepted Answer

The answer of An organizational goal that is more important...

Question 50

For integrative negotiation to be successful, parties should:&#8203;&#10;A)&#8203;change the structure of an organization.&#10;B)have a common goal.&#8203;&#10;C)determine whether a conflict will have a positive outcome.&#8203;&#10;D)achieve superordinate goals.&#8203;

Accepted Answer

The answer of For integrative negotiation to be successful, parties...

Question 51

Which of the following is a difference between distributive bargaining and integrative negotiation?&#8203;&#10;A)&#8203;Distributive bargaining is a win-lose approach to negotiations, whereas integrative negotiation is a win-win approach to negotiations.&#10;B)Distributive bargaining is collaborative in nature, whereas integrative negotiation is competitive in nature.&#8203;&#10;C)Distributive bargaining works as a conflict management tool, whereas integrative negotiation intensifies a conflict.&#8203;&#10;D)Distributive bargaining requires all the parties to act as allies to one another, whereas integrative negotiation requires that every party views every other party as a competitor.&#8203;

Accepted Answer

The answer of Which of the following is a difference...

Question 52

In the context of changing structure of an organization, a(n)_____ is a liaison between groups with very different interests.&#8203;&#10;A)&#8203;integrator&#10;B)role incumbent&#8203;&#10;C)team sender&#8203;&#10;D)investigator&#8203;

Accepted Answer

The answer of In the context of changing structure of...

Question 53

Using a _____ made up of members from different departments improves coordination and reduces delays by allowing many activities to be performed at the same time rather than sequentially.&#8203;&#10;A)&#8203;functional team&#10;B)cross-functional team&#8203;&#10;C)resource oriented team&#8203;&#10;D)self-directed team&#8203;

Accepted Answer

The answer of Using a _____ made up of members...

Question 54

One way of classifying styles of conflict management is to examine the styles':&#8203;&#10;A)&#8203;cooperativeness and assertiveness.&#10;B)resources and negotiation approaches.&#8203;&#10;C)degree of competition.&#8203;&#10;D)credibility and integrity.&#8203;

Accepted Answer

The answer of One way of classifying styles of conflict...

Question 55

A win-win style that is high on both assertiveness and cooperativeness is known as _____.&#8203;&#10;A)&#8203;competing&#10;B)accommodating&#8203;&#10;C)compromising&#8203;&#10;D)collaborating&#8203;

Accepted Answer

The answer of A win-win style that is high on...

Question 56

In which of the following situations should the avoiding style of conflict management be used?&#8203;&#10;A)&#8203;When an issue is trivial or more important issues are pressing&#10;B)When quick, decisive action is vital&#8203;&#10;C)When the objective is to learn&#8203;&#10;D)When opponents with equal power are committed to mutually exclusive goals&#8203;

Accepted Answer

The answer of In which of the following situations should...

Question 57

In the context of ineffective techniques for dealing with conflict, _____ is delaying action on a conflict by buying time, usually by telling the individuals involved that the problem is being worked on.

A)administrative orbiting
B)jurisdictional ambiguity
C)due process nonaction
D)character assassination

Accepted Answer

The answer of In the context of ineffective techniques for...

Question 58

In the context of ineffective techniques for dealing with conflict, _____ is delaying action on a conflict by buying time, usually by telling the individuals involved that the problem is being worked on.

A)administrative orbiting
B)jurisdictional ambiguity
C)due process nonaction
D)character assassination

Accepted Answer

The answer of In the context of ineffective techniques for...

Question 59

In the context of conflict management strategies, the _____ is founded on different assumptions: the potential for win-win outcomes, honest communication, trust, openness to risk and vulnerability, and the notion that the whole may be greater than the sum of the parts.&#8203;&#10;A)&#8203;competitive strategy&#10;B)cooperative strategy&#8203;&#10;C)compensating strategy&#8203;&#10;D)complaisant strategy&#8203;

Accepted Answer

The answer of In the context of conflict management strategies,...

Question 60

Which of the following best defines due process nonaction?&#8203;&#10;A)&#8203;It is the delaying of action on a conflict by buying time, usually by telling the individuals involved that the problem is being worked on or that the boss is still thinking about the issue.&#10;B)It is an attempt to label or discredit an opponent.&#8203;&#10;C)It is a procedure set up to address conflicts that is so costly, time-consuming, or personally risky that no one will use it.&#8203;&#10;D)It is an attempt to hide a conflict or an issue that has the potential to create conflict.&#8203;

Accepted Answer

The answer of Which of the following best defines due...

Question 61

What are the different power networks as described by W.F.G.Mastenbroek?&#8203;

Accepted Answer

The answer of What are the different power networks as...

Question 62

Briefly explain the types of intrapersonal conflict.&#8203;

Accepted Answer

The answer of Briefly explain the types of intrapersonal conflict.&#8203;...

Deck 13: Conflict and Negotiation