Question 1

Although forcing is one of five interpersonal styles of conflict management, it should never actually be used to manage conflict.

Accepted Answer

Although forcing is not the most ideal interpersonal style for conflict management, there may be certain situations where it is necessary to use it. However, it should be used cautiously and as a last resort. In most cases, using collaborative or compromising styles are more effective and result in better long-term solutions to conflict.

Question 2

The five interpersonal conflict management styles are distinguished by their level of interdependence with the other party.

Accepted Answer

The five interpersonal conflict management styles are distinguished by their levels of assertiveness and cooperativeness, not by their level of interdependence with the other party.

Question 3

The problem-solving conflict management style involves a high degree of assertiveness and cooperativeness.

Accepted Answer

The problem-solving conflict management style involves actively seeking a mutually beneficial solution for both parties, which requires a high degree of assertiveness and cooperativeness.

Question 4

Communication problems partly explain why conflict is more likely to occur in a multicultural workforce.

Accepted Answer

When individuals from different cultural backgrounds work together, they may have different communication styles, use different idioms, and interpret nonverbal cues differently. These variations can lead to misunderstandings, misinterpretations, and errors that can contribute to conflict within the group.

Question 5

The conflict process is really a series of episodes that potentially link together into an escalation cycle.

Accepted Answer

The conflict process can escalate and become more intense over time if not resolved, leading to a cycle of repeated episodes.

Question 6

Avoiding is usually the best interpersonal conflict management style when the issue is trivial to everyone involved.

Accepted Answer

Avoiding can be a useful conflict management style in certain situations, such as when the issue is trivial or when emotions are running high. However, it is not always the best approach and can sometimes prolong or escalate the conflict. Other styles, such as collaborating or compromising, may be more effective depending on the situation.

Question 7

Conflict is more likely to occur between two departments with pooled interdependence than reciprocal interdependence.

Accepted Answer

Conflict is more likely to occur between two departments with reciprocal interdependence because they rely on each other to complete tasks, and any failure or delay in one department can negatively affect the other. Pooled interdependence, on the other hand, is when departments work independently with little to no interaction or interdependence, making conflict less likely.

Question 8

The preferred conflict management style tends to depend partly on the individual's cross-cultural values.

Accepted Answer

Cultural differences can greatly influence how people approach conflicts and what they consider to be an appropriate conflict management style. Therefore, an individual's preferred conflict management style may be influenced by their cross-cultural values.

Question 9

It is possible to agree on a common goal yet still experience conflict due to differentiation.

Accepted Answer

Even if everyone agrees on a common goal, they may have different ideas on how to achieve it, which can lead to conflict. Additionally, individuals may have different values, beliefs, and priorities that can also result in conflict, even if they share the same overall objective.

Question 10

Mergers and acquisitions tend to increase conflict due to different values and beliefs.

Accepted Answer

Mergers and acquisitions often bring together employees from different companies with different cultures, values, and beliefs. This can create conflicts and challenges as individuals learn to navigate the new dynamics of the merged organization.

Question 11

The yielding conflict management style can produce more conflict rather than resolve it.

Accepted Answer

The yielding conflict management style involves giving in or accommodating the other party's needs or demands, even if it means sacrificing one's own needs or values. This can sometimes result in unresolved issues and build-up of resentment, leading to more conflict in the long run.

Question 12

Buffers tend to resolve conflict by reducing the level of interdependence between the conflicting parties.

Accepted Answer

Buffers create a physical or social space between the conflicting parties that reduces their level of interdependence, thus reducing the potential for conflict. They can provide a cooling-off period or help to avoid direct confrontations, which can decrease the intensity of the conflict.

Question 13

Conflict tends to escalate more with a win-lose than with a win-win orientation.

Accepted Answer

When parties are focused on winning at all costs, they are less likely to be open to compromise or negotiation, which can lead to a more intense escalation of the conflict. In contrast, a win-win orientation seeks to find solutions that benefit all parties involved, which can lead to a more peaceful resolution of the conflict.

Question 14

Resolving differences with the opposing party through direct communication is not as comfortably applied in collectivist cultures.

Accepted Answer

In collectivist cultures, interpersonal harmony and avoiding confrontation are highly valued, making direct communication of differences less comfortable or even discouraged. Negotiation and conflict resolution may require the involvement of intermediaries or the use of indirect communication methods.

Question 15

Poor work ethic is one of the main sources of conflict between Baby-boomer and Generation-X employees.

Accepted Answer

The answer of Poor work ethic is one of the...

Question 16

Communication and understanding interventions should be applied only after differentiation between the parties has been reduced.

Accepted Answer

The answer of Communication and understanding interventions should be applied...

Question 17

The yielding conflict management style is preferred when both parties have equal power and enough trust to share information.

Accepted Answer

The yielding conflict management style is typically used when one party wants to maintain peace more than winning the argument, often conceding to the other's demands, rather than when both parties have equal power and trust.

Question 18

People from collectivist cultures tend to apply a forcing style of conflict with colleagues more than do people from individualist cultures.

Accepted Answer

People from collectivist cultures are more likely to use avoiding or accommodating styles of conflict resolution, prioritizing group harmony and relationships, whereas individuals from individualist cultures may be more inclined towards direct or assertive styles, including forcing.

Question 19

Two employees from different departments who are evaluated on different performance criteria and compensated based on different reward systems are likely to experience conflict due to goal incompatibility.

Accepted Answer

Employees who are evaluated and compensated differently are likely to have different goals and priorities, which can lead to goal incompatibility and conflict.

Question 20

Conflict may occur because the conflicting parties lack the opportunity, ability and/or motivation to communicate with each other.

Accepted Answer

Lack of communication can lead to misunderstandings, assumptions, and ultimately conflict between parties.

Quiz 11: Conflict and Negotiation in the Workplace