Question 1

A shop steward is an elected representative of the union employees.

Accepted Answer

A) True 
 B)False  True

Question 2

ADR (Alternative dispute resolution) is becoming less common as employers are likely to want to enter into litigation when disputes occur.

Accepted Answer

A) True 
 B)False  False

Question 3

Arriving at a speedy settlement should not outweigh the importance of a sound decision.

Accepted Answer

A) True 
 B)False  True

Question 4

Supervisors should be patient and keep an open mind when hearing a complaint or grievance.

Accepted Answer

A) True 
 B)False

Question 5

It is normal for supervisory perspectives to sometimes be at odds with the views of employees.

Accepted Answer

A) True 
 B)False

Question 6

Grievance procedures are typically resolved in the court of law.

Accepted Answer

A) True 
 B)False

Question 7

What must take place in order for alternative dispute resolutions to be effective?

Accepted Answer

In order for alternative dispute resolut

Question 8

Generally speaking, nonunionized employees have no way to resolve job-related disputes or problems.

Accepted Answer

A) True 
 B)False

Question 9

Most supervisors are trained in the fine points of labor law as part of their job and are therefore highly qualified to resolve complaints involving aspects of equal employment opportunity.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is NOT a standard of fairness that should be followed by all ADR procedures?

Accepted Answer

A)  The opportunity to recover the same remedies available to the employee through litigation and confidentiality of proceedings. 
B)  The opportunity for a hearing before one or more impartial decision makers. 
C)  The opportunity to participate in the selection of decision makers. 
D)  The requirement of the employer to pay all associated costs of the dispute resolution. 
A)  The opportunity to recover the same remedies available to the employee through litigation and confidentiality of proceedings. 
B)  The opportunity for a hearing before one or more impartial decision makers. 
C)  The opportunity to participate in the selection of decision makers. 
D)  The requirement of the employer to pay all associated costs of the dispute resolution.

Question 11

If a grievance procedure does not resolve a dispute satisfactorily, the next step is the complaint procedure.

Accepted Answer

A) True 
 B)False

Question 12

Sometimes an employee or steward may deliberately provoke an argument to the supervisor on the defensive.

Accepted Answer

A) True 
 B)False

Question 13

Someone with a competing style of conflict resolution tends to _____..

Accepted Answer

A)  Dominate. 
B)  Avoid. 
C)  Concede. 
D)  Identify common ground. 
A)  Dominate. 
B)  Avoid. 
C)  Concede. 
D)  Identify common ground.

Question 14

The most effective communication and problem solving take place when people try to share common perspectives.

Accepted Answer

A) True 
 B)False

Question 15

Complaint procedures usually differ from grievance procedures in two respects. Name them.

Accepted Answer

(1) The employee normally must make the

Question 16

Many union organizations have adopted a problem-solving approach to employee concerns that was designed by management called a complaint procedure.

Accepted Answer

A) True 
 B)False

Question 17

The accommodating style of conflict resolution:

Accepted Answer

A)  Is easy. 
B)  Is cooperative. 
C)  Implies reciprocity. 
D)  All of the above. 
A)  Is easy. 
B)  Is cooperative. 
C)  Implies reciprocity. 
D)  All of the above.

Question 18

Sueprvisors should drop everything to meet with an employee who has a grievance.

Accepted Answer

A) True 
 B)False

Question 19

If a supervisor delays hearing a grievance or complaint, employees will likely interpret it to mean that the supervisor is carefully considering the facts of the case.

Accepted Answer

A) True 
 B)False

Question 20

The collaborative style to conflict resolution is:

Accepted Answer

A)  I win- you win. 
B)  I win- you lose 
C)  You win- I lose 
D)  None of the above. 
A)  I win- you win. 
B)  I win- you lose 
C)  You win- I lose 
D)  None of the above.

A shop steward is an elected representative of the union employees.

ADR (Alternative dispute resolution) is becoming less common as employers are likely to want to enter into litigation when disputes occur.

Arriving at a speedy settlement should not outweigh the importance of a sound decision.

Supervisors should be patient and keep an open mind when hearing a complaint or grievance.

It is normal for supervisory perspectives to sometimes be at odds with the views of employees.

Grievance procedures are typically resolved in the court of law.

What must take place in order for alternative dispute resolutions to be effective?

Generally speaking, nonunionized employees have no way to resolve job-related disputes or problems.

Most supervisors are trained in the fine points of labor law as part of their job and are therefore highly qualified to resolve complaints involving aspects of equal employment opportunity.

Which of the following is NOT a standard of fairness that should be followed by all ADR procedures?

If a grievance procedure does not resolve a dispute satisfactorily, the next step is the complaint procedure.

Sometimes an employee or steward may deliberately provoke an argument to the supervisor on the defensive.

Someone with a competing style of conflict resolution tends to _____..

The most effective communication and problem solving take place when people try to share common perspectives.

Complaint procedures usually differ from grievance procedures in two respects. Name them.

Many union organizations have adopted a problem-solving approach to employee concerns that was designed by management called a complaint procedure.

The accommodating style of conflict resolution:

Sueprvisors should drop everything to meet with an employee who has a grievance.

If a supervisor delays hearing a grievance or complaint, employees will likely interpret it to mean that the supervisor is carefully considering the facts of the case.

The collaborative style to conflict resolution is:

Supervising in Uncertain Times

The Managerial Functions

Communication: the Vital Link in Supervisory Management

Motivational Principles As Applied to Supervision

Solving Problems: Decision Making and the Supervisor

Positive Discipline

Supervisory Planning

Supervisory Organizing at the Departmental Level

The Supervisor and Employee Recruitment, Selection, Orientation and Training

Performance Management: Appraising, Coaching, Promoting, and Compensating

Supervisory Leadership and the Management of Change

Managing Work Groups: Teamwork, Morale and Counseling

Supervising a Diverse Workforce

Fundamentals of Controlling

Filters

Exam 15: Resolving Conflicts in the Workplace

A shop steward is an elected representative of the union employees.

ADR (Alternative dispute resolution) is becoming less common as employers are likely to want to enter into litigation when disputes occur.

Arriving at a speedy settlement should not outweigh the importance of a sound decision.

Supervisors should be patient and keep an open mind when hearing a complaint or grievance.

It is normal for supervisory perspectives to sometimes be at odds with the views of employees.

Grievance procedures are typically resolved in the court of law.

What must take place in order for alternative dispute resolutions to be effective?

Generally speaking, nonunionized employees have no way to resolve job-related disputes or problems.

Most supervisors are trained in the fine points of labor law as part of their job and are therefore highly qualified to resolve complaints involving aspects of equal employment opportunity.

Which of the following is NOT a standard of fairness that should be followed by all ADR procedures?

If a grievance procedure does not resolve a dispute satisfactorily, the next step is the complaint procedure.

Sometimes an employee or steward may deliberately provoke an argument to the supervisor on the defensive.

Someone with a competing style of conflict resolution tends to _____..

The most effective communication and problem solving take place when people try to share common perspectives.

Complaint procedures usually differ from grievance procedures in two respects. Name them.

Many union organizations have adopted a problem-solving approach to employee concerns that was designed by management called a complaint procedure.

The accommodating style of conflict resolution:

Sueprvisors should drop everything to meet with an employee who has a grievance.

If a supervisor delays hearing a grievance or complaint, employees will likely interpret it to mean that the supervisor is carefully considering the facts of the case.

The collaborative style to conflict resolution is:

Supervising in Uncertain Times

The Managerial Functions

Communication: the Vital Link in Supervisory Management

Motivational Principles As Applied to Supervision

Solving Problems: Decision Making and the Supervisor

Positive Discipline

Supervisory Planning

Supervisory Organizing at the Departmental Level

The Supervisor and Employee Recruitment, Selection, Orientation and Training

Performance Management: Appraising, Coaching, Promoting, and Compensating

Supervisory Leadership and the Management of Change

Managing Work Groups: Teamwork, Morale and Counseling

Supervising a Diverse Workforce

Fundamentals of Controlling

Filters